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   The C-suite's gridlock
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   Plus: The tech titles that come without authority.
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               Sponsored 
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              Monday, August 17, 2026
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               Companies are hiring so many tech chiefs they can't decide who's in charge
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               Corporate boards at large companies are adding a chief for every problem AI has created. There's a chief information security officer for security, a chief technology officer for AI infrastructure, a chief data officer for the data feeding it, and sometimes even a chief AI officer stacked
on top of all three. There are at least five technology leaders in the C-suite of 71% of organizations, according to Deloitte's 2026 Global Technology Leadership Study. But the setup hasn't created solutions. Forty-one percent of those leaders are already seen by their own CEOs and boards as unable to keep up with how fast AI is reshaping their businesses.
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               Technology leaders are now expected to run the business, change it, protect it, and grow it at the same time, 
but none of them are getting a bigger budget or the authority to decide anything without someone else's sign-off. The resulting bottleneck ends up delaying the very AI projects leaders were hired to build.
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               The CISO, the CTO, and the CDO can't agree fast enough on which legacy systems are worth replacing, or which security concerns are worth addressing first. Even with more expertise, they're slowing these companies down.
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               These leaders aren't confused about what's expected of them. Seventy-nine percent prioritize measurable business outcomes, and 81% say they're confident they can scale AI across their organizations, according to Deloitte's study. But that confidence isn't producing results. Seventy-five percent say their operating model has to change before AI actually pays off, and 42% are already seeing low or no return on the AI money they've 
spent.
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               When a company's CTO wants to ship a product on schedule and its CISO wants to delay the launch for security reasons, neither one can outrank the other. They report to different bosses, get judged on different numbers, and have no formal reason to defer to each other. Deloitte calls the missing skill "orchestration." It means getting the CTO and the CISO to agree on one sequence of moves even though neither can give the other an order. "Today's leaders are 
defined by their ability to orchestrate across the C-suite and translate technology into measurable outcomes," Deloitte consulting principal Steve Pratt said.
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               Most companies hire a CISO to own security, a CTO to own product, and a CDO to own data, then assume the three will agree on priorities without anyone designing how they make decisions together. Deloitte's numbers suggest that doesn't happen automatically just because expertise is in the room. Someone above 
all three — theoretically the CEO or chief operating officer — has to decide who wins when they disagree. But almost no company has assigned anyone to that particular job.
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                      Sponsored
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                      <span style="color:#121721">
                       Orlando's world-class experiences bring the WOW
                      </span>
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                       With five-star accommodations, Michelin-recognized dining, championship golf courses, restorative wellness escapes and bespoke local entertainment, Orlando provides an 
abundance of elevated experiences that make team gatherings feel intentional from start to finish. Continue the conversation over private dining events, craft cocktail lounges, exclusive behind-the-scenes tours or signature golf outings that spark moments your team will remember long after they return home.
                       <span class="ql-cursor">
                        
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none; display: block; ">
                                      Explore Orlando
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                                     <!--[if mso]><a href="https://www.ne16.com/t/11087947/226372826/10359529/5/1009501/?x=647d370f" target="_blank" style="-webkit-border-radius: 25px; -moz-border-radius: 25px; border-radius: 25px; color: #00D5FF; text-decoration: none; font-family: Arial; font-size: 18px; font-weight: bold; border: none; display: block; ">Explore 
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                   The best deals, six days a week
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                  <a data-linktext="Kinja Deals by The Inventory" data-linktype="Normal" style="color:#17253D" target="_blank">
                   Kinja Deals by The 
Inventory
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                  helps shoppers find worthwhile discounts without spending hours searching. Published Monday through Saturday, the newsletter features more than 30 handpicked deals in every issue from Amazon, Walmart, Target, and 300+ other retailers. From tech and home goods to everyday essentials, gifts, and seasonal finds, it is an easy way to spot the sales worth your time.
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                                  Sign up for Kinja Deals
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             <div>
              <span style="line-height: 1.6; font-size: 16px">
               This pattern is already playing out in marketing. Companies keep adding new chiefs — one for digital, 
one for data, one for revenue — on top of a traditional CMO. Each new hire owns a narrower slice of the business, but none of them owns growth itself. As a result, the average executive team is now 50% bigger than it was in 2020, according to research from consulting firm McKinsey.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="line-height: 1.6; font-size: 16px">
               When a company splits customer ownership across a CMO, a chief digital officer, and a chief revenue officer, three people end up watching growth stall while each waits for one of the 
others to fix it. Companies that keep customer ownership under a single executive grow up to 2.3 times faster than the ones that split it three ways, according to McKinsey.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="line-height: 1.6; font-size: 16px">
               A customer might get one message from the team running digital, another from the team running commercial, and a third from whoever owns data, because no single executive is accountable for how those three teams look to the person receiving all three messages at once. Only half of the CMOs 
McKinsey surveyed believe marketing is even included in strategic planning discussions anymore.
              </span>
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             <div>
              <br/>
             </div>
             <div>
              <span style="line-height: 1.6; font-size: 16px">
               Before hiring the next chief, boards can ask whether the new titles they've dished out actually come with decision-making power, or whether they just add one more person without strategic say. Almost none of the companies Deloitte surveyed have given the CISO, the CTO, or the CDO the authority to make a final call alone. Whoever tries still has to check with the other two
first.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="line-height: 1.6; font-size: 16px">
               A rotating cast of chiefs simply can't share ownership of any one outcome. The CISO must be free to decide how a company responds to a breach without waiting for the CTO to sign off. The CTO should get to decide which vendor gets most of the AI budget without internal approval. One person has to answer these questions. A committee of three can't possibly move in the same direction, not when each has its own mandate.
              </span>
             </div>
             <div>
              <br/>
             </div>
             <div>
              <span style="line-height: 1.6; font-size: 16px">
               Boards that spent the last three years adding chiefs to solve for complexity are now facing a simpler question: Not who else needs a title, but which of the people they already hired is allowed to actually decide something on their own.
              </span>
             </div>
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                  Sponsored
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                 <a aria-label="Linked image" style="color:#121721" target="_blank">
                  <img class="img100" data-linktype="Normal" data-target="_blank" height="auto" src="https://inboxflows.com/_/image/https%253A%252F%252Feditor.ne16.com%252Fquartz-leadership%252Fmib-np-kabooki_friends_30710-hero_640x400_%25281%2529.jpg/?inbox_flows_img_sig=eyJwYXRoIjoiaHR0cHMlM0ElMkYlMkZlZGl0b3IubmUxNiIsInRpbWUiOjE3ODY5ODMwNTguMjgzMTkyMn0:1wvzvO:HIkmbdMrCbN5oOBiFbUAWxcVBiGax12QT4ZZT0xA34c" style="width:600px;max-height:376px;vertical-align:middle;border:0" width="600"/>
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                  <span style="color:#121721">
                   Orlando's world-class experiences bring the WOW
                  </span>
                 </h2>
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                <td class="editor-cell-text td100" colspan="6" style="line-height:1.6;width:560px;background-color:#F9F8F6;padding:20px;color:#121721;font-size:16px;vertical-align:top;font-family:Arial,Helvetica,sans-serif;mso-line-height-rule:exactly" width="560">
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                  <span style="font-size:16px;color:#000000;background-color:rgba(0,0,0,0)">
                   With five-star accommodations, Michelin-recognized dining, championship golf courses, restorative wellness escapes and bespoke local entertainment, Orlando provides an 
abundance of elevated experiences that make team gatherings feel intentional from start to finish. Continue the conversation over private dining events, craft cocktail lounges, exclusive behind-the-scenes tours or signature golf outings that spark moments your team will remember long after they return home.
                   <span class="ql-cursor">
                    
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