Presentation Deck that I used to talk to Intel's IT Leadership team

1. Transition::IT
Leadership and Cultural Change
mike d. kail :: @mdkail
VP of IT Operations
Netflix

3. Results of Resistance and Reaction to
Change
15% Anger
40% Distrust
30% Uncertain
15% Positive
How can the Positive 15% get the others to at least consider the
the concept of change?

4. By Increasing Resiliency
“the ability to adjust to, or recover from, change”
❖ Direct and Clear Communication
❖ Encourage Questions
❖ Accept Input (criticism and praise) from Others
❖ Don’t be Quick to Judge
❖ Work on Planning and Organization
❖ Remain Open to the Idea of Change

5. Get Comfortable With Being Uncomfortable
100% commitment to changing the culture

6. Now What?
Continue to evolve and look for
opportunities to push the edges

7. Keep
Calm
Create
Disruption,
Innovation,
and
Revolution

8. Defining Culture
❖ Beliefs, Values, and Attitude
➢ Define these anchors first
■ e.g. Passion, Curiosity, Judgement, Impact …
❖ Executives start by leading by example
➢ Assess yourself and peers
■ Is everyone a High Performer?
➢ Hard Work != Performance
■ Number of hours worked per week poor indicator
➢ Remove “Brilliant Jerks”
■ Passive-Aggressiveness is another toxic trait

9. Improving Culture
❖ Look to continue to raise the talent bar
➢ high performers have a 10x impact on the business
➢ should improve collaboration, not internal competition
❖ Don’t settle when interviewing/hiring
➢ a B or C player starts to lower the talent bar
❖ Responsible employees thrive
➢ self-motivated
➢ driven to improve
➢ have leadership qualities, even as individual contributor

10. Traditional IT needs a 10x change

11. Change Starts With A Vision
❖ What is IT’s Mission Statement?
➢ e.g. “Improve Efficiency and Reduce Process”
❖ Continual Evolvement
➢ Enhance your skills
❖ Collaboration with LOB
➢ Engage and Enable
❖ Operational Efficiency
➢ Empower via service model

12. Continued Change Requires Continued
Effort and Focus
❖ Continue to Reinforce Reasons for Change
❖ Set Clear Objectives (Short and Long Term)
❖ Be Accessible
❖ Be an Active Listener
❖ Focus on Actions and Results
❖ Celebrate Wins
❖ Work on your “EQ” (Acknowledge Emotions)
❖ Direct and Candid Feedback