Category Archives: Risk Management

Please note my Services for an IT project burning issues [if any] to fix

Please note the following services from me as an independent IT consultant to speed up or accelerate your IT ROI and to be a strategic partner for a burning project fix.

I also support the IT projects delivery and resources transition to offshore or to a new location globally.

We can have an initial free call to assess your project status. Then you can decide.

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Independent IT Consultant services

Please find my Services offering as an Independent IT Consultant  from the below card. If you are really interested to know the details of the services please e-mail me with your contacts/location/project details, I can send a video link.

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Management Practice-1: Some helpful tips for new Scrum masters under Servant leadership role

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In continuation of my previous blogs on SDLC/Agile/Scrum, this blog can give some tips to Scrum Masters.

As per the Agile manifesto and Scrum principles, the Scrum Master need to work as a servant leader. The typical servant leader how he/she should have characteristics to bring the team alignment for right delivery with CDI speed, I have drafted in  the below content. This can be useful as TIPS to new Scrum master on Agile projects.

What characteristics a Servant Leader should have in the organization ?

Creating the right leadership roles is very important and challenging to any organization with the current trend of the rapid technology or business transformation.  

They need to look into the person’s characteristics very deeply.  At the end of the day these leaders only drive the key aspects of the organization to achieve the results.

There are different leadership roles taken by coaches. One of them and very famous and with value added is;  Servant leadership.

The servant leadership denotes as ‘a philosophy and practice’ of leadership. This concept has been appearing from the prehistoric.  I would like to give a brief introduction of this role in this article, which can help the professionals who would be pursuing into the leadership roles.

When we move forward on analyzing this role, our mindset might have the following questions:

1. What is servant leadership means?

2. How they can thrive the teams in organizations?

3. How they can improve the corporate culture?

4. What is the significance they can create?

5. How this leader can drive high loyalty of the customers?

6. How this leader can build empowered teams to the organization?

7. How the teams can feel being with this leader?

8. Does the organization get the opportunity to drive long term goals with this role?

9. How the organization work culture can be changed timely with this role?

10. How this leadership role can help the organization with accelerated ROI?

 

In any organization servant leaders accomplish the results while reaching to the targets. These leaders give preferences to the needs of their contemporaries. By thumb rule, these leaders are being seen as humble stewards in their organizational resources like; human, financial and physical.

Focus on teams: A servant leader focuses on his/her team members needs towards scaling them into higher levels in their organization by helping them to resolve their issues and promotes their personality development also. These leaders feel it’s a management philosophy which can be applied to in the view of quality of people, work and community spirit.

We can see in many organizations there are several leaders’ supports their employees in the above mentioned areas to ascend them further. Every growing organization needs this kind of leaders to achieve their targets. Without these leaders and their characteristics it would have not been possible many companies rapid growth in the relevant industries.

Servant leader’s characteristics: When we think of their characteristics, certainly the following can come into our mind with leadership analysis thought process.

  •  Listening
  •  Empathy
  •  Healing
  •  Awareness
  •  Persuasion
  •  Conceptualization
  •  Foresight
  •  Stewardship
  •  Commitment to the growth of people
  •  Building community

Understanding people closely: A servant leader attempts to understand and empathize with the team. This leader would not consider them as employees. Their individual respect and appreciation on their personal development would be awarded by the leader. As a manager or leader you can consider any team members tasks, look into its complexity, and support the team member to achieve its result. And you can apply your servant leadership compassion.  The team members would not have realized you earlier, when you applied these leadership techniques to achieve their targets.

Effective management of people and their skills: The servant leaders don’t use their power in getting the things done by the people. Instead they manage the tasks and people through effective discussions. This way the team member also can understand on how their manager is giving the importance and respect to their individual concerns. Their hidden or unused skills or power can be utilized to complete any complex tasks with easy ways. For the future tasks, the minimal discussion time can be taken place to convince the team members, while having built the relationship empathetically.

Focus on operating targets and objectives: The servant leadership also plays to focus on long term operating goals also, rather than short term benefits.  In view of this kind of thought process they derive specific goals towards implementing strategies for the benefits of the organization as well as tuning the teams towards working on the strategic plans and their execution.

Serving with Openness and persuasion: These leaders would have dedication to help and serve others. With their openness and persuasion their leadership qualities can be demonstrates in the organization to achieve any complex activities also with simple.

 

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Management practice-2: Onsite & Offshore co-ordination with Virtual [vendor] team management.

Many customers might have outsourced the IT Projects to different countries through different IT vendors. This blogs can give some thoughts on their current practices changes [if needed] towards “Onsite & Offshore co-ordination with Virtual team management. ”

  1. When the IT activities are outsourced to other countries, the customers might need to evaluate their internal review process for offshore team management and delivery.
  2. Let us assume the customer handles more than 500 outsourced resources globally in different countries.
  3. All these teams need to have their local delivery managers. And atleast one onsite manager for onsite/offshore co-ordination.
  4. When the work packets are segregated to each vendor by country, the customer needs to identify the deliverable activities month by month.
  5. During these activities segregation, the required inputs for offshore teams need to be identified and make sure to deliver as their entry criteria to start the work.
  6. During the activities planning, execution and review phases, the relevant onsite manager need to be involved and the customer approval need to be acquired to make sure customer manager is aware of the activities and the delivery output is honored for billing purpose. [Which is very important for an IT services vendor].
  7. The customer managers also need to make sure the teams are attending the required calls periodically and they are getting into the shoes of the required activities.
  8. The time difference of different countries needs to be followed and fix the feasible timings for onsite and offshore team calls.
  9. Each teams weekly reports by resource need to be supplied to the customer managers through the e-mails or to save the cycle time online tools can be used.
  10. The online tools should have features to port the project plans and the activities tracking mechanism.
  11. The projects issues register features also need to be available online for the virtual teams.
  12. The customer approval process need to be there for any new activity or extension of the current activity.
  13. The resources replacement or termination process should be available.
  14. Each resources project activity and training process need to be automated and it should be linked to the activity and also to the performance evaluation tools.
  15. Once the team function starts, their performance management need to be available online.
  16. It can be integrated to the activities tracking system. Against to each activity the mapped resources work need to be reviewed and evaluate by activity wise.
  17. For every quarter the resources need to be evaluated against to the performance by customer and also by the manager. The team manager need to educate the resource to upgrade his/her skills as per the project/customer needs.
  18. Infact, it helps the resource also plan their learning activity in this speedy IT learning culture.
  19. It helps to the vendor and the customer to evaluate the resource stage by stage. And later on CSAT rating will be easy for the managers of customer and teams.
  20. All the above process steps are required to follow just to manage the virtual teams, which is apart from the other operational or enterprise architecture tools integration and their implementation.

I hope with this process/methods no resource will have bad feedback from customer and also from their managers. Their retention policies can be implemented well by the vendor and customer easily. And the resources also feels happy on this healthy work environment/culture.

Please feel free to contact for any consulting support.

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Management practice-3:How to plan and initiate your cloud transformation?

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Current IT setup before cloud

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On the above content I have made a video and posted  on my youtube  channel [Shanthi Kumar V] video URL: http://youtu.be/98zboBaXgoU

By seeing big cloud services vendors you and your team do not need to get confusion and get into their attraction shoes. Each vendor offer the services and their products differently. If you consider the above steps many of the issues or risks can be minimized and you will have your route map for cloud transformation along with the selection steps.

Currently; many testing or DevOps teams setup their test environments by using their existing hardware and using Virtual Machines [VMs] concepts. After certification of the product those VMs can be destroyed also.

Similarly; by having your internal cloud machines [VMs] you can automate the deployment process also by adopting into DevOps culture. Where many global organizations have achieved this activity under their regular management practices.

If you would like to know the basic cloud concepts and models please visit my cloud blogs site: https://vskumarcloudblogs.wordpress.com/

am open to offer a 2 hours online workshop [globally] to motivate your teams on the above steps, if they are on the similar activities. Please feel free to be in touch with me.

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