With the rapid evolution of the Cloud, today’s companies no longer wonder whether they should climb aboard the Cloud bandwagon, because the answer is yes. The only question is how much of your infrastructure should move to the Cloud, and when.
Hybrid cloud environments—infrastructures that mix cloud services with on-premise solutions—are here to stay. But many organizations still aren’t leveraging the cloud in the most effective ways. The primary reason for this is a focus on costs, as companies try to replace on-premise solutions with the cheapest cloud services possible.
However, there’s far more value in choosing cloud components on the basis of innovation, and aligning your hybrid model with the primary functions of your business.
Identifying candidates for the cloud
When planning a hybrid cloud environment, CIOs need to separate their workloads by business function, and decide which functions would be best served by migrating to a cloud-based service. For most businesses, these functions will be the core enterprise workloads.
Infrastructure components like messaging, supply chain, HR, service management, Enterprise Resource Planning (ERP), and Customer Relationship Management (CRM) are typically ideal cloud candidates. These functions can be expensive to maintain through on-premise solutions, and difficult to integrate with a network. The cheaper, faster cloud alternatives for core enterprise workloads help organizations improve automation and cross-departmental functionality, delivering a more streamlined and cost-effective environment.
In these spaces, migrating to the cloud can be equated with buying innovation. Advances in software-as-a-service (SaaS), infrastructure-as-a-service (IaaS) and platform-as-a-service (PaaS) enable more features, better scalability, and decreased downtime for universal cloud-based services that are common to most businesses.
Choosing on-premise solutions
Where most companies err in developing hybrid solutions is choosing the cloud to save time and money for workloads that feed into core business functions. On-premise solutions allow for more robust and innovative platforms, which further key differentiators and help organizations remain competitive in their primary fields.
For functions that serve as your company’s main profit centers, on-premise solutions are the right choice. Your infrastructure investments should be directed toward these on-premise models—including all that money you’re saving by migrating core enterprise workloads to the cloud. On-premise solutions allow you to retain control of every aspect, which permits greater innovation and competitive advantage.
Blurring the line: Tips for maintaining hybrid environments
In most cases, dividing workloads into enterprise and core won’t always be a clean or simple process. The flow of information between departments must be taken into account, and full integration can be challenging with a hybrid model.
In an environment with cloud components, control is always decentralized to some degree. There will be parts of the IT process outside of your control, particularly when you’re feeding multiple cloud services into an on-premises environment. Within a hybrid system:
- The IT environment is chaotic (but it can be controlled)
- Operational performance will rely on external systems to some degree
- The user experience is highly distributed, with some aspects reliant on a third party
- Visibility is the key to optimized performance
Successful hybrid solutions will extend visibility to every component of the network layer. With orchestrated visibility, you can control the flow of information even when some elements are outside your control.
Choosing the right components to migrate to the cloud, and ensuring a seamless information flow with high visibility, will help you develop and maintain an effective hybrid environment that delivers optimal ROI for your organization.
Applications can only work with IT infrastructures behind them, but traditional IT roles have separated the people who work on hardware and software. Developers work on software, and operations teams keep the infrastructure humming. This separation of duties works when application cycles last weeks or months. But with the explosive growth of apps and software-as-a-service, the cycle has shortened to days, or even minutes — and the gap between developers and operations can pose serious problems.
Enter the DevOps movement. Powered by the proven idea that developers and operations are faster and more efficient when they work in tandem, DevOps involves a range of tools, techniques, and methods that bring the two factions together, helping them hit higher speeds across larger infrastructures.
What’s holding DevOps back?
While everyone wants the higher IT harmony, greater agility, and shorter time to market that DevOps can deliver, not everyone has been able to successfully implement this strategy — and it’s not because of the technology. A new Microsoft-sponsored study found that cultural barriers between developers and operations are the largest obstacle to any DevOps program.
The study found that while 54 percent of IT departments and companies are trying DevOps strategies on small projects, and 71 percent have pockets of automation, only 37 percent currently have formal DevOps solutions in place. The primary issue for over half of the survey respondents without formal strategies is “overcoming cultural habits inside my organization/company,” while a further 37 percent said they just don’t understand what DevOps entails.
Using existing tools in consistent ways
Mature tools already exist for implementing DevOps strategies in IT departments and companies of all sizes. Successful products like Puppet, GuardRail, Ansible, and Chef are already paving the way for a harmonious developer-operations environment. What IT teams must consider is the existing mindset and differences in culture, and solutions that will encourage widespread use of these tools across the organization.
Focusing on company-wide buy-in and cooperation is the way forward for DevOps. And while the study puts forth the idea that organizations using the Microsoft platform are better positioned to implement DevOps successfully — naturally, since the survey was sponsored by Microsoft — there is a salient point in that Microsoft tools and systems are built to work together. What’s more, the software giant has recently adopted a more developer-friendly stance, with more room for open source third-party integration.
At the heart of the issue, the study states that a successful DevOps environment will let developers and operations use the tools they want to use, on a more homogenous platform that allows for easier deployment across the board. Companies that focus on collaboration between people first, and technology second, will realize the DevOps dream of speed and efficiency sooner.
Need help implementing – or understanding – DevOps? Contact the IT experts at The Armada Group today and let our experienced staff share their knowledge and know how with you!
IT budgets can be tricky to handle. Ideally, you’d like to have things perfectly planned, so at the end of the year your budget balance is zero — but that happens rarely, if ever. Often you’ll have a little left over as the year comes to an end. So do you spend it wastefully, or leave it sitting there and risk having your budget cut next year because upper management decides you don’t need as much?
Fortunately, there are options for a middle ground. Here are some quick ideas on using minimal remaining IT budget funds to create maximum impact at the end of the year.
Invest in team mobility
Company-provided mobile devices can increase your team’s productivity, along with their satisfaction and loyalty. They also make a great holiday gift. If you have enough left in your budget, investing in top-of-the-line tablets or smartphones for your IT team is a smart move, helping to reward employees’ hard work while also making them more connected and productive.
Pop up your marketing
If you’re a smaller company or consulting firm, chances are your marketing is the lowest priority on your budget list. But conversely, your business can’t grow if you don’t invest in marketing. When you’re facing a year-end budget surplus, turning those funds into a marketing investment is one of the best gifts you can give your business — with a good chance of netting you an increased budget for next year.
Expand your cloud
Even if you’re not using the cloud much right now, you will be soon. The tech industry as a whole is on a rapid march toward cloud platforms and services, and as support for legacy solutions dwindles, the cloud is becoming a greater necessity.
If you’re already using cloud services on a limited basis, now is the perfect time to expand. Use your budget surplus to increase your cloud storage or bandwidth, or add more features to your existing platforms and services. The more agile your cloud, the better your business will perform in a cloud-based near future.
Invest in open source
One of the main attractions of open source platforms is that they’re free, or at least significantly lower in cost than popular enterprise solutions — so why would you invest money in them? Well, if you’re currently operating with proprietary solutions, it’s going to cost you to migrate to open source. But the benefits of moving to open source platforms are numerous, and the investment will pay for itself in the long run.
Open source has evolved from a complex toy to a major enterprise force, and many open source platforms are more reliable, more secure, and more robust than legacy solutions. Look into the options, and consider investing your surplus budget in an improved and more cost-effective platform.
Untangle your cable nests
Over time, server rooms can start to look like someone held a spaghetti party and forgot to clean up. If you have cabling strewn around the floor, and cracked or dried-out cable housing on some of your older cables, it’s time to upgrade — and a year-end budget surplus is the perfect excuse to handle this task.
Depending on your budget amount, you can either purchase replacement cables and have your team install them as needed, or hire a professional to come in and clean up in one pass.
Back up your backups
Being in IT means you already have a backup solution — but is it enough? Backup redundancy is often a small investment that can result in substantial returns. No backup is failsafe, and data loss can cause catastrophic consequences that often lead to business shutdown.
Investing in extra backup is never a waste of funds. At minimum, you should have both an online and a local backup solution in place, with scalable capabilities that can handle more than expected increases. If you already have this, you might consider a fireproof local backup solution or remote physical backup to guard against theft or natural disasters.
Still need more help coming up with solutions for a surplus end of year budget? Contact the IT pros at The Armada Group for more ideas and help implementing these changes!
Are you dreading your year-end performance review? Many employees would rather have a root canal than sit down with a manager or supervisor and discuss their performance one-on-one. But an annual review doesn’t have to be a traumatic event. Instead, you can use your year-end review to gain critical insight that will catapult your career in 2015.
Here’s how to plan for and carry out an annual performance review that will fuel your next year and bring your career to new heights:
Self-review: Compare your job expectations to your performance
The first step in preparing for a year-end review is to dig out your original job description and go through it line by line, evaluating yourself on how you’ve performed in each area this year. It can help to use a scale of one to five, with one representing areas where you had little or no skill, and five for those in which you excelled beyond co-workers or professionals with similar qualifications.
You don’t have to be overly critical. The main objective with this self-review is to identify your strongest areas of performance, so you can expand on your contributions and successes in the next step and build a case for personal advancement.
Generate performance proof
Regardless of the workplace culture at your company, at the end of the day, a business views its employees as investments — and they expect to see a return. What’s your employee ROI? The ability to spell out exactly what you’ve accomplished for the business will help you navigate your year-end review and come out ahead.
Consider your role in terms of how you’ve saved the company time and/or money. You might have delivered great customer service, which resulted in repeat business (and more money), or implemented a strategic plan that reduced delays (and saved time). Any measureable reduction in time or costs, or increases in profits, that you’ve accomplished are worth noting.
Plan your own reward
Once you’ve made a strong case for your contributions, you can leverage your performance presentation to ask for the type of reward you’d like for your hard work. You may simply want a raise — which is common and often expected for year-end reviews. But if you’re already receiving a competitive salary, more money might not motivate you or help you advance your career.
For example, you may be more interested in a promotion. If there is no higher position currently available in your company, you could request a change of duties to align more with the position you want to move into, or additional responsibilities that would help prepare you for moving up. Or you may want to advance your career through training, and request to be enrolled in courses or sent to workshops, trade shows, or industry events. Another commonly sought-after benefit is flexible scheduling or part-time telecommuting.
Ask for a review sooner instead of later
For those who dread year-end performance reviews, this strategy might seem counterintuitive — you may want to put it off as long as possible. But keep in mind that employee reviews are just as exhausting for management and HR. Whoever is responsible for the review process will be fresher and more open to discussion during earlier reviews, but as the process drags on, they’ll just want to get it over with.
Requesting an early review also demonstrates your motivation and willingness to improve. Managers will see this as a positive quality, and may be more enthusiastic about helping you advance your career.
Don’t forget to follow up
One you’ve gotten through your performance review successfully, make notes about what you’ve discussed and detail your understanding of the review session’s outcome. Include both the actions you’ll take to correct and improve performance, and the rewards that were promised for your performance to date. Send your quick recap to your manager or supervisor the same day of the review, so any miscommunication can be addressed before the results are documented.
Handled properly, the year-end review is your opportunity to move your career forward and accomplish your goals for the upcoming year. Contact The Armada Group to learn how to better be prepared and positive, and don’t miss your chance to elevate your career in 2015.
More companies may be moving away from IT cost reduction, but the responsibilities of IT departments continue to expand. In addition to standard operational and tactical activities, IT is often expected to drive innovation, foster business agility, and increase its own value to the organization — with the same limited resources.
For many IT departments, the best response to this challenge is to get more from their existing resource pool, particularly IT talent. The trick is ensuring that your team must stay motivated to be more efficient and productive, without burning out.
Here are three strategies you can use to unlock the potential of your talent, generating heightened productivity and innovation:
Encourage time management with “zones”
Improved time management leads to greater efficiency, but your team may not know how to get started. There are so many time management strategies to choose from that simply deciding on a method to implement can be challenging. As an IT manager, you can help by encouraging everyone on your team to learn and use the same strategy.
Zone-based time management is an effective method that works well in an IT environment. This strategy, developed by Eric Bloom of Manager Mechanics, is based on the idea of being “in the zone” — a time of peak productivity when a person is focused, motivated, and knows what needs to be done. In zone-based prioritization, IT pros tackle complex tasks like software development and business case writing while they’re in the zone, and perform less demanding activities at other times, according to their alertness levels. Here’s a look at the breakdown:
- In the zone: High-level tasks (development, project planning, business writing)
- Alert but not creative: Structured tasks (status report writing, project plan vs. actual tracking)
- Functional but not up for a challenge: Routine tasks (returning emails, expense reports, reviewing spam folders)
- Basically not sleeping: Low-level or busywork tasks (cleaning their office, deleting old email, filing things)
Develop talent diversity with cross-training
It’s a well-known fact that training existing employees is cheaper and less time-consuming than hiring new employees, yet many IT departments avoid this approach — whether it’s because they’re too focused on the idea that “hot new talent” must be acquired, or they believe multi-disciplined IT pros are less effective because their skills are spread out further. However, cross-training is a smarter, faster, and longer-lasting solution not only for getting more out of your existing talent resources, but also for increasing employee loyalty, satisfaction, and motivation levels.
The majority of IT professionals appreciate the opportunity to learn new skills, especially if they’re provided training on the company dime. Cross-training boosts employee retention, while equipping your organization with the right tools to handle constantly shifting business requirements. When everyone on your IT team is able to tackle multiple disciplines, any given project will be smoother and more efficient.
You’ll also have happier developers and engineers who are motivated to stretch their skills, try new things, and drive innovation and success for the company.
Schedule personal creative time for your talent
For top IT talent, technology is often more than a job — it’s a way of life. Many IT pros have a side project or three going on, in addition to what they’re doing at work. And if you allow your talent on-the-clock time for pursuing their own creative ideas, those side projects could ultimately benefit your organization.
The best way to let your team tinker with personal projects during the workday is to actually schedule creative time, building it right into your company’s planning process. Set a percentage of time — anywhere from 5-to-10 percent works well — for employees to indulge their personal creativity, and work out the best way to provide that time. It might be several hours on a certain day of the week, or a few hours set aside on two or three days.
When implemented consistently, this freedom to develop creatively will increase motivation and productivity for your talent, and lead to potential spinoff products that add to your organization’s bottom line. If you want to know more about driving motivation and productivity, talk to the pros at The Armada Group today.
IT reorganization is one of the biggest projects you may ever undertake as an IT manager. No matter how you approach a reorg, it’s going to cost you time, resources, and productivity. This means it’s essential to have a sound, business-oriented strategy in place before the decision to reorganize is made.
Here are the most important considerations for launching and implementing an effective IT reorganization for your company:
Know why you’re considering a reorganization
The best way to avoid potentially complex and costly mistakes is to understand the actual problems that prompted you to consider an IT reorg, and decide whether there’s another way to address those problems.
Ask yourself what you hope to accomplish with a reorganization. If your goals can be met through alternative fixes, try implementing the less disruptive solutions first.
If alternatives fail, or if reorganization is the clear answer, then it’s time to talk strategy.
Decide where to start
IT reorganization is a measure that’s intended to solve problems with the organization’s tech department. This means you need a thorough understanding of not just the problems themselves, but the issues they’re causing throughout the organization.
The first step in building a reorg strategy is to communicate — with your IT team, with key stakeholders, and with C-level management. Your approach may vary depending on the parties involved, but the goal is to same: to open conversations and gather input on pain points affecting various parts of the company, and IT areas that could stand improvement.
Gauge your reasons for reorganizing
There are several legitimate reasons to undertake IT reorganization. Here are some of the most common:
- Your technology is an island: In today’s highly connected business environment, insular IT departments simply won’t survive. Bryan Kirschner, director of the Apogee Institute, indicates three must-have qualities for successful IT: outside-in, cloud-first, and mobile-centric. If your organization lacks these qualities, a reorganization may be the right solution.
- IT is failing to deliver results: This is one of the most obvious reasons to consider a reorganization, but it’s also one that requires the most caution. If your IT department regularly misses deadlines and exceeds budgets, a reorg may be called for — but only if there’s no other way to fix these problems.
- You’re new at the helm: If you’re a newly appointed IT leader, whether you’ve been promoted or arrived from another company, you may be itching to make sweeping changes. Depending on the actual situation, this may be a good idea — just be sure it’s the right one. Reorganizing simply because “it’s been a while since the last one” is never a good strategy.
- The company mission refocuses on new technology: Every business in every industry today needs technology to thrive. If your organization is facing major changes to the way technology impacts your daily operations — such as migrating from single-channel to omni-channel customer experiences — reorganization is almost certainly the right choice.
Obtain buy-in at the C-level and within your team
If you don’t have key personnel on board, your chances of successfully reorganizing will plummet. As with any business initiative, C-level buy-in can make or break an IT reorganization — so make sure to involve them from the start, and maintain transparency by sharing your objectives throughout the process.
You’ll also need to involve your IT team, in order to keep morale elevated and maintain productivity during the often difficult and lengthy reorganization. Keeping your team involved and informed not only helps to decrease the stress that always comes with change, but also helps them feel they have a stake in the success of the reorg.
With thorough planning and communication, you can roll out an IT reorganization smoothly and effectively, and enjoy the benefits of a streamlined IT department for the entire organization. If you need help with this, or any, IT procedure, contact the experts at The Armada Group.
Being a great leader — whether you’re already in an executive position or looking to be promoted to one — requires strong emotional intelligence. And an important part of emotional intelligence is the ability to keep negativity out of your communication and interaction with other people. Negative thinking and emotion prevents you from getting results both for yourself and with others. What’s more, negativity can spread stress like it’s contagious — studies have shown that negative thoughts transmit stress-producing hormones that affect those around you.
Even if you have high emotional intelligence, you may be putting out negative vibes without realizing it. Here are five subtle but common ways you might not know you’re being negative, and what to do if you spot yourself engaging in them.
Not accepting compliments
For many people, responding to compliments with a demurral is an instinctive reaction. If you’re told you did a good job, your instinct may be to downplay the sentiment by crediting someone else, insisting it wasn’t that hard, or even saying you were just lucky. You may think you’re being humble — but this type of reaction actually undermines your confidence and makes it harder for other people to trust your skills or abilities.
Instead of demurring, learn to accept compliments with grace (and a dash of humility). Own your positive actions or accomplishments, even if your response is a simple “thank you” with no further discussion on the subject of the compliment.
Negating a positive
Negative inferences happen when you make a positive statement, and then follow it up with something negative that undermines the effect. For example, you might say, “My last performance review was fantastic, but I’m still not making the salary I should.”
The first part of this statement is positive and worth both consideration and discussion. But when it’s followed immediately with negativity, the positive value goes out the window — and suddenly you’re one of those people who always sees the glass as half empty. Negative inferences crush enthusiasm and prevent others from taking your side.
Instead, keep your positive statements positive and focused on your options. For example, you might say, “My last performance review was fantastic, so now I’m going to work on presenting my accomplishments better so I can negotiate a higher salary.”
Reacting too quickly
When something goes wrong, people have a tendency to react — and in the heat of the moment, your reaction might be less than emotionally intelligent. For instance, if a team member says something unfortunate during a meeting, you might approach them after the meeting with a comment along the lines of, “That was a stupid thing to say!” This type of reaction is not constructive, and can quickly break down relationships.
A better way to handle moments like these is to focus on responding, instead of reacting. When you respond to a problem, issue, or negative situation, you give yourself time to consider what really happened and why it might have happened — and then formulate a thoughtful reply that is constructive and considerate.
“Yeah, but…” mode
Everyone’s said it from time to time. Someone makes a suggestion, and you want to agree, but you immediately calculate the problems with the idea and your response sentence starts with “Yeah, but…”
This opening is a blocker. The word “but” dismisses anything positive that came before it, and makes collaboration with other people difficult. If you find yourself saying “Yeah, but” frequently, people will lose interest in listening to you.
Instead of agreeing, and then immediately disagreeing, focus on validating ideas that you believe are worthy, and offering possible changes or alternatives for those that don’t quite seem there yet. Keep the “but” out of your responses.
Bringing others down to raise yourself up
Emotionally intelligent people understand that the path to success is not forged by blatantly stepping on others along the way. However, you could be engaging in a more subtle form of diminishing other people, through statements that contain gossip or put-downs — even if they seem innocuous.
Besides the risk of having these negative comments get back to the people you’ve made them about, the person you’re talking to may wonder what you’re saying about them to others. If you’re tempted to put someone else down in order to feel better, ask yourself what your real motivation is for making these damaging statements. It might be insecurity about your own performance, jealousy of someone else’s abilities, or simply just a bad habit of engaging in gossip.
This type of negativity can be the most difficult to overcome — but it’s also the most rewarding. When you have genuine respect and kindness for others, they’ll reciprocate, and you’ll be better positioned for leadership.
Want to learn more about being an emotionally intelligent leader? Contact the staffing and recruiting experts at The Armada Group. We can help you find – and retain – the best in IT management and professionalism.
The role of the IT manager is changing as rapidly as technology itself. And while the normal mode of operation for IT concerning internal end users used to be rigid control over technology choices, many of today’s CIOs and other IT leaders are realizing the benefits of saying “yes” to user requests for new technologies, while finding ways to maintain standards and mitigate risk.
In the past, IT managers were able to tell employees and end users that they had access to the best technology available — even if it wasn’t completely true. But today’s employees have access to the latest apps and industry information. They’re savvy, they know what’s out there, and they want the right tools for the job.
On the other hand, allowing access to any tool your employees want to use can create security risks and productivity issues. Here’s how to balance end user demands for new technologies with best practices and a degree of control, so you can bridge the gap for end users across departments.
Give end users tools that work
Many CIOs are realizing that when employees use tools they don’t have permission to use, it’s not because they’re contrary or looking to break the rules. They just want to get their jobs done — and if a tool helps them accomplish that, they’re going to use it. Often this means the tools IT has made available to them simply aren’t working well.
It’s important to make sure you’ve authorized tools, apps, and services that help employees do their jobs. You may have enterprise solutions in place that are confusing, or that don’t integrate well with existing systems. This is when employees start to look for workarounds in the form of easier tools that may or may not be authorized.
How can you figure out what users want? One strategy is to use a cloud visibility solution like Skyhigh to see what services employees are actually using — and instead of restricting usage, look for common needs and deploy solutions that address them. For example, if a lot of end users are engaged in file sharing, look into the app or apps that would work best for them without risking security, and authorize its use.
Collaborate on tech budgets
Even as technology expands and advances, many IT budgets are shrinking. The primary reason is that other departments are receiving higher budgets for technology investments — marketing, for example, typically invests heavily in analytics and Big Data strategies. For many organizations, marketing departments are becoming the largest software centers.
Rather than fight this shift, CIOs and IT managers would fare better by cooperating with other departments and gaining a say in how technology budgets are allocated across the organization.
Separate departmental decisions on IT spending can fragment an infrastructure and cause more headaches for IT. Instead, tech leaders should focus on working cross-departmentally and acting in an advisory capacity for marketing, sales, HR, and others with budgetary discretion. It’s easier to create a unified solution that successfully integrates with multiple systems from the start, than to throw a bunch of disparate systems together and try to patch things over after the investments have been made.
The new role of the IT manager is to bridge technology gaps for end users throughout the organization, and keep things running smoothly, efficiently, and securely. Being open to saying “yes” more often, and willing to cooperate with other departments, is the key to success in today’s business IT landscape. For more information on how to use this knowledge to benefit your organization, contact the IT recruiting experts at The Armada Group.
What makes a great leader? There are nearly as many definitions as there are leaders in IT, but certain characteristics tend to stand out when you consider outstanding IT leaders. And if you’re aspiring to greatness as a leader in your field, emulating these characteristics will help you improve your own performance as well as your team’s — and place your career on the path to success.
Here are five tips that will help you understand what makes an outstanding leader, and how to implement best practices in your own leadership career to achieve greatness.
1. Communicate effectively
Do you assign tasks or projects to your team, only to find that the end results are far from what you had in mind when you implemented the project? Does your team ask you a lot of questions that you feel they should know the answers to? Are there frequent disagreements among your team about how, when, and with whom work should proceed? If these problems are present, you may have communication issues.
Great leaders are able to describe what they want done succinctly and clearly. The key to effective communication is considering not only what you’re saying, but how the people you’re addressing will receive your message. If you can’t communicate your vision, your team won’t be working toward the same goal — and the end results will suffer.
2. Embrace delegation
Some people in leadership positions subscribe to the philosophy that if you want something done right, you have to do it yourself. Unfortunately, this is the opposite of what leadership is all about — motivating and inspiring others to perform to the best of their abilities.
The ability to delegate is an essential quality for a great leader. You can’t do everything yourself — and you shouldn’t, because your team will suffer. Failure to delegate tasks (without micromanaging the implementation of the tasks you’ve assigned) demonstrates a lack of trust in your team, which leads to a breakdown of loyalty and motivation.
3. Generate confidence
Outstanding leaders know that confidence breeds confidence. This means remaining confident in the abilities of your team when things are going right — and when they’re going wrong. One small crisis can set off a chain reaction of issues and problems, especially in IT. If you react negatively to everything that goes wrong, you’ll create an atmosphere of uncertainty and doubt that will severely impact productivity.
Maintain a positive attitude, and remind everyone on your team — including yourself, if necessary — that setbacks are natural and expected. When you remain calm and confident through a crisis, you help to keep everyone on track and working toward the common goal.
4. Walk the walk
When making a distinction between bosses and leaders, it’s common to point out that bosses talk, but leaders walk. The very best leaders are those who lead by example — you can’t expect your team to turn in their best performances, unless you’re putting forth your best efforts too.
Commitment is a vital quality for outstanding leaders. You need to demonstrate through your actions that you’re committed to producing great work right along with the team — in other words, you need to be the person you want to lead.
5. Hone your sense of humor
One of the easiest ways to spot a great leader is to observe the workplace environment. Are the employees excited and engaged? Do they show up every day with a positive attitude, and look forward to tackling the challenges ahead? If this is the case, you’re sure to find a leader with a great sense of humor at the head of the team.
The ability to find humor in struggles and challenges can transform your work environment, creating a happy and healthy space that your team will enjoy coming to every day. Learn to laugh at yourself, even in the midst of crisis, and you’re well on your way to becoming an outstanding IT leader.
If you need more help distinguishing these characteristics in your management team, or yourself, contact the recruiting experts at The Armada Group today. We know what it takes to cultivate a strong leadership team, and have a wide talent network of top candidates who exhibit the five traits mentioned above.
Working from home is a dream for many IT professionals. It’s great to imagine reducing your commute to a few steps down the hallway, wearing pajamas to work, and never having to deal with office politics again — not to mention being able to set your own schedule and rates, and making enough money to have an in-ground pool as your office.
But the fact is, while the work-at-home lifestyle is portrayed as easy and carefree, it’s not so easy to actually work while you’re at home, surrounded by endless distractions. It takes some serious discipline and practice to stay focused, but it can be done.
Here’s a great collection of must-read advice for staying productive while you work from home.
Let go of telecommuting myths
When you work from home, you’ll be your own boss and have plenty of free time — or will you? It’s important to realize, especially when you’re first starting out, that you’ll have to work hard for several different bosses on all the freelance IT projects you take to reach success (but ultimately, you have the final say in what you do or don’t work on).
Microsoft’s Crabby Office Lady takes a look at common telecommuting myths, and offers tips on getting work-from-home to work for you.
Learn the 10 Commandments (of working from home)
From actually getting ready for work in the morning — even though you’re not going anywhere — to making time for your physical and mental needs, this checklist is a must-read for anyone considering or already working in a telecommuting environment. The bonus commandment also helps you maintain your friendships, which will be invaluable when the isolation of working from home gets to you.
Thou shalt read and remember the 10 Commandments of Working From Home.
Find out if you’re the work-from-home type
Telecommuting is not the right choice for everyone. If you don’t work well without direction, or depend on interaction with other people to get you through the day, you may flounder when the only person holding you accountable and keeping you going is you. You also need to have a real working space, and the ability to separate your personal and professional lives.
Find out why Entrepreneur.com says that Working From Home is Hard Work.
Get the lowdown on eating well at home
A lot of people who work from home find their eating habits dropping drastically into the poor to disastrous range — they might end up constantly snacking at the computer, or “forget” to eat for hours (or days). It takes a little planning, but balancing your nutritional needs with your work-from-home lifestyle is essential for keeping up motivation and productivity.
Lifehacker discusses how to eat well while working from home.
Avoid becoming a hermit
Another common problem for telecommuters is the sense of isolation. Spending the majority of your day alone, when email may be your only contact with other people, can take a toll on your mental health, creativity, and ability to produce. Fortunately, there are many ways you can alleviate the isolation and still work from home successfully.
Inc.com discusses this and more with 8 Ways to Be Happy and Productive in Your Home Office.
Know how to work from home…with kids
For a parent, working from home can be a fantastic opportunity to earn a living without having to shell out for daycare and juggle transportation. The ability to have a flexible schedule and be there for your kids is priceless — but making things work when you’re surrounded by little ones can take some extra effort.
One work-from-home mom shares her secrets to success in How to work from home without losing your mind.
Discover your personal productivity boosters
Everyone has different work habits. The best way to be successful as a telecommuter is to find what makes you most productive, and work it into your routine. There are plenty of out-of-the-box strategies that can help you keep things running smoothly in your home office.
Check out these productive work-at-home hacks from Lifehack to get started.
If you need help implementing successful work-from-home tactics, or are searching for a career with flexible hours and telecommuting options, contact the recruiting experts at The Armada Group today.