The Canadian Government, despite some earnest attempts at Digital Transformation, feels stuck in a rut.
It’s my feeling that the root cause of that rut is there has been a paradigm shift that slid past unnoticed and the Government of Canada is now stuck because of it.
The two paradigms
There seems to be two basic paradigms for how organizations relate to technology each with a distinct org chart that implements that paradigm. While these are a bit of a caricature, they illustrate the idea.
The IT paradigm
The IT paradigm is focused on Information Technology Service Management (ITSM). It relies on cheap labor, expensive software, and manual workflows. In this model, IT revolves around a “help-desk” function where work is managed through tickets and “clicking next” on installation wizards.
Software in this paradigm is procured not built (“buy before build“), making cost control an organizational preoccupation, and adding a procurement process to every initiative. This approach makes the work of “IT” largely about administering and supporting that software.
This paints a picture of an organization whose constituent parts are (roughly) a desktop team, a server team (to install the purchased software), the network team (so the desktops can talk to the servers), and a help-desk team to tie it all together.
The hands-on-keyboard technical work (white) is done by large numbers of people at the lowest rungs of the IT pay-scale (IT-01/02); they’re answering phone calls, manually adding new firewall rules, assigning software licenses, clicking new users into existence and closing help-desk tickets.

Implementing the IT paradigm: Technical work (white) is done at lowest rungs of the IT pay scale. IT-03 and above are all supervisory positions reducing technical work to a stepping stone.
With IT-01 and IT-02 positions given to people directly after graduation from school, and a rapid transition to management, the org chart demonstrates a view of technical work as a stepping stone to management rather than a career.
The engineering paradigm
Engineering organizations are almost the opposite: It uses expensive labour and free software to automate workflows. In this paradigm engineers create custom software using open-source tools so that entire classes of workflows are not just automated, but automatic and a single FTE can automate away multiple FTEs worth of work.
In the engineering paradigm technical work is viewed as real career, starting at IT-01 with a technical career ladder reaching the IT-05 level (the Canadian Digital Service had a few “principal” engineers at this level). IT-01s and 02s aren’t doing manual grunt work in this model; they write code and are surrounded by enough seniors to get the mentoring needed to become senior themselves.

Implementing the Engineering paradigm: Technical work (white) is a career path going all the way up to IT-05. The organization tilts towards senior to ensure quality and good mentoring for juniors.
Shopifys ChatOps, and Google’s SRE are great examples of this style.
While the IT paradigm scales it’s manual process by “throwing bodies at the problem” the Engineering paradigm makes workflows disappear into automation so that spikes in demand simply consume more CPU cycles.
The shift: Microsoft refocuses from IT to engineering
With those paradigms established, it’s possible to understand the shift:
In early 2000s, Microsoft sold a vision that all you need is shrink-wrapped, one-size-fits-all software, and encouraged organizations to think of IT departments as a commoditized labor force whose only job was buying licenses and clicking on installation wizards.
But by the mid 2000s, the economic reality of tech shifted: For Microsoft renting access to software, infrastructure as “services” was far more lucrative than selling perpetual licenses.
Microsoft pivoted hard, launching Windows Azure in 2008 and officially redefining itself as a “devices and services” company in 2012.
This changed the labor equation entirely. Microsoft no longer wanted to be in the race-to-the-bottom market of cheap help-desk labor; they were now courting highly skilled engineers— famously “developers, developers, developers” — to get them building high value systems on top of Azure’s cloud infrastructure.
The Corporate IT organizations who been built up around the IT paradigm, didn’t have developers, developers, developers and were unable to make the transition.
In an ironic twist, when Azure was bundled into existing enterprise licensing agreements, control of these new cloud services defaulted to the Corporate IT groups that Microsoft had just pivoted away from.
Why we’re stuck: Cloud capture
This is the basic shape of the government’s IT problem. It talks about digital transformation but the tools needed for digital transformation are entirely captured, locked away in a group that, by construction, is not equipped to make effective use of them. We’re stuck.
With industry on right side of this shift that means the industry “best practices” flowing downstream to the Government are all coming from the engineering paradigm (Zero Trust, devops, microservices, container orchestration, and Data Mesh, MLops, agentic AI). These practices are unimplementable by IT paradigm organizations (inside an outside government), leading to calls for everything from from re-invention to dissolution.
TBS themselves doesn’t seem to understand this dynamic. TBS has been steadily adding engineering paradigm “best practices” into their policy, and then they seem mystified when it doesn’t work: in 2017 they flatly ordered departments to run applications in containers and build microservices as part of a big modernization push. Nothing happened.
Even when IT paradigm organizations can be forced to participate in these engineering paradigm best practices, things don’t turn out right; Corporate IT builds an “enterprise non-cloud” that systematically cancels out the clouds core value proposition, does a “lift and shift” of their workloads (which TBS then has to tell people not to do) and then dutifully creates a DevOps team (a well-known anti-pattern) which then goes on a procurement spree (Jfrog! Trivy! Cloudbees!) instead of using the cloud services they already have access to.
When teams elsewhere in the organization try to directly access the cloud tools Corporate IT controls, they can’t, or are only given a gimped version of them.
If the technical depth of the organization is measured in the time it takes to go from fresh hire (IT-01) to Supervisor (IT-03), the ambition and the rest of the policy suite is going to have to reflect that lack of depth.
What now?
The argument here is essentially that the inability to recognize the paradigm you’re in makes you a prisoner of it. Being able to clearly think and talk about these paradigms is a big part of being able to solve the problem.
In general, the Government of Canada needs to realize the IT paradigm can’t get them where they want to go; We need to end the IT paradigm monopoly and invest in some engineering capacity.
A bright spot in all this is TBS quietly experimenting with replacing the CIO role with a Chief Digital Services Officer role, under which a number of product teams would exist. Those service teams are a controlled type of decentralization that have been proven to work elsewhere.
Every one of these product teams represents something being pulled out of the IT paradigm and placed into the Engineering paradigm.
Another interesting possibility is placing engineering team (a skillset which implies they are working in the engineering paradigm) in charge of cloud. Google has essentially done this with their SRE approach, and actually says the quiet part out loud:
SRE is fundamentally doing work that has historically been done by an operations team, but using engineers with software expertise, and banking on the fact that these engineers are inherently both predisposed to, and have the ability to, design and implement automation with software to replace human labor.
Both of these approaches would require some senior engineering talent to succeed, which loops us right back to the utility of being able to see and explain these paradigms; currently Human Resources staff across departments are enforcing bilingualism requirements on IT-03 and IT-04 based on the assumptions of the IT paradigm: only junior staff do technical work, and IT-03 and up is management.
Once again, the inability to recognize the paradigm makes you a prisoner.









