September 26, 2023
In today's rapidly evolving tech landscape, change is the only constant. In our third installation of the AI to Z podcast, Anna Frazzetto speaks to Jill Porubovic, a seasoned IT professional with a wealth of experience in navigating the complexities of technological change. Porubovic has previously held senior leadership positions in companies such as Verizon and Discovery and is now the founder of Jill Porubovic Consulting LLC.
From mergers and acquisitions to the rise of SaaS, she has seen it all. Listen to the full conversation below on Spotify:
While change is inevitable in the tech world, it often meets resistance. This is evident in Porubovic's experience when transitioning her team from traditional phones to VoIP and embracing platforms like Zoom. However, the pandemic underscored the value of these shifts, with the wider business community rallying behind such innovations.
Regardless of the specific change, be it a software switch or a platform transition, the crux lies in effective communication. Transparency with business users is paramount as it not only ensures that concerns are heard but also paves the way for addressing them.
When a company uses numerous program management tools, collaboration becomes challenging. Additionally, many SaaS products are purchased without proper oversight, leading to potential issues. I see a trend of reconnecting with HR partners to ensure a cohesive approach, especially given the changes brought about by SaaS. We aim to understand each other's challenges and ensure proper data governance.
The rise of Software as a Service (SaaS) initially sparked beliefs that IT's significance would wane. However, the current landscape reveals a contrasting picture. Centralised systems have become indispensable to foster collaboration, especially when companies juggle multiple program management tools.
However, this over-reliance can impede effective teamwork. Moreover, the unchecked acquisition of SaaS products, often without thorough oversight, can introduce unforeseen challenges.
A notable emerging trend is the strengthened bond between technical teams and HR. This aims to ensure a cohesive approach in the SaaS-dominated era, emphasising mutual challenges and data governance.
Mergers and acquisitions add another layer of complexity to the landscape. As companies navigate through these transitions, they often discover that merged entities use similar tools with different versions or platforms.
This requires not only technological and contractual consolidation but also the blending of corporate cultures. Clear communication and transparency are crucial to understanding the needs and concerns of different departments within the business.
The tech industry has long grappled with a lack of diversity and a skills shortage however, there is a growing number of organisations that find a niche around working with diverse groups of individuals.
Companies like Broad Futures in the DMV area match neurodivergent individuals with employers for work opportunities, allowing for the latter to tap into more diverse talent pools.
Moreover, apprenticeship programs targeting community colleges or adults transitioning careers have proven to be a goldmine for passionate individuals. Ultimately, the key to successful hiring is valuing practical experience and genuine passion over traditional paper qualifications.
If you're a good leader, you're always looking strategically at the future. For example, we needed a group to drive corporate change and one of the individuals we moved into this role is neurodivergent. He thinks differently and is perfect for this group because he understands the business impact. It's about leveraging local resources and looking internally at your workforce. Sometimes, they might not have all the skills, but if you understand their strengths, you can guide them. I wouldn't be where I am if I hadn't been pushed into unfamiliar roles.
Successful leadership is marked not only by the ability to foresee strategic developments but also by adaptability and an openness to diverse perspectives. This includes embracing neurodiverse individuals who offer unique insights and ways of thinking. Effective leaders recognise the value of different voices in driving innovation and progress.
Harnessing the potential of local talent and acknowledging the innate abilities of the internal workforce is vital. Furthermore, the ability to adapt and embrace diverse responsibilities and challenges serves as a testament to growth.
According to Porubovic, two thing stand out in this evolving environment: the ability to derive actionable insights from data and the art of concise, effective communication.
This post was written by: Leanna Seah, Content Manager
How can power firms improve their environmental image problem?
From Waste to Wealth: how three markets are pioneering carbon tech
5 Factors to Consider When Planning your Governance Policy
The post-pandemic energy workforce
Transferrable skills within the energy sector: challenges and opportunities
GEM Webinar: Navigating the World of Global Employment: Employer of Record Explained
GETI 2023 webinar: power & nuclear energy sectors
9 pieces of career advice you should never follow
15 resume writing tips for engineers
These are the top challenges faced by climate tech companies