Meet the speakers at this year’s Continuity Insights Management Conference, then click here to learn more about the 2023 event.
When did you know you wanted this job?
As early as I can remember, I was always developing contingencies in life… the proverbial, “Plan B”; however, it wasn’t until 1998, as my 2-year assignment in APAC upgrading an FX settlement system was ending, that I realized the work I enjoyed the most and which best fit my skillset were the projects in business continuity. With Y2K firmly in the world’s sights and knowing industry’s mantra is always, “More, more. Faster, faster.”, I sensed that the need for continuity professionals would grow and I made the career move to a full time continuity professional.
What career mistake has given you the biggest lesson?
I abruptly left one organization for the first offer I received because I was upset they had let my boss go. It took me only one month to realize I’d gone from the frying pan into the fire. In retrospect, I should have been more analytical and patient in my job search.
How do you avoid being complacent in your role?
This is difficult, especially if you stay at one firm in the same role for many years as I did. It helps to have a boss who “gets you” and knows how to present you with the right challenges. It also helps to hire staff with the potential to do your job and even to be your boss down the road. They’ll keep you on your toes.
What is the biggest risk that you’ve taken?
I accepted an offer to build a BC Program for a Fortune 500 company from scratch, having only a few years as full-time BC analyst embedded within a program. While I had learned the ropes from some of the best, I hadn’t had much opportunity to develop my communication abilities with senior leadership. I knew I’d have to work harder than ever before. Fortunately, I landed with a firm that had the patience to let me develop into a well-rounded manager.
What impresses you the most when you are considering hiring someone?
As continuity managers we rarely have much positional power within our organizations. When hiring, I first seek those who can demonstrate their use of personal power to solve problems and achieve objectives. Also, because we are risk “managers” not risk eliminators, I look to hire staff who can confidently assess the impact versus probability matrix. Finally, I want to work with a team who displays passion for their work and joie de vivre in their personal lives.
To learn more about Blaise’s session and to view the full conference agenda, click here.