Posted by: Peter | March 27, 2009

The Death of the IT Operations Specialist

Over the past decade the increasing availability of reliable high speed globally connected networks and the decreasing cost of affordable computing power has had profound impact on IT operations that have facilitated the acceleration of a number of trends.

Traditional Outsourcing: In an effort to reduce costs, IT support and software development functions that don’t require face to face human interaction or physical contact with equipment are being outsourced to remote third parties who in turn need access to internal systems.

Web based software as a service (SaaS): Universal access to vendor managed standardized general administration software systems has reduced setup costs considerably. It has also made the price of expansion and support more linear and predictable. Forklift technology refreshes and major capital expenditures to add the ability to expand in future will be less likely to occur. There are many examples of this with any service that you can implement online such as retail banking, tax preparation, software purchase and downloading, contact management, and gaming falling into this category,

Virtualization:  In an effort to maximize utilization efficiencies and provisioning flexibility, the transparent sharing and movement of software locations, and the data paths it uses, has been facilitated by increasingly faster hardware and more capable support systems. Virtual circuits, virtual LANs and virtual operating systems are now commonplace.

Convergence: Speedier hardware and more adept software have also made it possible to create single devices with multiple discrete roles. Load balancers, firewalls and VPNs functionality that used to be separate now often reside on the same device. Both phone and storage systems now operate using shared network equipment and voicemail can be retrieved from your email system.

Appliances: The need to understand the intricacies of many applications is being diminished as vendors create purpose built server systems with preconfigured software with web interfaces. Firewall, load balancer, wireless, authentication, intrusion detection, mail delivery, and administration systems are often available on platforms built on this model.

Cloud Computing: Internally created strategic, customized software is being migrated to vendor facilities where automated provisioning and virtualization is used to manage the servers on which it runs. Many small businesses use cloud service providers such as Google, Amazon, and Rackspace to lower their operational costs by outsourcing virtualization to them.

RFP-lite speed sourcing: The internet provides instant transparency into market and competitor developments. IT organizations will be expected to find solutions to a new competitive landscape without the luxury of developing detailed requirements documentation, clearly defined vendor specifications or selection criteria. This involves preselecting a few competing Tier 1 providers to create working prototypes based on high level requirements defined in an eventual contract with only key terms and conditions. Time consuming supporting details are refined afterwards in supporting contracts. This creates two tiers of bureaucracy, one swift, the other more measured and comprehensive.

Not only do we have a rapidly changing environment, but we also have rapidly changing technology necessitating a redefinition of the staffing roles of everyone in the IT operations function. The impact initially felt by entry level support staff in corporate IT is now affecting more senior staff in both corporate and web operations.

Valued IT operations staff will be those who are flexible in their roles, generous in their knowledge transfer, aware of new technologies, able to proactively evaluate their impact to the business, confident in making sound business cases for their deployment and capable of implementations in a timely manner. They will increasingly become integration engineers with an understanding of strategic architectural principles. The days of the pure network, security, or systems administration engineer are over. Expect networking, telephony and security functions to start becoming sub-disciplines of systems administration as the application support teams take increasing control of the data path both on premises and in outsourced SaaS and cloud environments. The stakeholders with whom they interact will also change to include a wide variety of third parties. As interpersonal interaction increases so will the need to hire staff with good people skills will become a key ingredient for success.

Don’t think that the IT generalist will kill the IT specialist. Instead we will see the rise of multi-disciplinary specialists with long term planning and project management talents in the guise of the generalist. It will be a hybrid skill set merging the curricula of community colleges, IT certification programs and under graduate MIS degrees. Expect active corporate involvement in the same way we see it in traditional engineering and software development disciplines to meet this need.

If we fail to modify the way we use our people and processes in the pursuit of exploiting new technology then we will fail.

Server farms are often made up of pools of resources, and with virtualization, the one-to-many relationship between physical and virtual capacity makes server resource allocation and capacity planning  trickier than ever. Here are some simple guidelines to consider.

  1. Define business processes groups and the sub-system applications required to make them function. Typical application sub-system groups would include categorizations such as web servers, application servers, databases, administrative support, monitoring, email, and file serving.
  2. Create standardized: Virtual machine profiles that include not just guest operating system parameters and packages but also the applications required for each supported sub-system or groups of subsystems the operating system will support. Host server profiles defined to meet the requirements of anticipated combinations of virtual machine profiles. Storage types and sizing profiles to meet the expected demands of the applications to be deployed.
  3. Map the profiles to your business needs while developing critical resource thresholds that define both tolerable transient and longer term performance values. Use this exercise to define capacity replenishment triggers at which point new resources should be added. Always keep in mind the possibility of alternative mitigation strategies such as improved application efficiencies, reducing unnecessary traffic, and shutting down unused guest operating systems.
  4. Periodically monitor your resource demand, including current, peak, and forecasted values to evaluate whether your trigger criteria have been met. This should be done for both host systems and their guest operating systems. Accommodate acquisition and deployment lead times in your capacity plan so that solutions can be deployed before the overall performance of the virtual server farm becomes affected. Schedule these reviews to minimize the risk of unexpected surprises.

There are many challenges to deploying virtual systems. Using these few simple steps as a guide you should be able to create the foundation for a comprehensive policy.

Posted by: Peter | January 8, 2009

How to use LinkedIn for your job search

Here is a short list of what I have found that works:

LinkedIn Strategies

  • Make sure your LinkedIn profile is completely filled in. Make it look like an expanded resume so that people can get a good feel for what you have done. There is a limit on the length of the description of each job you have had, so to get around the limitation include any internal promotions you may have had as separate jobs and use this to add further information. Recruiters and hiring managers use this information to initially screen candidates. Always make sure your personal email address(es)  are registered in your account settings.
  • Connect with as many legitimate contacts as you can while you still have a job. Invite anyone from whom you receive a business card, but not before you send them a thank you note for participating at whatever event that inspired them to share their contact information. LinkedIn also has a software plugin for Microsoft Office that allows you to painlessly invite anyone from whom you have received an email. Use this feature to reconnect with old contacts. Similar functionality is available to invite members of your Yahoo!, MSN and Gmail email address books.
  • At the bottom of the connections page there is a link that allows you to export you contact list to a CSV file, which you can be opened with a spreadsheet and then be resaved in your favorite format. The file has all your contacts arranged in rows under various headings for the columns such as first name, last name, company title etc. Feel free to add additional columns such as notes, date last contacted, position applied for, phone number, how you were introduced, and status. If you have just been laid off send emails out to everyone on your list. You will be surprised how supportive people will be. If you are really nifty with excel, you can create a column with an email link that you can click on and it will create a partially complete email with a subject and salutation. Here is an example:

=HYPERLINK(P100,"Send Email")
=CONCATENATE("mailto:",D100,"?subject=Hello There&body=Hello ",B100,"%0A%0A",E100,"%0A%0ARegards%0A%0AJohn Doe")

  • Where P100 is the cell with the email link in the CONCATENATE link below and “Send Email” is the text of the link. D100 is the cell with the email address, B100 is the cell with your message, E100 is the cell with the email message. The %0A are new line characters. You can replace the “Hello There” with a cell value with your subject, read up on the CONCATENATE function and experiment. You will get a $VALUE error if your message is longer than 256 characters.
  • Make the spreadsheet the central part of your job search tracking. Add all new contacts you make outside of LinkedIn to it.
  • Send out email updates monthly to everyone as it will help remind people to keep you in their thoughts. Send thank you notes to all those persons that reply. Ask a few of those who reply to go out for lunch or coffee. Coffee has the advantage of being done before work starts and is less likely to be canceled and can be less intimidating. Meet with people on your list regularly during your search and even afterward as you can use the initial discussions to create a deeper professional relationship in future.
  • Search on job boards and sites like www.simplyhired.com and www.indeed.com which aggregate job listings from many sources. Apply to jobs and then use LinkedIn to find people in the companies to which you have applied. Use these contacts or referrals to give you a recommendation to the hiring manager.
  • Use your LinkedIn profile to link to your personal website or blog. Make your personal website become a portfolio of what you do with links to things you do with which you feel comfortable sharing on the web. Take a look at my www.simiya.com/resume portfolio site for an example. If you run a blog, use one of the LinkedIn plugins to create a listing of your most recent posts right on your profile page. If you don’t have a blog create one and write short postings on topics related to your profession, at least for the duration of your job search, and link it to your profile.

Other Strategies

  • Start interviewing as quickly as possible. Use the first face to face encounters to understand what employers are looking for outside of what is stated on your resume. The practice will be invaluable in preparation for the job you really want to get. It’s always better to be stumped or nervous for the jobs you don’t really want. Analyze what went well and badly. Determine how you could have answered questions better.
  • My last advice is to update your online resume weekly as recruiters tend to only contact people who have recent modifications. Remember a change can be as simple as adding a semi-colon this week and removing it the next.
Posted by: Peter | December 10, 2008

The Many Facets of Employee Performance

I was recently discussing motivating workers to emulate the top performers in a team. It quickly became apparent that performance was being used to describe initiative, innovation, process and skill. These four characteristics are needed in different combinations depending on the tasks assigned to an individual. For example, skill and innovation would be necessary for someone to work on a new high profile project in which an outcome is more desired than the supporting processes. Someone required to ensure the resulting process is repeatable may have to rely more on initiative within known constraints to create it. The person required to provide long term support or lead projects will often have to be highly process driven. In all cases the skills required will vary from the technical to the interpersonal.

The question that should also be asked is whether a high performing person in one area has the ability or desire to be high performing in another. If they do not, should that be necessarily viewed as a negative trait? In some cases it may be so, especially if the company needs to reevaluate its talent pool in the face of a changing business environment, but that shouldn’t prevent considering assignments in new areas that require similar innate talents and motivations. The rejuvenation of a new area in your department could result.

Another important activity should be the quest for methods to motivate good performers during times when their talents are temporarily not needed. This could include more detailed discussion of their aspirations within the company or industry for new ideas, involvement in projects external to the department, involvement in company events, restarting postponed or delayed projects, training, awards, casual lunches, and movie tickets.

Sometimes it is necessary to replace staff with higher performers, but don’t lose sight of the fact you may be overlooking other potential areas of talent growth in unexplored areas. Emulating top performers to create clones will most likely be futile, rewarding the emulation of specific talents that are applicable to a particular role should yield more success.

Posted by: Peter | November 13, 2008

The strategic role of the Network Operations Center

Information technology monitoring, problem rectification coordination and software code upgrade deployments are the typical functions of a network operations center (NOC). With the outsourcing of increasing amounts of IT services to software as a service (SaaS), cloud computing and content delivery networks (CDNs) the role of NOCs will have to change as they become strategic parts of service delivery by providing a greater knowledge of the limitations of the third parties used.

For example with CDNs an understanding of the relationship of jitter, delay, bandwidth, packet loss on the user experience measured by broken images, abandoned videos, and suboptimal bit rate  streams will be needed. Capacity planning related to origin server infrastructure and the capabilities of vendors to handle not just your growth, but the growth of all their customers’ trend and spike load needs at the regional, national and international levels must also be known.

With cloud computing capacity planning it will have to examine both the minimum and maximum service levels expected as multiple customers vie for the same resources. Each class of service will have subtle variations in its replicated components as there will be no guarantee of uniformity in the rate of technology replacements and updates within the various tiers of infrastructure. Services will have to be auto provisioned and decommissioned by the NOC based on predefined load triggers to ensure the operational cost mimics actual usage more accurately. NOCs will have to raise the alarm when they suspect a cloud is incapable of providing the service levels and be involved in suggesting ways of adding more providers or migrating to new ones. The NOC will also have to have an input in architecture of applications that will have to tolerate inconsistent response times and availability of related services as the cloud provider tries to transparently reallocate resources dynamically.

SaaS vendors will inject additional challenges. In the past they would be the primary service provider running software on their own infrastructure. Expect them to start taking advantage of cloud computing providers to whom they will cede portions of control in both highly integrated and decoupled ways. NOCs will have to interact with tiered support structures to determine and verify the true cause of issues. This will require spearheading the creation of not just post-sales but also technical level ties with multiple vendors to achieve deeper operational understanding.

In summary, the NOC will have to become proactive not just on the day to day tactical level of issue resolution but also strategically in measuring a plethora of data with the aim of helping the larger organization in identifying quantifiable trends related to internal and external IT infrastructure. Expect future NOCs to have twin levels of interaction with all the groups they interact to cover both the immediate needs (monitoring, rectification and code deployment) and long term requirements (measurement, trending, capacity planning, automation and cost control) for the company. In future NOC will have a group with multiple tiers of 24/7 technical staff working alongside a smaller team of technical business analysts and architects trying to figure out ways to eliminate service impacting events in future with periodic continuous improvement meetings with stakeholders. Get ready now.

NOCs will be the first place to which companies will go to for hard data when dealing with the service level agreement (SLA) expectations of external web vendors and they should start preparing for that day now.

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