Archive for February, 2009

How An IT Leader Does A Performance Review

Thursday, February 26th, 2009

IT Leaders Need To Find A Way To Make Performance Reviews Work

IT Leaders Need To Find A Way To Make Performance Reviews Work

I hate performance reviews. I hate getting them and I hate giving them. In my mind they are a waste of time for both the IT Leader who’s giving them and the IT staffer who is getting them. I’m not sure who dreamed these things up, but they remind me of a 19th century factory environment when the guy working on the assembly line would be called up to the big boss’ office once a year and given his pay raise. Look, it’s the 21st Century, don’t you think that we could do things better?

My main gripe with performance reviews is that I believe that the two parties that are participating in the review are not really talking about the same thing. The manager is using this mandatory meeting as a once-a-year opportunity to try to remember who this person is and what they’ve been doing over the past year. The manager will have filled in mandatory text as answers to questions like “Where is improvement needed?” The expectation  is that this will be a backward looking discussion to talk about how the employee has been performing.

On the other hand, the employee shows up for the meeting with the hope that he / she will have an opportunity to talk about getting a pay raise or even a promotion. The expectation is that this will be an opportunity to have a forward looking discussion about how to advance the employee’s career.

Sorta looks like a train wreck in the making doesn’t it?

I’m a big fan of having four separate meeting each year (at the start of each quarter). The purpose should be to talk about how things have gone, what is expected for the quarter, and a review of the employee’s career situation and goals. It should be quick and it should be positive – “here’s what you need to be doing” type of theme. Now that would be a performance review worth attending!

Do you get anything out of your annual performance review? Do you give performance reviews? Do you try to make them more meaningful? How has this worked out for you? Leave me a comment and let me know what you are thinking.

So IT Leader, Are You Thinking About Getting An Executive MBA…?

Thursday, February 19th, 2009

Does An IT Leader Need An Executive MBA?

Does An IT Leader Need An Executive MBA?

As the world’s economy continues to shudder, everyone in IT is scrambling to find ways to make themselves more valuable to both their current employer as well as to their next employer (if needed). For a long time, getting an MBA has been an option that many IT Leaders have considered. The big drawback has always been the amount of time that this degree requires – on top of all of your other responsibilities. It turns out that there is another option: the executive MBA.

I guess a good question to start off with is how does an executive MBA differ from a “regular” MBA? An executive MBA generally meets every other weekend for two full days – Friday and Saturday. Students generally travel to campus to participate in classes. While not in class, remotely located students collaborate to complete class assignments.

There’s also the issue of time: an executive MBA generally takes two years from start to finish. If you are working and choose to participate in a regular MBA, there’s a good chance that it will end up taking you longer to complete your degree as you take one or two classes a semester.

Where to go is the big question if you choose to pursue an executive MBA. There are a lot of executive MBA programs out there and because they are such a profit center for universities, they are all marketed heavily. Thankfully the folks over at the Wall Street Journal have taken the time to conduct a survey and they’ve found the best places for an IT Leader to go.

Just how do you go about ranking executive MBA programs? Well over at the WSJ they decided to go about doing it based on multiple criteria. The most important factor that they chose was how corporations viewed the programs – I mean you’re really getting the degree to boost your marketability, right? Next came how students in the program actually felt about the program. Finally, the value of what they were being taught was factored in.

So who won? Here’s the ranking of the top 10 executive MBA programs as computed by the Wall Street Journal:

  1. Northwestern University (Kellogg)
  2. University of Pennsylvania (Wharton)
  3. Thunderbird School of Global Management
  4. University of Southern California (Marshall)
  5. University of North Carolina (Kenan-Flagler)
  6. University of Michigan (Ross)
  7. Cornell University (Johnson)
  8. Columbia University (NY Program)
  9. University of Chicago
  10. Duke University (Fuqua)

So what do YOU need to consider if you are thinking about enrolling in an executive MBA program above and beyond which program ranks the highest? One interesting point is just how much this is going to cost.

The executive MBA programs that were reviewed by the Wall Street Journal cost between $65,000 and $160,000 just in tuition (books, travel, etc. would all be extra). Since lots of students work for firms that pay all/part of the cost of the program, the median out-of-pocket cost turned out to be something like $45,000. Of course then there’s the issue of travel…

In the survey, 64% of the executive MBA students traveled less than 50 miles to go to school which means most of them are local to the school. However 7% traveled up to 200 miles and 9% traveled more than 1,000 miles.

In the end, the big question is if this is all worth it? Once again we can go back to the survey to find out. 24% of those students surveyed said that they had been given a both a raise and a promotion since they started executive MBA classes. Another 30% said that they expect both in the next year.

So what do you think: is an executive MBA the way to go or is a regular MBA better? Do you think that getting an MBA would be worth $45,000+? Could you stay at your current company or would you have to leave once you got your degree? Leave me a comment and let me know what you are thinking.

Shh! How To Keep Your IT Job Search Secret…

Wednesday, February 18th, 2009
IT Leaders Need To Always Be Searching For Their Next Job

IT Leaders Need To Always Be Searching For Their Next Job

Do you plan on working at your current IT job forever? Nope, I didn’t think so. In fact, there’s a very good chance that you won’t be working for the company that you are currently working at forever. What this means is that you’ve got to start that search for your next job now. Oh, and you’ve got to keep it a secret…

Sometimes we IT leaders get just a little bit too caught up in ourselves. This happens when we think that our technical skills or job experience will do the speaking for us when we next go looking for a job. Bad news, finding your next job won’t happen this way.

The key to a successful IT Leader’s job search is to prepare for your next job long before it becomes necessary to go looking for it. You know what I’m going to say next: you’ve got to keep up with what’s going on in your professional network. This network needs to include people both inside your current company as well as outside it. Keeping up with your network is important because you don’t want your networking activities to suddenly trigger suspicion among your coworkers.

It is possible to keep the search for your next job invisible. The key is to make sure that you are always meeting with professional contacts, attending industry gatherings, and (of course) being active on social networking sites.

This being said, you can overdo the social networking thing. For example, in LinkedIn updates on changes to your account are sent out to your contacts. Fellow workers may start to notice it if you all of a sudden start to gather new recommendations to your LinkedIn account. Not just social networking can be a tip off, if you dramatically improve how you dress in order to combine your current job with interviews, then your coworkers are certain to notice.

This all leads to the most delicate of questions: when should you tell your current boss that you are planning on leaving? I can answer this one for you: as late in the process as possible. Since you can never really be sure how your current employer is going to react to your announcement that you are leaving, it’s best to provide yourself with as much time to get your act together as possible. My suggestion here is to make it so that if after you make your announcement your boss blows his / her top and angerly orders you to leave the building, you are ready for it.

The second most delicate question has to do with what you should say if your company (or boss) conducts an exit interview with you. When I left my first job, I was young and naive. When they asked me what I would have changed in my old department, I opened up with both barrels. Not a good idea!

Only as I’ve grown older have I come to realize that the real purpose of an exit interview is to detect if the company is going to be facing any discrimination lawsuits. What you say about your boss / department / job might get written down, but in the end it probably won’t have much of an impact.

So there you go, IT Leaders should always be searching for their next job. This search should involve talking with real people as well as connecting online. You can keep this search a secret for as long as you want it to be, but make sure that you prepare to leave before you tell your boss that you are leaving!

How do you search for your next job when you are currently working for another company? When do you think that you should tell your current boss that you are leaving? How important do you think that online social networking will be in finding your next job? Leave me a comment and let me know what you are thinking.

Why Are There So Few Women In IT?

Thursday, February 12th, 2009
Why Don't More Women Enter The IT Field?

Why Don't More Women Enter The IT Field?

Oh, oh – this is the kind of blog posting that can cause all sorts of folks to get angry. Before you build up a big head of steam and get ready to fire off an angry “women are just as capable as men” letter to me, wait just a minute. The question that we’re tacking here isn’t if women are better than men at IT, but rather why are there so many more men in IT departments?

With no scientific backing what so ever, I think that a lot of us have made up our own reasons why staff meetings and all hands gatherings sure seem more like a frat party than a balanced gathering of equal numbers of both genders. Some of the made up reasons for this include guessing that women have less interest in “hard” science that makes up parts of IT, women’s educational experience makes them not want to go into IT, or that women are just not comfortable working in the male environment that is today’s IT department.

As an IT Leader who wants to manage a balanced team of both men and women (the world is, after all, made up of roughly 50 / 50 of both), understanding why you don’t have more women on your team is a critical issue that you need to resolve.

Vicki McKinney is an organizational consultant who, along with a number of academic researchers, conducted a study of 815 IT workers back in 2003. They published their results in the Communications of the ACM and what they uncovered was quite interesting.

The first set of questions that they asked tried to answer why a man or a woman would enter the IT field in the first place. It turns out that men were more likely than women to cite “love of technology / computers” as their motive. Women cited “job security”, “ease of entry”, and “flexible work hours” as their motivators for entering IT. What this means to an IT Leader is that men are more driven by factors in an IT job itself. Women are more motivated by factors around the job. This is key knowledge when you are trying to motivate a team.

Another question that was asked dealt with role models. The ability to socialize is critical to advancing one’s IT career and role models can help greatly with this. The surprising answer that came back from the survey was that both men and women had a similar level of experience with role models. What this means is that women have had no problems finding men to act as their role models in IT.

You’re going to like the next set of questions that were asked. This batch was designed to discover if there are any gender related differences in a variety of work-related experiences. What’s interesting is that the answer is YES. Specifically, women reported that their supervisors provided them with greater support in the meeting of their career goals and improving their job performance.

The final set of survey questions centered on career satisfaction. The result of asking these questions was that the researchers found no significant differences between men and women’s level of satisfaction with their IT careers.

So what’s an IT Leader to make of all of this information? Basically two things can be learned. Once in IT, women seem to be just as happy and driven as men. They may have come to IT for different reasons, but once there they share many of the same experiences. However, IT has had and continues to have what the researchers call “an input problem”: too few girls are being attracted to IT as a career path.

If IT Leaders want tomorrow’s IT department to be gender balanced, then more work needs to be done to improve young girls’ knowledge of computer careers as well as making them aware of computer related education. We all need to play a role in getting the message out…!

Do you feel that your department is gender balanced? Do you feel that women have as good of an IT career as men? Do women in your department have a better relationship with their supervisors than men do? Leave me a comment and let me know what you are thinking.

IT Leader Job Hunting Secrets

Wednesday, February 11th, 2009
Image Credit
You’ll Bag A New Job Quicker If You Know How To Hunt For One

You’ll Bag A New Job Quicker If You Know How To Hunt For One

It’s All About How You Use Your Time

So I like to talk about how to be a better IT Leader just as much as the next guy, but what are you supposed to do when your job has gone away? I’ve been getting a lot of email from IT managers who are finding themselves unintentionally “in-between jobs” for the first time in a long time. The first thing to realize is that no matter how long it takes to find the next job this is just temporary. The next thing to understand is that there are secrets to speeding up the finding of your next IT job…

The #1 problem that I see in IT managers that I’m working with who are searching for a new job after having lost their last one is that for the first time in a long time they don’t know what to do with their time. When they were working it seemed like they never had enough of the stuff. However, now that their job has gone away, they don’t know what to do with themselves.

The first thing that we all need to realize is that you’re going to need is some structure in your life if you want to hurry up the process of finding your next job. If you don’t have any structure to how you are spending your day, then you won’t be organized and you won’t be focused. This means that you won’t be able to get to where you want to go.

Job Hunting Is Like Having Another Job

When I’ve been between IT jobs, it took way too long for me to have this mental breakthrough: job hunting IS my job. When you have this understanding, a lot of other things start to fall into place. Just like any IT job that you’ve had in past, you need to structure you new job hunting job so that you have specific work hours and a schedule for getting things done along with deadlines.

The secret to making your job hunt a success is to treat it like a full-time job. This means that you’re going to have to do things like set aside some physical space for your job hunting work: that’s exactly what your home office was created for.

All too often immediately after having lost an IT job, we’ll sit down, sign onto Monster.com, and start applying for every job that we can find. Don’t do this.

Instead, go about starting your job search in the right way. The first thing that you are going to want to do is take some time to get well organized. This means that you’re going have to start off by taking the time to spend several days or even as long as a week to really get set up for your job search.

Getting set up means doing several things that are important to do, but not necessarily related to applying for any one specific job opening. Instead, you need to spend your time getting your resume in order, maybe creating some cover letter templates, even chasing down some good references would be time well spent.

The Three Bucket System

Face it, when you suddenly find yourself running a one person business in which you have to do everything, it’s pretty easy to reach a point where you just throw your hands up in the air and say “I give up!” Don’t do it. Julie Morgenstern a productivity author suggests that you view your day as being divided up into three separate compartments: preparation and research, meetings, and follow-up.

Her main point is that it is dangerous for us to spend too much time doing any one thing. What we need to do is to try to schedule a meeting every day (or at least five meetings a week). Instead of spending all of your time hunched over your laptop, this will help to keep you better connected to the outside world.

Julie also suggests that we end every day by planning the next one, plus the two days after that. This sets up a time horizon where we start to feel as though we know what’s coming up and so it’s not so scary. Face it, we are energized by getting things done and this will help us do that.

What All Of This Means For You

Losing an IT job is never good, losing an IT manager’s job is even worse. It’s all too easy to get lost in feeling bad for ourselves when this occurs.

The experts tell us that we need to sit ourselves down and realize that we have a new job: finding our next job. Getting organized and coming up with ways to divide up our days into productive segments will help us to get there.

The most important thing to remember when you are hunting for your next job is that you will find it. The only thing that you can’t control is how long it will take. Use these suggestions that we’ve discussed and that hunt will take less time!

Do you think that how well you are organized can reduce the amount of time that it takes to find your next job?

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What We’ll Be Talking About Next Time