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Tony Pearson is a Master Inventor, Senior IT Architect and Event Content Manager for [IBM Systems for IBM Systems Technical University] events. With over 30 years with IBM Systems, Tony is frequent traveler, speaking to clients at events throughout the world.
Lloyd Dean is an IBM Senior Certified Executive IT Architect in Infrastructure Architecture. Lloyd has held numerous senior technical roles at IBM during his 19 plus years at IBM. Lloyd most recently has been leading efforts across the Communication/CSI Market as a senior Storage Solution Architect/CTS covering the Kansas City territory. In prior years Lloyd supported the industry accounts as a Storage Solution architect and prior to that as a Storage Software Solutions specialist during his time in the ATS organization.
Lloyd currently supports North America storage sales teams in his Storage Software Solution Architecture SME role in the Washington Systems Center team. His current focus is with IBM Cloud Private and he will be delivering and supporting sessions at Think2019, and Storage Technical University on the Value of IBM storage in this high value IBM solution a part of the IBM Cloud strategy. Lloyd maintains a Subject Matter Expert status across the IBM Spectrum Storage Software solutions. You can follow Lloyd on Twitter @ldean0558 and LinkedIn Lloyd Dean.
Tony Pearson's books are available on Lulu.com! Order your copies today!
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The study surveyed 5,676 leaders from various industries, education, and government agencies responsible for workforce development and labor/workforce policy. This was a truly global survey, with respondents from North and South America, the Nordics, Europe, Africa, Middle East and Asia.
A gloomy picture for the future
The survey paints a gloomy picture for the future. The majority of industry executives struggle to keep their workforce skills current, in light of rapidly changing technological advancements.
Only 55 percent of the respondents felt the current education system, from grade school up to university, were adequate to ensure lifelong learning and skills development. Most blamed inadequate investment from private industry in addressing these issues.
Any problem can be solved if (a) everyone agrees what the problem is, and (b) everyone feels it is high enough priority to solve. The study found there was a disparity of what the problem is, what the priorities are, and who should solve it.
In the book Class Counts: Education, Inequality, and the Shrinking Middle Class, the author Allan Ornstein argues ".. the debate centers on whether the government should take a backseat or manage the economy, whether a free market should prevail or whether we should redefine or tinker with market forces..."
Which workplace skills are in short supply?
Can we at least agree on which workplace skills are in short supply?
Not surprisingly, Industry leaders ranked the top three skills required:
Technical core capabilities for Science, Technology Engineering and Math [STEM]
Basic computer and software/application skills
Fundamental core capabilities around reading, writing and arithmetic (often called [the three Rs])
These are all "hard skills", referring to the knowledge, skills and competencies to perform specific tasks. Nearly 75 percent of corporate training budgets are focused on hard skills.
Government leaders, on the other hand, especially those that are responsible for labor/workforce policy, ranked the top three skills:
Ability to communicate effectively in a business context
Willingness to be flexible, agile and adaptable to change
Ability to work effectively in team environments
These would all be classified as "soft skills", referring to the people skills, social skills, communication and emotional intelligence to effectively navigate the environment and work well with others.
In fact, these government leaders felt that STEM, computer skills and "the three Rs" ranked the lowest requirements in their priority.
"Unless managers have forgotten everything they learned in Econ 101, they should recognize that one way to fill a vacancy is to offer qualified job seekers a compelling reason to take the job. Higher pay, better benefits, and more accommodating work hours are usually good reasons for job applicants to prefer one employment offer over another."
"... the long-hours pandemic is a symptom of the tech and design sectors' badge-of-honor-martyr-complex. ... part of the reason that women can't have it all is that American business has grown this time-macho culture, a relentless competition to work harder, stay later, pull more all-nighters, ... the classic 40-hour work week have trained us to measure our labor by the number of hours we log,... However, this mindset is dead wrong when applied to today's professionals. The value ... isn't the time they spend, but the value they create through their knowledge."
IT jobs require creativity and focus. In a feature article titled [Why you should work 4 hours a day, according to science], Alex Soojung-Kim Pang, author of Rest: Why You Get More Done When You Work Less, looks at the work habits of highly accomplished creative people through history and finds that they all shared a passion for their work, a terrific ambition to succeed, and an almost superhuman capacity to focus.
Yet when you look closely at their daily lives, they only spent a few hours a day doing what we would recognize as their most important work. The rest of the time, they were hiking mountains, taking naps, going on walks with friends, or just sitting and thinking.
Encouraging more students to develop the skills early
While we all agree that employers should raise salaries, offer better benefits, and fix their morally-corrupt culture of working too many hours, that only addresses part of the problem, the demand half of the equation. We also need to get kids to learn the hard and soft skills needed at an early age.
Do students have what it takes to work in the IT industry? John Rampton lists the [15 Characteristics of a Good Programmer]. Most are soft skills, with my favorites being: Laziness, Impatience and Hubris.
In his book Why Good People Can't Get Jobs: The Skills Gap and What Companies Can Do About It, Peter Cappelli advises corporations to take a more proactive role:
"... a huge part of the so-called skills gap actually springs from weak employer efforts to promote internal training for either current employees or future hires ... It makes no sense for the employers, as consumers of skills, to remain an arm's-length distance from the schools that produce those skills..."
The major stakeholders, from industry to education to government, should partner together. For example, the Chicago Public Schools (CPS) system will be the first in the United States to [require all students to take computer science] in high school, starting with the class graduating in 2020. Grants and training are being provided by IT industry giants like Google and Microsoft.
IBM is also doing its part with [a new education paradigm], called Pathways in Technology Early College High Schools [P-TECH]. Normal high school is typically four years (grades 9 to 12), but P-TECH is a system of innovative public schools spanning grades 9 to 14 that bring together the best elements of high school, college, and career. The additional two years (grades 13 and 14) of community college can help teach the soft and hard skills needed for particular jobs in IT.
After the six years, students graduate with a no-cost associates degree in applied science, engineering, computers and related disciplines, along with the skills and knowledge they need to continue their studies or step easily into well paying, high potential jobs in the IT arena for multiple industries.
The paradigm has grown from one school in 2011 to 60 schools by September 2016, with over 300 large and small companies affiliated with P-TECH schools serving thousands of students.
So the future may not be as gloomy as predicted. Problems can be addressed if everyone works together to solve them. In the mean time, I will be taking the rest of the year off for long-overdue vacation. Perhaps I will go hike mountains and take naps, as Alex suggests above.
It's official. We have changed our name! The Worldwide IBM Systems Executive Briefing Centers (EBC) are now being called the Worldwide IBM Systems Client Experience Centers!
I joined the Tucson EBC team in 2007. For the past 10 years, I have been running design workshops, consulting with clients and architecting solutions.
Why the name change? The term "Executive Briefing Center" implies one-way communication with [death by PowerPoint], which can be ineffective in today's dynamic and collaborative work environments.
Client expectations for two-way communications have given rise to immersive and interactive engagements where clients not only learn about IBM's solution offerings, they experience them.
Through hybrid briefing/workshop engagements, demonstrations, and active promotion of our ISV Ecosystem partners, we take clients on a journey where they envision utilizing our technology and solutions to achieve desired business outcomes. The new Client Experience Center moniker more accurately represents the work we do and the value we provide.
(Note: I realize that the new acronym for the Client Experience Center (CEC) is the same as the Central Electronic Complex (CEC) used in both storage and server products. I can assure you that the executives that decided to rename the centers had not chose this to be funny! Consider it a mere coincidence.)
Of course, changing the name is not cheap. We will have to update all of our websites, and order new signage, new water bottles, new coasters, new embroidered shirts, and new business cards, just to name a few!
The weather in Tucson is awesome these next few months, so come on down! Can't travel? We can come visit you, or do it over the phone via webinar.
Our Worldwide IBM Systems Client Experience Centers are located in: