Leaders from Louis Engel, Credit Suisse, knowledgereact, Ideagen, IOMAXIS, RTI International, NCSECU, @CAPTRUSTfa to name a few. Thank you to Blue Cross and Blue Shield of NC for hosting.

Security is challenged with SECURING the organization and staying in COMPLIANCE, to enable the business.

A best practice as working through compliance is to maniacally document. You have to track conversations as much as anything.

What are some of the more comprehensive frameworks? NIST? HiTRUST? ISO?

Needing tools that can monitor and manage compliance at the process level is vital to the business.

In security, you have to know what you have to know what to protect. It’s vital to perform asset inventories and network assessments.

Knowing the value of Risk Assessments

Kicking off the November TTEC meeting on Nurturing the IT workforce. Looking forward to a great discussion.

An interesting challenge companies face is managing salaries that are driven by M&A. Companies have to balance compensation based on the different company philosophy

The main question is, what do you trust to partners or solution providers vs what you need FTEs to manage.

Really excited to have John Hardin, NC DOC, share his findings from NC DOC’s Innovation Report at the May TTEC meeting.

Why is innovation important? Average NC salaries across all job skill sets are $3K higher than the national avg. For innovations job sets, salaries are nearly $10K higher, nationally, than NC.

How do we measure innovation? This is how NC matches up against the US averages (you’ll need to zoom in)

NC’s overall economic ecosystem has improved YoY, growing from 24th in 2013, to 20th in 2023. Small steps, but positive momentum.

Excited to kick off the June Hear from Your Peers meeting. Thank you Eric Brown, with Align Technology, for hosting and leading the discussion on Succession Planning.

Interesting criteria to succession planning is the leader must have a prepared successor before being promoted.

Interesting challenge of leaders that need to look at making sure they are developing those they lead and not just focus on their individual upward mobility.

Another interesting challenge is when you have (or are) 1 of 2 candidates in a succession plan that doesn’t make the cut. How do you encourage the “runner-up” stay?