Posts Tagged ‘change’

IT Managers Need To Learn How To Avoid A Crisis Before It Happens

Thursday, March 31st, 2011
Image Credit You can't prevent a crisis; however, you can be ready for it…

You can't prevent a crisis; however, you can be ready for it…

You’d think that to be a good IT manager all that you’d have to be good at is managing people and understanding technology. Most of the time you’d be correct; however, it’s the times when this isn’t the case that far too many IT managers drop the ball.

Let’s face it, crisis happen. We’d all like to shut our eyes and pretend that they don’t, but that wouldn’t be the right thing to do. Instead, what we need to do is before they happen, we need to do everything in our power to prevent them from happening in the first place. The trick is understanding how to go about doing this…

Just What Is A Crisis?

A crisis is any change that suddenly causes a problem for you as an IT manager. You really can’t predict when they are going to happen; however, you need to be able to deal with them swiftly when they show up.

As an IT manager, your team will look to you for direction when a crisis hits. The decisions that you make during a crisis can either make the situation better or worse.

Although we’d all like to be able to anticipate when a crisis is going to occur, that simply is not possible. The reason that we always seem to be surprised when a crisis shows up is that there are so many different sources of crisis. Natural events such as winter storms, floods, lightning strikes, along with earthquakes, tornadoes, and hurricanes can all strike at almost any time. National health emergencies (bird flu anyone?) and environmental disasters (BP’s Gulf of Mexico oil spill in 2010) can also occur without warning.

On top of all of these types of crisis, there are the wide variety of man-made crisis such as the loss of key employees, criminal acts by or against your company, etc.

You can’t say for sure what’s going to happen. However, what you can do is to take steps to prepare to deal with any crisis when it shows up. This kind of planning always pays off because the one thing that you can say about a crisis is that it will eventually arrive.

How To Avoid A Crisis

Events will happen and there is nothing that you can do to stop them. However, you do have control over whether or not an event turns into a crisis. What determines this is just how prepared you are – do you have a crisis plan?

If you want to be ready the next time a crisis comes knocking at your door, you are going to have to have spent the time planning to deal with it. That means that crisis planning is going to have to become a part of your normal planning process.

If you want to know what kind of crisis you need to be planning for, it can help to talk to as many people as possible. You should start with your team, but then you should talk with people in other departments and possibly even in other companies. What you are looking for is to get their wider view of the world. They may be able to see things that you can’t even think of.

We often think of the big kinds of crisis, but it can be the little internal ones that end up getting us in the end. You need to take the time to critically look at your department and see if you can identify the weaknesses that you have. What one event could bring your department to its knees?

Finally, it’s the outside threats that can be the scariest. These are the big ones that seem to come out of no where. You need to spend some time thinking about what might happen so that you can have a plan to deal with it when it does happen.

What All Of This Means For You

Changes cause crises to occur. Try as you might, no IT manager can predict what type of crises will occur or when it might happen. The best that any of us can do is to plan ahead for how best to avoid the next crises.

In order to avoid a crisis, an IT manager must take the time before the crisis occurs to create a plan – there won’t be any time for creative thinking when a crisis is occurring. Collecting good ideas and identifying what your most probable threats are will allow you to create a good crisis plan.

An IT manager’s job is to provide leadership and direction for your IT team. Just as in a marriage, this includes both the good times and the bad times. In order to be able to avoid crisis, you need to spend the time planning for how you would handle one if (and when) it does occur.

- Dr. Jim Anderson
Blue Elephant Consulting –
Your Source For Real World IT Management Skills™

Question For You: How much time each month do you think that you should spend working on your crisis plan?

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What We’ll Be Talking About Next Time

Unless you have one of those “lucky 8-balls” that we used to have when we were growing which you could shake and it would display a message in its window (“not very likely”), then you probably don’t have a good method for predicting the future. What you need is a plan for what your IT team needs to do when the unthinkable actually happens…

How IT Leaders Can Get Their Team To Change When They Don’t Want To

Thursday, September 30th, 2010
Image Credit
Change Happens & We Need To Find Ways To Deal With It…

Change Happens & We Need To Find Ways To Deal With It…

As an IT Leader, one of your main jobs is to lead your team though changes. However, here is where you may run into a problem. Considering how many layoffs, cut backs, and canceled projects most IT teams have had to work though, the last thing that your team really wants is more change. What’s an IT Leader to do?

First Things First

If you want to have any hope of being able to convince your team to rally behind a significant change that you are in charge of, then you’re going to have to do some work. The first thing that you are going to have to deal with has to do with what has gone on in the past.

In order to make things happen now, you’re going to have to find ways to help your team let go of the past and find ways to move forward. You want them to be able to move forward as quickly as possible. Note that you need them to do both of these on two different levels: an emotional level as well as a workplace level.

How To Let Go Of The Past

If you want to have any hope of helping your team to let go of the past, then you are going to have to let them get all of those feelings that they have inside out. Sorry technology lover – this is messy, human relations (can you say “management”) sort of stuff.

The key word here is “empathy”. Note that I didn’t say “sympathy”. The difference is a bit subtle, but it’s critical. An IT Leader who is sympathetic feels bad because you are felling bad. An IT Leader who is empathetic feels sad because of the thing that is making you feel sad. This latter emotion is a much, much more powerful way to connect with your team.

What you are going to have to do is to acknowledge the feelings that the people on your team are having. Once you’ve done that, then you can start to use this understanding to go about building a team environment based on cooperation and trust.

Next Things Next

Once you’ve got the IT team to let go of the past, it’s time for the next step. This is where you get them to buy-in and support the new change that you are trying to implement.

In order to get everyone to commit to what needs to be done, you are going to have to be straight with them. This is not the time to be sugar-coating what you are telling your team. If it’s going to be hard to implement the change that you want to do, now is the time to tell everyone that.

Practical Ways To Get Everyone Onboard

One of the key ways to get support from your team is to make sure that as the leader you are providing a clear vision of where you want to go. This vision has to have enough detail associated with it so that your team can fully understand where you want to go and how you plan on getting there.

Additionally, IT Leaders can’t make their team implement a change. Rather you are going to have to allow them to do it themselves. To make this easier for them to do, a good idea is to let the team create their own procedures for rolling out the needed changes.

What All Of This Means For You

Change is never easy. For some reason, in the world of IT change is not only hard to do, but due to past failures most of your team often resists any attempt to implement a change.

IT Leaders need to realize that they need to take an active role in implementing IT changes. They need to work with their team and help them to let go of the past and all of the baggage that goes with it. Next, they need to discover how to get the team to buy-in and support the new change.

Implementing IT changes is something that will happen multiple times during your management. Taking the time to do it correctly will help not only your IT team to become more valuable to the rest of the company, but will also end up making you more valuable at the same time.

- Dr. Jim Anderson
Blue Elephant Consulting –
Your Source For Real World IT Management Skills™

Question For You: How active of a role in implementing a big change in the IT department do you think that you should play as opposed to your team?

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What We’ll Be Talking About Next Time

How many times do you have to tell your team: it’s time to start innovating again? The global recession is over, if your part of the IT department is going to start to grow and be successful, then your team is going to have to be out in front and leading the charge. Since budgets are still constrained, it’s going to take a great deal of innovation to find ways to do more with what you currently have. Why isn’t anyone doing this?

Making Changes To Your IT Department – 8 Things An IT Leader Should Know

Thursday, August 6th, 2009

IT Leaders Need To Learn How To Implement Changes In Their Teams

IT Leaders Need To Learn How To Implement Changes In Their Teams

Have you ever heard the phrase “When senior management doesn’t know what to do, they reorganize”? I’m not sure if this is always true, but it sure seems as though when times are tough reorganizations, restructuring, and even re-engineering are things that can happen to any department in IT. What’s an IT Leader to do about it?

Change Sucks

One of the weirdest facts about a career in IT is that the thing that draws us to this field is that it is so dynamic. However, its been my experience that IT staff can be some of the people who are the least open to accepting changes from the way that things are currently being done.

As an IT Leader you are dealing with two issues at the same time: you need to personally come to grips with the change and you need to find a way to get your team to accept and embrace the change also. Have you ever been trained on how to do this?

8 Ways For IT Leaders To Deal With Changes

On one hand you have “the change”. On the other hand you have your team. As an IT manager you need to find a way for these two things to live together in harmony. I’ve got 8 tips on how you can make this seemly impossible task possible:

  • Don’t assume that people have a natural ability to change: all too often IT Leaders think that they can just tell their team about a change and it will automatically become part of the routine. Most people are going to need constant encouragement to make and stay with any change that disrupts their existing routine.
  • Don’t assume that people will function rationally: once again, assuming that members of your team will do what  you expect them to do once a change is announced is foolish. Instead, think for awhile about how people might react if they don’t like the change – how would you go about resiting or subverting the change if you were just being told about it? Take steps to make it easy to comply with the change.
  • Don’t assume that change is automatic: just saying that things have been changed does not mean that people will automatically change their behavior. You need to set things up so that doing things the old way is now hard, but doing them the new way is easy.
  • Don’t assume that organizations are naturally dynamic: changes that require people to stop doing jobs or start doing new jobs are the toughest to implement. You need to understand that when you make changes to a workflow it’s going to slow everything down and it will take awhile for the team to get back in the swing of things again.
  • Don’t assume that company culture is easy to change: “but that’s the way that we’ve always done it” is a powerful statement. Changes that span multiple departments take longer for everyone to accept because they are changing the company’s culture. It doesn’t matter if the company had a lousy culture, change is still not appreciated!
  • Don’t assume that every aspect of the project will work out as planned: the larger a change is, the more steps will be required to implement the change. Plans are great things, but rarely do they work out exactly the way that you wanted them to. As an IT Leader you need to be ready to step in when something goes wrong and fix it.
  • Change managers can’t be effective without explicit authority: the best way to implement a change in an IT department is to have helpers – feet on the street who will be responsible for making the actual changes that are called for. These staff members can’t hope to be successful if you don’t make it clear to the rest of the team that they have your full support and authority to make the change happen.
  • Don’t just assume that anybody can be an effective change manager: since nobody likes change, nobody likes a change manager. When you pick your lieutenants you need to make sure that they are made of the right stuff and will be able to tough it out and overcome team adversity to make sure that the changes get made.

Final Thoughts

It sure seems like the world continues to move even faster these days and changes just keep on coming. New company owners, new management, new technology, and new competition all seem to be working together to keep things quite dynamic.

IT Leaders need to develop the skills that are needed to implement changes within their teams. No, they won’t always agree with the changes that they are being asked to implement, but they are obligated to implement them anyway. If you can figure out how to do this correctly, then you will have found a way to transform yourself from an IT manager into a true leader.

Questions For You

Have you ever been asked to implement a change that you thought was the wrong thing to do? Were you able to convince your team to implement this change? Has there ever been a change that you were not able to implement? Leave a comment and let me know what you are thinking.

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What We’ll Be Talking About Next Time

It’s starting to look like the economic winter just might be getting ready to thaw. Once this happens, IT Leaders realize that they’re going to have a massive task added to their already overloaded plate – recruitment