5 hot IT leadership trends — and 4 going cold

It’s widely understood that any technology is only as good as the people developing and managing it, so some leaders are looking to upskill their staff internally, building up resources that are both close at hand and specifically tailored to the organization’s needs. 

“Companies worldwide are now developing their own mini versions of structured education — from local IT boot camps to organizing internal courses about specific technologies inviting experts from different cloud providers,” says Andrey Ivashin, CIO at Dyninno Group. “This approach allows companies to develop their talent internally, improve brand loyalty, and enhance their competitive edge.”

Ivashin describes these programs as focused and practical, and they provide hands-on experience with solving business problems. Those skills can then be quickly employed within the organization.

Cold: Relying on degree requirements to measure talent

Falling out of favor is a hiring philosophy that equates university degrees with competence, Ivashin says. And a more fluid hiring approach helps attract and retain top talent by making it clear they’ll be exposed to the latest, most innovative technology and platforms and given the time and support to learn them. 

“While salary and perks still play a significant role, if you truly want to win IT talent over, tell them about the exciting tech stack they will work with and have the chance to learn about,” he says. “Tell them how your company is ahead of the curve in implementing a certain technology or platform, and they will have a chance to be part of it, but most importantly — emphasize how their skills and experience could grow while making an actual impact on their careers.”

Ivashin says newly minted college graduates rarely show up to the job with the skills you need, so why focus on their degrees when hiring?

“Freshly graduated IT students, to be frank, most of the time are not able to do anything useful straight out of university,” he says. “The education they receive there is rather limited and very often outdated by the time they graduate. Their degree has taught them the basics, the way to troubleshoot problems and work in groups, and hopefully it’s shown them that learning is a lifelong process, especially in the world of IT. Universities will remain important for research, scientific specialties, and so on, but they will increasingly lose their relevance when it comes to preparing actual students for actual jobs.”

Hot: Transparency

Many tech leaders struggle with creating a culture of genuine transparency, even as project stakeholders now demand more of an open-book approach, DeVry’s Campbell says.

“It’s important to be clear in terms of what the technology team is doing and how they are performing, and where the company technology ecosystem roadmap is headed. And you need to maintain strong curiosity as to what the opportunities might be. You have to put both together to enable yourself as a strong leader on your executive team.”

Recent research on trends in the workplace from Deloitte describes transparency as sharing “decisions, results, strategies, and practices freely with workers, customers, investors, and other stakeholders.”

The report found that workers in high-trust companies are half as likely to leave and are much more likely to be motivated and take on extra responsibilities. Those colleagues are also generally more productive, with higher job satisfaction, and even healthier.

Cold: Annual reviews

DeVry’s Campbell says the idea of the annual performance review has run its course in an agile world, which he thinks employees may see as punitive versus achievement-oriented. 

“Leaders need to give constant and consistent feedback while asking for the same, throughout the year,” he says. “We need to coach in the moment not once a year. There’s also a lot more focus in recent years on creating a safe learning environment for employees to have the ability to fail and for that to be OK.”

Hot: Sustainability