of firm community.
The firm deals with politics
directly and addresses conflicts
openly.
Staff collaborate and share data
and processes.
The firm encourages cooperation among departments, service
lines and offices if applicable.
The compensation system rewards for performance and focuses
on the strategic plan.
4. Empowering the end user.
Rank your firm from 0-4 on the fol-
lowing:
Users are confident in the sys-
tem’s reliability.
Support is excellent and timely.
The systems are easy to use and
accessible.
Information is relevant and accurate.
Users are able to communicate
requirements and make innovative
suggestions.
5. A learning/training culture.
Rank your firm from 0-4 on the fol-
lowing:
The firm has a training coordi-
nator (or someone responsible, in
smaller firms) who assesses skills
and training requirements at all
levels.
Support is treated as a learning
opportunity.
The firm has documented
learning ladders for all employees.
Systems and processes are well-documented.
The firm conducts IT training
using internal and/or external resources.
Your total score can be interpreted as follows:
Less than 55: You need a
change in strategy and leadership.
Without significant changes, it will
be difficult to compete in the future.
Your margins and RPI are well below average.
56-75: Your firm is aware, but
does not make IT a high-enough
priority. Your partners should meet
immediately and seek help. Your
margins and ROI are average or
below.
75-87: Your firm needs to focus on top priorities. Ask yourself,
do we have the right people in the
right seats? Your margins and ROI
are average and above.
Boomer
FROM PAGE 32
88-100: Your firm is positioned
to take it to the next level, and has a
differentiating strategic advantage.
Congratulations — your firm is IT-
savvy! Your margins are ROI are
well above average.
Take the lead, change behaviors
and become IT-savvy. If you don’t,
you run the risk of IT becoming a
liability, rather than an asset. AT
