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Sir Alex Ferguson has just celebrated his 1000 game in charge of Manchester United, probably the world's most successful soccer team. I have a great deal of respect for Sir Alex as a man manager. However, I always feel that he's misrepresented in the media. The press portrays him as this big, bad, angry guy who manages his team by aggression, bullying, shouting and throwing teacups and football boots around the room. I don't think there's any doubt that he does get angry when his team aren't performing but there's another side to his personality that people don't see or don't want to see. As Peter Schmeichel the ex Man United goalkeeper said in a recent newspaper article - "The kind and understanding side to his personality is something people outside United don't see. Fergie can be explosive, yet once he'd got a problem out into the open and dealt with it, it was gone. He never bore grudges. One minute he'd be furious, the next he'd ask - How's your family." I've spent many years studying successful managers whether they're in business or in sport, trying to establish what makes the good guys so good. I have absolutely no doubt in my mind that these managers and coaches know: 1 - How to do all the business parts of the job 2 - How to do all the human parts of the job Successful managers and business owners know that to get the best out of their people they need to concentrate on the human interactions and make that emotional connection. They've discovered that you must be "tough enough to care." Hypnosis To Change Your Life. - Using The Power Of Hypnosis, You Will Lose Weight, Stop Smoking, Gain Unlimited Confidence And Motivation! Affirmations Software - Sculptor3. - Affirmation goal setting motivational software, for improved mental/physical health, personal growth. Guest post written by Stuart Ngai, Director of Technology Solutions, VERAX
Continued from last Monday. Read Part 1 >> Enforce a checkpoint schedule Now that you’ve worked out a set of goals with your staff. Who’s responsible to make sure things are on track? My experience tells me that it’s both of you: your staff needs to take ownership to keep up with skills and you, as their manager, need to be the measuring stick. And if you fail to plan, then you plan to fail. So it needs to be instilled as a routine in order to keep the momentum going. By measuring training progress on a periodic basis like once every 3 to 4 months , you’ll know whether your staff is progressing as expected or perhaps he or she is being overloaded. With such a feedback loop, you’ll be able to fine tune the training plan and keep things in focus. Not one size fits all Everyone’s different. Some of your IT staff might be more comfortable with structured classroom learning while others prefer to be given time and web resources so they can learn at their own pace. And one of the techniques we have done successfully at VERAX is to provide some of the technology savvy staff with resources and allocated time so that they can put together lunch and learn seminars for their peers. And there are many benefits for that: opportunity to showcase what they’ve learned, efficiency in cross training each other, a chance for the team to gel and discuss innovative ideas for your workplace, and virtually no loss of productivity at a minimal cost to the company. It’s been a win-win training mechanism that has been working well for us. So be creative in your approach to training. Make use of web resources With advances in webcasting and e-learning tools, many companies are no longer constrained to sending their staff on expensive offsite training. Virtual training along with virtual machine images would be a great way to learn. And there are tons of resources on the web for that purpose that you should look into (some free resources - Developer Connection, Channel 9) Make it fun Be aware of e-learning trends and listen to your staff for innovative and fun ideas to learn. As an example, one thing we have done is to provide tablets to loan to our staff along with e-book subscriptions so that they can read at their own pace anywhere anytime. Our staff love such innovative approaches to learning and they appreciate our willingness to invest in them. So not only did we generated excitement and high level of staff engagement, we know our staff will be able to learn throughout the year on their own pace instead of the standard one to two weeks training for most companies. So make it fun and engaging. After all, it’s a small investment that pays back many folds. To finish off - You are not alone Just remember that you are not an island on your own. The best way to avoid missteps is to learn from the lessons and best practices of other managers. And guess what? There are already great resources freely available for you, such as the AlignIT portal and LinkedIn group. They are great places where you can read and interact with other IT practitioners for advice. Stuart Ngai
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Stuart Ngai, Director of Technology Solutions at