Posts Tagged ‘manager’

Arrest Of Goldman IT Worker Shows Failure Of An IT Leader

Thursday, July 16th, 2009
Sergey Aleynikov Has Been Accused Of Taking Code - Where Where The IT Leaders?

Sergey Aleynikov Has Been Accused Of Taking Code - Where Where The IT Leaders?

Sergey Aleynikov, 39 years old,  was arrested by the FBI as he got off a plane at the Newark Liberty International airport. Aleynikov is being charged with stealing data with “the intent to convert that trade secret to be economic benefit of someone other than the the owner”.

Keeping in mind that everyone in this county is innocent until proven guilty in a court of law, this appears to be a case of an IT worker who seems to have made some bad decisions. However, I believe that the case shows that there was an IT Leader who made some even bigger bad decisions…

Just The Facts Ma’am

Sergey Aleynikov was a Goldman Sachs vice president who quit his job last month and took a new job with a Chicago based financial trading company called Teza Technologies. From all accounts this sounded like a good career move – his salary was going to triple.

Goldman Sachs’s corporate computer systems detected that on four separate occasions Aleynikov scooped up a series of files, encrypted them, and then transferred them to an outside web site. Goldman then notified the FBI and the rest, as they say, is history.

IT Leader Failure

No matter if Aleynikov had criminal intent, or if Goldman is just trying to use him as an example so that nobody else leaves, this is clearly a failure of IT Leadership. Here’s what’s gone wrong at Goldman:

  • Code Policy: Lots of IT employees work from home these days. It’s not clear that Goldman has any policy that states just where their precious computer code can reside. Can it be downloaded to a home computer, worked on, and then uploaded or does all work have to occur online using company approved code editors.
  • Check Out Policy: Who has what code and when do they have it? It appears as though Goldman has a policy that says that “… any nonpublic documents obtained while working for Goldman need to be returned” once you resign. How can you tell what code someone has (and how can they remember) if you don’t have a code checkout policy in place?
  • Computer Monitoring Reminder: The easiest way to prevent code theft is to constantly be reminding everyone that their every online movement is being watched and recorded. Tell them that you don’t have time to review it every day, but you can if you have to. This will reduce the possibility of theft.

Final Thoughts

The case of Sergey Aleynikov could have been prevented if Goldman’s IT Leaders were doing their jobs. Creating policies and tools that make it easy to comply with company code tracking policies are a good first step. This has to be followed by a consistent education program that lets everyone know what is permitted – and what isn’t. If the IT Leaders at Goldman can figure out how to do this, then they will have found a way to transform themselves from an IT manager into a true leader.

Questions For You

Do you think that Aleynikov was stealing code to use at his new job or just an innocent IT worker? Do you think that Goldman’s IT managers did a complete job or is this a screw-up? Could something like this happen where you work? Leave me a comment and let me know what you are thinking.

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What We’ll Be Talking About Next Time

As an IT Leader, you’ve got some challenges facing you. You’re managing a diverse and potentially distributed work force of highly skilled and talented IT professionals. You need to find a way to keep them challenged, and yet at the same time enable them to find ways to work together. Have you considered Alternate Reality Games?

Handling A Promotion Is Something That An IT Leader Needs To Know How To Do

Thursday, July 9th, 2009

When IT Leaders Get Promoted, That Changes EverythingIt may seem a little crazy to talk about how to handle promotions during an economic downturn, but they are still happening (hey, sometimes self-promotion yields results!) Additionally, once the world economy picks up again, there will be even more of them. What’s an IT Leader who was once “one of the guys” to do when he /she is suddenly their boss?

Definitions Count

Nell Minow is the co-founder of The Corporate Library and she’s gone through this very experience. One of the lessons that she’s learned is that how you go about defining things really counts. One of the biggest changes that Minow had to go through was how she defined “we” and “they” (we ALL use these terms everyday). What she discovered was that the wider she made her definition of “we”, the better off everyone was.

Parenting Skills Help

When all of a sudden you find yourself in charge of a group of IT professionals, you may discover just like Minow did that your built-in parenting skills are going to be called on. Your interaction with your team is going to be broken into two types of activities. They will come to you and say “Look at what I did!“, and you’ll have to say “Good job – do more!” Likewise, sometimes they will come to you and say “He took my stuff!” (budget, staff, office) and you’ll have to say “Give it back.”

What To Do Right After You Are Promoted

Immediately after you are promoted, you need to have a talk with your former colleagues. Minow points out that your relationship with them has been changed and this needs to be addressed. She used this as an opportunity to say “If you have a problem, then I have a problem.” However, at the same time she told them “I refuse to be responsible for a problem that is not brought to my attention.” Minow also insists that anytime someone brings her a problem, they also have to propose a solution to it. Not just any solution, she insists that the solution must cost less than the problem!

Final Thoughts

We all love to be promoted. It’s an acknowledgement of what we’ve been able to accomplish at our job. However, every IT Leader knows that promotions change the relationships that we’ve developed with our colleagues. These changes need to be dealt with in the open in order to allow our teams to move forward. If you can do this successfully, 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 promoted to be in charge of people that you used to work with? How did that affect the relationships that you had with those people? Have you ever worked for one of your colleagues who got promoted? Did they take the time to redefine your relationship? 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.

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.

Google’s Staffing Problems Can Teach IT Leaders A Lot

Thursday, July 2nd, 2009

Google's Having A Common Staffing Problem - Will They Be Able To Fix It?

Google's Having A Common Staffing Problem - Will They Be Able To Fix It?

If you could go to work for any company out there right now, which one would it be? A lot of us would say Google – everything that we’ve read and heard about the company makes it seem like a great place to work. However, it turns out that even Google is not immune to IT staff problems…

Google’s Staffing Problem

Google is in the middle of what is often called a “brain drain” – some of its best and brightest workers are leaving the firm to go join other companies. In the past few weeks they’ve lost Tim Armstrong who was their advertising sales boss and they’ve lost David Rosenblatt who was in charge of their display advertising. Oh, and they are losing their top engineers to Twitter and Facebook

What’s Google Going To Do?

Google’s plan to try to stem this exodus of talent is a typical Google solution – they’re going to try and solve it by crunching numbers. Unlike many IT firms, Google has both the data and the processing power to attempt this.

Google plans on using data that they’ve collected from surveys and peer reviews in order to discover which of its employees feel underused. This may sound a little far fetched, but Edward Lawler who works at the University of Southern California says that eventually all companies will be approaching HR issues this way.

What’s Gone Wrong At Google?

Using algorithms to find unsatisfied workers is clever and all that, but clearly there is something else going on here. Interviews with former Google employees reveal some interesting things about the day-to-day practical realities of working in this high-tech Shangri-La.

Former employees reveal that people are leaving because many employees don’t feel that their efforts will make the same amount of impact as the company matures from its startup days. Compounding the problem is the fact that Google does not appear to provide much in the way of formal career planning. Often these tasks would be addressed by a company’s Human Resources (HR) department, but it appears as though Google’s HR department is viewed by many as being quite impersonal.

So What Should Google Be Doing?

As amazing as it may seem, the answer to Google’s problems is actually very simple – hard to implement, but simple to describe. What they need to do is to put their customer first. By clearly communicating to the entire company that Google exists to serve their customers, a great deal of other staffing problems will fade away.

Final Thoughts

One of Google’s biggest problems is that they have not found a way to keep their employees engaged. This isn’t surprising because Google dominates its market and so it doesn’t have any big competitors to use as a rallying cry.

Making its customers first would allow Google to focus its staff on a single goal that would extend throughout the company All of a sudden every employee would have a way to measure the value of his/her work. Once again, this wouldn’t necessarily be easy to do, but it’s the right thing to do. If you can figure out how to do this with your team, then you will have found a way to transform yourself from an IT manager into a true leader.

Questions For You

Do you think that Google’s algorithm will be able to identify those employees who might leave? Do you think that it will make mistakes? Do you think that this type of algorithm would work at your company? Do you think a customer focus would solve Google’s staffing issues? 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.

What We’ll Be Talking About Next Time

It may seem a little crazy to talk about how to handle promotions during an economic downturn, but they are still happening (hey, sometimes self-promotion yields results!) Additionally, once the world economy picks up again, there will be even more of them. What’s an IT Leader who was once “one of the guys” to do when he /she is suddenly their boss?

Grow Your Career – What IT Leaders Need To Do

Thursday, June 25th, 2009

IT Leaders Are Responsible For Growing Their Career - But Not Like This!

IT Leaders Are Responsible For Growing Their Career - But Not Like This!

As though the job of being a IT Leader was not hard enough, there’s also that added responsibility that you have to manage your career. With all of the turmoil of the past couple of years, it’s now more important than ever for IT Leaders to find the time to tend to this task.

Growing Your Career – It’s Like Another Job

The #1 thing that IT Leaders need to realize is that it is no longer good enough to sit passively by and hope that your career will take you to someplace that you want to be. Instead, you need to take charge of it. Yes, this means that there is more work for you to do. However, you will benefit from all of the time and effort that you put into this task.

It’s Networking Time

For some odd reason too many of us shun what is probably the most effective career management activity – networking. Study after study has shown that most high paying professional jobs are found through networking. What this means for you is that you need to always be growing your network.

This might cause you to rush out and try to build the largest LinkedIn network that you possibly can. Don’t do it. Deborah Bailey who is a career and employment coach, points out that the quality of the members of your professional network is far more important than quantity of people that you have in the network.

Get Uncomfortable

We all chose to have a career in IT for a bunch of reasons. One of these was because we knew that IT was a dynamic field – it’s always changing. What this means for you is that you can’t sit back and assume that the skills that you have today (both hard and soft skills) will be what anyone will be looking for tomorrow.

Instead, you need to get up off your butt and go out and learn something new. This ability to be constantly seeking out new things to learn will be what keeps your skills fresh and makes sure that you are always employable.

Big Picture Stuff

This might be the trickiest part of the program – learning to keep your eyes open. It’s all too easy to focus on what’s going on inside of your company or even within your industry. However, the key to long-term career success is to stay on top of what’s going on in the big world and understand how it may impact your company and your career.

Final Thoughts

You have no control over what others may do to your career in the future. However, you have complete control over what you do to prepare your career for the future. You are going to need to be proactive (start doing something TODAY) and you are going to have to be willing to adapt to the changes that we all know will happen in the IT field. If you can do both of these things, then you will have truly taken control of your career and you’ll be well on you way as you transform yourself from an IT manager into a true leader.

Questions For You

In the past have you actively managed your career or have you just sorta let things happen to you? How much have you increased your professional network by during this year? How did you do it? What new skills have you learned this year? What other industries do you track? 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.

What We’ll Be Talking About Next Time

If you could go to work for any company out there right now, which one would it be? A lot of us would say Google – everything that we’ve read and heard about the company makes it seem like a great place to work. However, it turns out that even Google is not immune to IT staff problems…

Your Mother Was Right: How IT Leaders Dress For Success

Thursday, June 18th, 2009
IT Leaders Need To Dress For Success

IT Leaders Need To Dress For Success

So if you could wear anything that you wanted to work, what would it be? Would you be showing up in shorts and flip-flops? How about jeans and a T-shirt? Well why don’t you? The answer to this question is something that we normally don’t spend a lot of time thinking about, but because it can have a big impact on our careers, perhaps we should…

What, Me Worry?

The first issue that we need to tackle is trying to figure out why is there an issue in the first place. Face it, although we’ve always been told not to judge someone by the clothes that they wear, we all do it anyway.

That’s why how you go about dressing can determine how the people that you interact with perceive you while you are at work. Additionally, it can have a big impact in how you feel about your self. I almost hate to say it, but it’s true, how you dress can have an effect on your ability to get a job in the first place.

That Professional Look – For Women

I’ve done some asking around and when I opened my mouth, I got dumped on. There are too few women working in IT and this is clearly an emotionally charged topic for many of them. I listened to everyone (for quite some time if I do say so myself), and here are the top four suggestions that were brought up over and over again:

  1. Hose Rule: It turns out that pantyhose (remember them?) are still important. In today’s workplace, bare legs send the wrong message – they aren’t considered to be professional. Even if they are not required, they are required.
  2. Shoe Time: This one sorta lost me because I just don’t pay enough attention to shoes. However, smarter people than I told me that regular sandals and even open-toed shoes are generally considered to be acceptable for the workplace. However, the ultra comfortable flip-flops and toe-post sandals (what are those?) are not.
  3. Tall Patterns: Those women who are tall have a bit of a challenge especially if they work with / for shorter men – their height can make them appear overpowering. The goal here is to not emphasize what you already have – height. Instead, go with a horizontal pattern.
  4. Short Patterns: The goal here is to attempt to buy yourself some height so that you don’t have to kill yourself wearing 4″ heels all the time. The suggestion is that wearing a cropped jacket can help make your legs appear longer.

That Professional Look – For Men

Ok, so we’ve pointed out what women need to do to make the clothes that they wear to the office work for them, not against them. Now let’s see if we can do the same for men:

  1. Watch The Boss: One of the most important things that you can do is to watch what the boss wears and match him. This is especially important on so-called “casual days”.
  2. Super Dressy (Sorta): Things have changed. The #1 dressy look in the office these days is wearing a suit, but with no tie.
  3. Sports: You can’t go wrong if you wear a sport coat. The experts recommend that you go with either earth or gray tones in order to make matching with shirts easier.
  4. Pants: There always seems to be too many choices here. Stick with medium to dark worsted wool and  you can’t go wrong.

Final Thoughts

Mom was right after all – clothes do make the man / woman. Dressing well sends a message to others that says “if I care enough to take the time to dress this way, just imagine how much time I’ll take to solve your problems.” Now that’s the right message to be sending as you transform yourself from an IT manager into a true leader!

Questions For You

How much time do you spend on average each day deciding what you will wear that day? Have you ever worn something to the office that you regretted? Have you ever mis-read a boss and not dressed appropriately? Do you feel that you boss dresses appropriately? 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.

What We’ll Be Talking About Next Time

As though the job of being a IT Leader was not hard enough, there’s also that added responsibility that you have to manage your career. With all of the turmoil of the past couple of years, it’s now more important than ever for IT Leaders to find the time to tend to this task…