Dr. Jim Anderson takes a look at just exactly who is better at multitasking: men or women IT managers.
Dr. Anderson explains how some long-held beliefs have been found to be flat-out wrong. He also goes on to finally reveal if any of us are really good at multitasking.
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Can we talk frankly for just a moment? Who’s really in charge in IT departments when it comes to hiring and retaining new talent? You’d think that with the global recession, companies would have the upper hand. However, with the critical importance of IT solutions to existing company operations and increasing global competition, it’s possible that firms need IT workers more than IT workers need the firm. What’s an IT leader to do?
How did we get to where we are today? It wasn’t all that long ago that you could land a job in a company’s IT department right out of college and then expect to spend either your entire career there or at least the next 10 years if you chose to do so. Those days are now long gone.
Instead, what we are dealing with today is workers who view their current jobs (or job opportunities) as relatively short lived events. The experts tell us that everyone needs to expect to have between 10-12 different jobs during our IT careers. This new mindset makes it much harder for IT Leaders to recruit and retain the top IT talent that they need to move their teams forward faster.
I’ve been hearing a lot IT managers lamenting the current state of recruiting top tier talent lately. To them I say “get over it“. Look, the world is the way that it is and there’s nothing that either you or I can do about it.
If new hires to your IT department are going to view their job as a temporary stop on their career journey, then fine – work with it. This simply means that you need to change how you manage your team.
In the past, IT managers were content to allow workers to “niche” and become experts in one particular area. No more. Cross-training of every member of your team should be among your highest priorities. This will benefit your team members because they will pick up new skills and won’t get bored doing the same job over and over again. You’ll benefit because when a team member decides to leave, the loss won’t be quite as painful as it could be.
IT Leaders also need to looking for tomorrow’s IT leaders. A benefit of having a great deal of turnover in your teams is that you’ll have a chance to evaluate a greater number of IT workers for future leadership positions. Those who have the necessary skills, are the ones that you need to give additional responsibilities to. By doing this, you just might convince them to stick around a bit longer…
The world has changed and IT Leaders need to change along with it. Coming to the realization that we can’t hope to keep team members for extended periods of time means that we need to change how we hand out assignments and how we search for tomorrow’s IT management talent. If you can adjust how your manage your teams to deal with they way that the world really is, then you will have found a way to transform yourself from an IT manager into a true leader.
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Jeff Vance over at Sandstorm Media talked with me to get some inputs for an article that he was writing. Jeff did a very good job of capturing a lot of what makes our job so hard to do…
Even in tough economic times, IT Leaders are still concerned about losing talent. Studies are showing that we are losing our IT Leaders at a much faster rate than new ones are being produced. On top of this, up to 30 million managers and leaders are going to become eligible to retire in the next five years. How can an IT Leader help to replace these leaders?
The loss of leaders in the IT field means that executive recruiters end up having to move thousands of managers not only cross-country but all between industries each year. This challenge has been complicated by what firms have been doing for the past few years.
In order to become leaner and reduce their operating costs, many firms have been removing layers of IT management. These tactics were a good idea when lean and nimble competition was showing up and taking business away from established firms. However, there has been a cost.
Those layers of IT management that have been removed used to provide development opportunities and ways for the next generation of IT leaders to grow. This has resulted in a situation where as the current crop of IT leaders get ready to roll off into retirement, there aren’t enough replacement candidates waiting to take their place.
The key to solving this IT department staffing crisis is for IT Leaders to sit down with their HR departments and establish good hiring practices in their local branches. These practices need to create a good flow of diverse talent.
The goal must to be find ways to recruit and grow employees at the local level. Once this is done, then the future leaders can be fed into the company’s core operations and this will provide a way to not only fill higher level positions but also solve the challenge of creating a diverse workforce.
Since we work in IT, we always look for a way to solve our problems using IT tools. Ensuring a steady flow of IT Leaders can be accomplished by creating an automated tracking system to identify those candidates who posses both the skills and the experience to handle new opportunities when they open up.
This type of system allows the firm to fill open IT positions much faster and with better suited candidates. If you can find a way to help your firm accomplish this, then you will have found a way to transform yourself from an IT manager into a true leader.
Click here to get automatic updates when The Accidental IT Leader Blog is updated.
With the critical importance of IT solutions to existing company operations and increasing global competition, it’s possible that firms need IT workers more than IT workers need the firm. What’s an IT leader to do?
They say that the world is becoming a smaller place – I think that they just might be right. IT Leaders are starting to realize that coming up with ways to staff their teams so that they are diverse is quickly moving from being a political nicety to now becoming a business necessity. Does anyone have any suggestions on how best to go about doing this?
Most IT departments are no longer single site operations. In fact, with the growth of outsourcing a single IT department may now have offices in multiple countries: China, India, Russia, etc. This type of distributed operation is a great way to ensure that more work gets done at a lower price; however, it also poses a significant staffing challenge for IT Leaders.
It’s all too easy to think that we can take a few high-performing IT Leaders from the U.S., plunk them down in one of our remote offices and have them be a an effective leader. The reality is that all too often, this doesn’t work. If you haven’t groomed someone on your team to step in and run / interface with a remote office, then they aren’t going to be able to do it.
In the U.S., IT managers are encouraged to use frank talk and direct confrontation in order to deal with team issues. However, especially when dealing with teams in Asis, this can come across as being rude and offensive.
The trick to solving IT staffing challenges for remote offices or just to deal with remote offices is to create what the experts call a “talent plan“. Doing this will allow you to provide unique levels of value to your remote IT offices.
The first part of a talent plan is to identify what positions on your team you are going to have to fill and what types of cultural skills those positions are going to require. It’s important to note that it’s not always necessary to hire a person of a given nationality in order to deal smoothly with a remote office that has other staff members of that nationality. Finding someone who is sensitive to that nationality and who has dealt with them before can fill this need.
Filling a position to manage a remote office should not be a sudden effort. IT Leaders realize that every position will eventually need to be filled because the person in that spot now will be promoted, let go, or will move on. A key part of any talent plan is to early on identify who the potential replacements are. This allows an IT Leader to take the time to make sure that the potentials get an opportunity to get trained in both the skills and the corporate values that they will need if they fill the position.
Staffing mistakes can be very expensive and picking the wrong person to lead a remote IT office or to interface with such an office can flat out be disastrous. IT Leaders realize that if they wait until the last minute when an position suddenly has to be filled, then it will be too late to do it correctly.
Instead, if they take the time to create a talent plan then their investment of upfront time and effort into grooming the right replacements will ensure that the correct staffing decisions are made. Learning to add diversity management to your IT team will mean that you will have found a way to transform yourself from an IT manager into a true leader.
Click here to get automatic updates when The Accidental IT Leader Blog is updated.
Even in tough economic times, IT Leaders are still concerned about losing talent. Studies are showing that we are losing our IT Leaders at a much faster rate than new ones are being produced. On top of this, up to 30 million managers and leaders are going to become eligible to retire in the next five years. How can an IT Leader help to replace these leaders?
IT Leaders Need To Think Differently About How They Will Do Recruiting In The Future
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.
During the economic downturn IT workers were staying put because they didn’t know what was going to happen next. Additionally, firms stopped hiring except for the most critical functions. When things start to pick up again, this will all change. Are you going to be ready IT Leader?
We all need to remember that recruitment is really a game that we are playing with our competition – we want to get all of the good talent in order to boost our firm and our competition wants to do the same. On top of all of this, who among us has ever been trained on how to properly do recruitment?
The good folks over at Forrester Research realize that we need some help and so they’ve done some research for us. Their conclusions just might surprise you a bit. They believe that there is something that we need to start doing if we want to be successful in attracting the right kind of talent: we need to diversify our talent pool.
Right now all of us pretty much do the same thing when we want to fill a position in our IT department: we start looking at other firms who do what we do in hopes of finding an IT professional who is willing to leave and come work for us. This has worked for a long time because there have been so many people working in IT. However, with outsourcing and the Baby Boomers starting to retire, this isn’t going to keep working much longer.
Instead, Forrester tells us that what we need to do is to expand the pool of talent that we recruit from when we go looking to fill a position. This means that we need to start looking at college students and non-IT business professionals as potential sources of new recruits.
College students have always been an underused resource. The reasons are many, but more often than not it boils down to the simple fact that it takes time to guide them when you give them a task – you can’t just “fire and forget”. Sometimes poor management of college students results in poor performance and this can leave a lingering sense of frustration that causes IT Leaders to shy away from working with college students.
Non-IT business professionals, sometimes called “super users“, are a fantastic under-tapped resource. This resource has both the technical and business knowledge that can prove invaluable to any IT department. Providing existing employees with an opportunity to rotate into the IT department can be a win-win situation: you get the talent that you need and the employee gets a brand new career track.
What are we really looking for when we go to fill an IT position? We’d really like to find candidates that have three things: technical skills, business knowledge, and interpersonal skills. The ponds that we’ve been fishing from for these types of workers has just about dried up. In order to meet the staffing challenges of the future, we’re going to have to start fishing in other ponds.
Rethinking about how we attract, develop, and then retain college recruits can pay huge dividends. Who wouldn’t want to hire someone that they already knew and who they had groomed for a specific role in the organization? Likewise inviting non-IT business professionals to join the IT department solves staffing problems and breaks down internal walls.
Learning to do a better job of fishing for new talent will mean that you will have found a way to transform yourself from an IT manager into a true leader.
Where do your new hires come from – other IT companies? Have you used college students before? How did that work out? Could you list 5 “super users” who work in your company right now? How many of those would be interested in working in IT? Leave me a comment and let me know what you are thinking.
Click here to get automatic updates when The Accidental IT Leader Blog is updated.
They say that the world is becoming a smaller place – I think that they just might be right. IT Leaders are starting to realize that coming up with ways to staff their teams so that they are diverse is quickly moving from being a political nicety to now becoming a business necessity. Does anyone have any suggestions on how best to go about doing this?
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