IT Governance

Why a Little BRM Can Improve Your IT Service Delivery

One of the ways to make the IT department more visible and empower staff is getting out into the lines of business, being involved, and building relationships. This “ideology” happens to align with the key concept of business relationship management (BRM), an approach to understanding and supporting business activities related to business networking. BRM is all about knowledge, skills, and behaviors that foster a productive relationship among different departments or fields such as IT, finance, or HR, and their business partners. Martin McKenna elaborates in a post for

How the Pieces Connect

There are good reasons why people often say networking is the key to success. In order to make the best use of technology, an organization needs to focus on business relationships. A great business relationship between different departments facilitates the communication process about technology, and helps clarify the business objectives that both sides need to accomplish. Successful organizations know that they have to converge business and IT to enable technological innovations as part of the business strategies. To accomplish this, the BRM capability is required.

While a simulation for business training and education can have positive effects on its participants, people may just get a bit hyped up, and a few weeks later, it’s all in the past. If you want to incorporate BRM into ways of working and the company culture, you should have a strategy to combine a business simulation with online training for a blended learning approach that will last far longer.

Along those lines, the BRM Professional (BRMP) certification is a good choice. It involves foundation courses in BRM and is suitable for anyone who needs to understand and work in the BRM-focused environment. McKenna talks further about the combination of various learning methods:

Having discussed this dual approach with a number of people the general consensus is that this is a great combination of learning styles, the only moot point is what order to do things in, i.e. business simulation or formal training first? Rather than doggedly sticking to my guns I’m going to suggest an alternative. Why not have a business simulation, of which there are many, both before and after formal training and then look at the difference in attitude and performance? Okay so this would cost a little more, but if my survey data tells me anything it’s that we’re woefully poor at conducting post-project reviews, examining lessons learned, and identifying the value delivered.

You can view the original post here:

Show More
Back to top button

We use cookies on our website

We use cookies to give you the best user experience. Please confirm, if you accept our tracking cookies. You can also decline the tracking, so you can continue to visit our website without any data sent to third party services.