Dear Allengoogle,
Before I get started I would like to note a few things. First of all,
the responsibilities of an IT manager will vary from company to
company. Secondly, an "IT Manager" is a general title that can cover
a wide range of technologies. For example, an IT manager at one
company may oversee software development, while at another company may
also coordinate the networking employees. The scope of the technology
that is being managed will be specific to the company.
This being said, there are important key roles that apply to most
situations. When these roles are performed well, they help to make an
effective IT manager.
A good resource for finding detailed job title definitions is
www.monster.com. I have put the link to the "IT Manager" area here
below. You can select various types of IT Manager from the list and
see their job descriptions/responsibilities.
http://monster.salary.com/salarywizard/layoutscripts/swzl_titleselect.asp?zipcode=&metrocode=&statecode=&state=&metro=&city=&geo=U.S.+National+Averages&jobcode=IT10000037&jobtitle=Computer+Operations+Manager&search=&narrowdesc=IT+--+Manager&narrowcode=IT07&isforcompanalyst=1&jobcodeedit=IT10000203&r=monstertitle&p=MNSTR42X
The following list shows skills/roles
1. Technology/Business Knowledge
2. Project Management Skills
3. Problem Solving Skills
4. People Management Skills (leadership)
1. Technology/Business Knowledge
================================
Generally speaking, the manager needs to have a good understanding of
both the technology that the company is using and the business that
the company is in. The manager will need to help design and implement
the business rules as they apply to the technology and business.
To illustrate this a bit let's look at an example. If you were the IT
manager of an insurance company you would need to understand the
programming languages, database engines, hardware, software,
networking and any other technology that the company used and have a
solid understanding of the insurance industry.
2. Project Management Skills
============================
An IT Manager needs to be able to manage (not do) multiple projects at
one time. This requires good organizational and communication skills.
The manager may have to coordinate multiple departments and groups of
people in order to get a series of projects that relate to bigger
projects finished in a timely manner. The manager will usually have
to report to higher managers and is ultimately responsible for the
success or failure of the IT goals of the company or at least their
department.
3. Problem Solving Skills
=========================
The manager should also possess strong problem solving skills. All of
the most difficult problems on all of the projects that are being
managed will find their way to the IT manager. When a project runs
into a big problem that is stumping the technicians involved, the
manager should be able to help them trouble-shoot or find resources
that can help them solve the problem. Remember ultimately the manager
is responsible for making everything work.
4. People Management Skills (leadership)
========================================
Finally, it is very important that the manager has good people
management or leadership skills. They need to be able to communicate
effectively and regularly with all of the people they are managing.
Respect and communication are very important. Over the years I have
found that managers that stay in touch and show respect for their
people have departments that perform the best. A manager that will
"roll up their sleeves" and be involved in constructive ways (without
micro-managing) sets a good example and can help motivate people.
Some pitfalls to avoid are micro-management and negative
reinforcement.
Negative Reinforcement:
=======================
Although management styles vary, it is my experience that leaders
which choose to use belittling tactics to motivate people generally
undermine the morale of employees and although short-term goals might
be met, employees with lower morale are less productive. I have
worked in places where managers actually call employees names even in
front of other employees! Here I have found that the managers that
work with the employee on shortcomings in positive ways do much
better. Frank discussions and goal setting can help an employee get
back on track.
Micro Management:
=================
A manager needs to be able to identify their employee’s strong points
and trust them to handle project responsibility that is within their
ability. It can often cause lower productivity (and more work for the
manager) to be involved in every minor decision. Also, by giving
employees a certain amount of latitude in projects, they are generally
more invested and take more pride in their work. Overseeing every
little detail can again undermine an employee’s morale by stifling
their creativity. It sends a message that their ideas are not
appreciated.
I hope that you find my answer useful, and please ask for
clarification if I have been unclear in any way.
Thank you,
Thinkout |
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