IT Managers need to constantly be accessing the key skills and talents needed to maintain services to the business. The “hands on” manager is a reality in IT management regardless of the size of the company.  The “Do more with Less” mantra requires you to develop specific skills in house or do them yourself.  In theory you should be able to turn to an outsourcer for skills you don’t have but that can become an exercise in justification that may not be worth it. 

Accessing Your Skills & Talents

A talent matrix can be a good tool to keep updated so that you can have a quick visual representation of the skills you need and who on your team has them. This should be accessed bi-annually to make sure you are steering training in the right direction. If you’re not satisfied with the progress of an employee then this is the tool to make you think about it and take action.

 

MCP

MCSE

CCNA

CITRIX

OPS Soft

ACCT Soft

Bob

 

 

 

 

Linda

 

 

 

 

 

Jack

 

 

 

 

 

Tom

 

 

 

 

 

Also evaluating every member of your team on their proficiency level of each skill is a good practice to be done on a yearly basis. This should be used in addition to the standard performance review in order to guide the employee in his training goals. This also lets him know where he stands and more importantly that you know where he is in his skill growth.  If there is some skill or talent you missed that applies to his job he’ll let you know because he sees that you’re tracking it.  If it’s a skill you can’t use for the department then you will let him know right then and there so that there isn’t any misunderstanding of value.

Employee: Tom

 

Excellent

STD

Below

MS

 

 

Linux

 

 

OPS Soft

 

 

Cisco

 

 

 

The White 800lbs. Gorilla Elephant in the Room

If you strengthen your IT team so they can share the work and their skills improve then they will leave for better jobs. OR they will do the job so well that some short minded executive will cut your job to save $ because the department runs without you.