Voice of the DBA

Tag: career

  • Building a Better Profile

    I give talks on branding and managing your career at various events. Often I am helping people to better market and sell themselves if find new opportunities. One area that I talk about for data professionals is the online profile. I think having one is important, especially as many of our contacts with potential employers are made digitally.

    I ran across an article that focuses on LinkedIn, specifically the profile you create there. It has some thoughts on recommendations, accomplishments, certifications, and more. I like the thoughts, and I do think they help showcase who you are as a professional working in some field. It is worth reading through the article and adjusting your profile to include these items.

    I’d guess that most people don’t have these things to add. They might have friends who will write a recommendation, but what about classes, certifications, projects, etc? Getting those is real work, and it’s an investment of time and effort to grow your abilities.

    Having a full (or fuller) profile helps you stand out. It helps give hiring managers confidence that you are a person who can do the job they need. Getting this full profile, however, is something you need to do over time. Invest in your skills and showcase this in your profile.

    One easy way to do this is to take the work you do and document it. Write blogs, share posts, create an ongoing commentary of what you do at work. When you feel proud of something you’ve done, find a way to add it to your profile. This will create the impression that you are getting things done and solving problems at work.

    I’m sure all of you do this. Take a little time and ensure the next person that might consider hiring you, or the person you want to hire you, knows this as well. It can be easy to talk about these things in an interview, but you need to get the interview first. Your resume/CV and profile are how you get the interview, so be sure you are taking care of them across time.

    Steve Jones

    Listen to the podcast at Libsyn, Stitcher, Spotify, or iTunes.

  • T-SQL Tuesday #159– Resolutions

    tsqltuesdayI missed T-SQL Tuesday last month. I got busy and distracted with some travel. For #159, Deepthi Goguri hosted. I’ve enjoyed watching her blog and grow her knowledge the last few years and I was honored to meet her in person at the 2022 Summit. Hopefully the first of more meetings.

    She had two choices: SQL Server 2022 new features or New resolutions. Both are tempting. I’m actually in a SQL Server 2022 class with Bob Ward as I start this post, taking a break from overload.

    Hmmm, what do I write about?

    Note: You can always fill in your blog later with T-SQL Tuesday topics. Just pick one and link to it. That’s what I’m doing here.

    A Neat SQL Server 2022 Feature

    I’ve sometimes been excited by new features in SQL Server, sometimes not. In this case, one of the interesting things I learned from Bob Ward was on the new contained AGs in SQL Server 2022. This is a neat implementation that essentially creates a new master and msdb database for the AG that contains the server level objects needed by the AG databases. This gets logins, jobs, etc. into these extra dbs.

    There might be some holes in here, but being able to have these objects automatically synched is huge. The downside is you need to add these objects while connecting to the AG databases, so I can see some admins making mistakes and connecting to the instance rather than the AG, but I’m also hoping some automation, some scripting, etc. is used to ensure this works smoothly in your environment.

  • Goal Progress for Feb 2023

    The grade for February is also D. Details below, but just not making a lot of progress in these areas. So far I have:

    • Jan – D
    • Feb – D

    I set goals at the beginning of the year, and I’m tracking my progress in these updates during 2022.

    Reviewing Goals

    The various sections are listed below, and I’m giving a SMART grade based on what I listed. Have I gotten much done. January wasn’t too busy for me at work, but a little busy outside of work with coaching ramping up and my wife being down from work for a few weeks.

    I got a bit done, but not a lot.

    Reading

    Two books on the list: marketing and coaching. I haven’t picked a marketing book, but I picked Wolfpack for coaching. With one started and one not, this is an F.

    Progress:

    Career

    My goals:

    • Set up a tracking system based on the book for my efforts with customers
    • Track and calculate my scores to help me better approach how I work with customers.
    • Review this with my boss and with someone in sales

    Rating: B, I rated myself on a couple more calls and got feedback on a call from another person in the company. Not a ton of activity here, but I did make progress.

    Community

    • 2 speaking engagements for community (RMOUG Training Days complete. SQL Bits on my schedule)
    • Reach out to 10 SQL Sat groups that did not run an event in 2022 and motivate them for 2023. This should be at least 2 emails to each person/group.
    • Reach out to all 2022 organizers and ask about plans for 2023
    • Start coding a tool for converting schedules to HTML.
    • Hold office hours once in Q1
    • Send 3 monthly SQL Saturday updates to the community

    One speaking engagement complete, one more on the schedule. So far doing well here. A few submissions in for later in the year.

    I have been reaching out to other groups with limited success. I have emails out to 10 groups with limited success. It does look like there will be at least 3 events in 2022 from places that didn’t run one in 2022. A B here.

    I have reached out to 2022 organizers, most seem ready to do a 2023 event if they can find space.

    Personal

    My goals:

    • Use my Power BI report for stats
    • Update the Power BI report based on feedback from athletes
    • Build 6 wooden coasters – I haven’t made enough time for my hobby here, so I’m going to start small. We need more coasters (as noticed over the holidays), so I want to build 6. Same style, different.

    Same rating of a C here, as I’ve updated the report a little, I continue to use it though I need to fix a few calculations. No woodwork done with a busy life and mostly continued cold temps.

  • Coaching the Digital Transformation

    One of the challenges for me when working with customers is getting them to think about how to change their software process. Often they want to solve their problems, but no one wants to alter the way they work. Whether that’s the protocol for capturing code or managing servers, it seems that changing the way we work is hard for many people. They want everyone else to change. Or they want a magic tool that solves problems without them changing the way they work.

    Unfortunately, I’m not a magician.

    This is a common problem in many organizations. We want to be more efficient and effective, but actually changing our habits and culture is hard. Management should lead the charge, and they want to, but they can struggle with how to do this. Often they focus on changing technology, and not actually improving the way their company works.

    There’s an interesting article on digital transformations and whether the efforts are worth the investment.  In many companies, someone makes a good argument for a course of action or a project and then drives it. Others participate, but often a person pushes this forward, usually because they have some stake in the outcome. A bonus, a reputation, or just pride, whatever matters to them becomes the reason for continuing, even if there isn’t enough value from the effort. This can be because of an institutional culture that wants to finish projects, wants to find some success in a course of action. Whether a human or an organization, pride and inertia often keep us moving forward, often without any other support or analysis of how well things are progressing.

    Effective dashboards enable everyone to see current status and progress, and to make better course corrections, helping to move from a command-and-control model to a coach-and-communication orientation. Many organizations have adopted KPIs, dashboards, and other ways to analyze parts of the business, but this isn’t always something we do well in software development. We tend to look at metrics that management cares about, and on which we are measured, rather than metrics that might help us improve how we work.

    Part of digitally transforming a business is also transforming how technology is used. Part of that is us, as technologists, learning to be better and more effective. Whether this is in development or operations, we can often improve how we function. We need coaching, and in many orgs, that coaching has to come from within, from the people in a team asking others to do better. And to allow others to ask us to do better .

    Coaching is often teaching from a different perspective. It’s helping someone see what they don’t see themselves. This might be new knowledge, but many times it’s just reminding the individual of something they know, but aren’t doing. As we are asked to do more, be open to coaching and be willing to help coach others. Become a role model that helps transform how your organization uses technology.

    Steve Jones

    Listen to the podcast at Libsyn, Stitcher, Spotify, or iTunes.