Do you need a VP of 'Enterprise Architecture Revolution?'

Wanted: A visionary, aggressive, and hardworking executive who is willing to drive change for the better around our dysfunctional and complex enterprise architecture that’s costing the business and the investors millions of dollars a month.

Sometime ago, ZapThink floated the notion that you may need a VP of SOA. The job description went like this:

"Visionary, hardworking executive wanted to drive this Fortune 500 or public sector firm's cross-organizational SOA efforts. The ideal candidate will first and foremost be a business process guru who also has broad experience in IT. Must have a background in architecture and ten-plus years in increasingly senior management roles. Must be able to communicate to both business and technical audiences. The successful candidate will be part team builder, part evangelist, and part bean counter. This position reports directly to the CIO with dotted line responsibility to the COO, and will be responsible for a seven-figure annual budget."

Clearly a good idea for most organizations, but perhaps we should take that a bit further considering the state of many enterprise architectures and the lack of progress in correcting existing issues. I think there should be a VP of Enterprise Architecture Revolution, including SOA of course. Perhaps the job description should read:

Wanted: VP of Enterprise Architecture Revolution. A visionary, aggressive, and hardworking executive who is willing to drive change for the better around our dysfunctional and complex enterprise architecture that's costing the business and the investors millions of dollars a month. The ideal candidate will have both technical and business experience, and be an expert in the world of Enterprise Architecture and SOA. He or she will report directly to the board of directors and the CEO and will provide frequent reports on the planning and progress of the "Enterprise Architecture Revolution" that needs to take place here. He or she will have complete authority, including hiring and firing key employees, as needed, to better increase the chances of success. The CIO will report to him or her. Huge compensation package for the right candidate including stock options and pay-for-progress bonus.

Or, perhaps you guys can write a better job description.

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