How to lead employees through technology changes

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[vc_row][vc_column][vc_column_text]Technology is now integrated into almost every part of our jobs. We use computers, Wi-Fi, email, applications or our smartphones for everything. The thing about technology, though, is that it’s always changing. Software and programs are constantly updating, becoming better versions of themselves. New hardware is constantly outdating older laptop and desktop versions, and new applications are being developed every day.

To help lead employees through changes to the technology they use for work every day — and to empower each team member to succeed — consider these five steps.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

1. Give The ‘Why’

No one likes just being told what to do (OK, maybe some people enjoy that, but most employees don’t). Instead of bossing around, try giving the full picture. Explain why the change ahead is important. Explain what exactly the new technology will help with. How will it impact your overall efficiency? How will technology changes affect other parts of the processes?[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

2. Be Transparent Open communication is everything.

Give your employees an overview of the process and what specific changes will be made. Have a meeting that provides a clear outline of what they can expect. If employees are already feeling anxious or overwhelmed, surprises or unexpected changes will only add to their stress. Be as transparent as possible with your team members throughout the change process.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

3. Provide A Timeline

If you have a timeline or road map for the technology changes you’re making, share that with your team. There’s going to be a learning curve for everyone, and it will be steeper for some than for others. As a leader, you can’t expect everyone to learn this new skill or new technology at the same pace. If you are able to, provide time for the new process to be implemented in a transition phase where the old process can still be used if they get stuck.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][/vc_column][/vc_row]

Top web browsers 2020: Firefox sinks to share unseen since 2005

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[vc_row][vc_column][vc_column_text]Technology is now integrated into almost every part of our jobs. We use computers, Wi-Fi, email, applications or our smartphones for everything. The thing about technology, though, is that it’s always changing. Software and programs are constantly updating, becoming better versions of themselves. New hardware is constantly outdating older laptop and desktop versions, and new applications are being developed every day.

To help lead employees through changes to the technology they use for work every day — and to empower each team member to succeed — consider these five steps.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

1. Give The ‘Why’

No one likes just being told what to do (OK, maybe some people enjoy that, but most employees don’t). Instead of bossing around, try giving the full picture. Explain why the change ahead is important. Explain what exactly the new technology will help with. How will it impact your overall efficiency? How will technology changes affect other parts of the processes?[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

2. Be Transparent Open communication is everything.

Give your employees an overview of the process and what specific changes will be made. Have a meeting that provides a clear outline of what they can expect. If employees are already feeling anxious or overwhelmed, surprises or unexpected changes will only add to their stress. Be as transparent as possible with your team members throughout the change process.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

3. Provide A Timeline

If you have a timeline or road map for the technology changes you’re making, share that with your team. There’s going to be a learning curve for everyone, and it will be steeper for some than for others. As a leader, you can’t expect everyone to learn this new skill or new technology at the same pace. If you are able to, provide time for the new process to be implemented in a transition phase where the old process can still be used if they get stuck.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][/vc_column][/vc_row]

Business needs fewer coders, more software developers

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[vc_row][vc_column][vc_column_text]Technology is now integrated into almost every part of our jobs. We use computers, Wi-Fi, email, applications or our smartphones for everything. The thing about technology, though, is that it’s always changing. Software and programs are constantly updating, becoming better versions of themselves. New hardware is constantly outdating older laptop and desktop versions, and new applications are being developed every day.

To help lead employees through changes to the technology they use for work every day — and to empower each team member to succeed — consider these five steps.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

1. Give The ‘Why’

No one likes just being told what to do (OK, maybe some people enjoy that, but most employees don’t). Instead of bossing around, try giving the full picture. Explain why the change ahead is important. Explain what exactly the new technology will help with. How will it impact your overall efficiency? How will technology changes affect other parts of the processes?[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

2. Be Transparent Open communication is everything.

Give your employees an overview of the process and what specific changes will be made. Have a meeting that provides a clear outline of what they can expect. If employees are already feeling anxious or overwhelmed, surprises or unexpected changes will only add to their stress. Be as transparent as possible with your team members throughout the change process.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

3. Provide A Timeline

If you have a timeline or road map for the technology changes you’re making, share that with your team. There’s going to be a learning curve for everyone, and it will be steeper for some than for others. As a leader, you can’t expect everyone to learn this new skill or new technology at the same pace. If you are able to, provide time for the new process to be implemented in a transition phase where the old process can still be used if they get stuck.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][/vc_column][/vc_row]

10 Website design trend for 2020

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[vc_row][vc_column][vc_column_text]Technology is now integrated into almost every part of our jobs. We use computers, Wi-Fi, email, applications or our smartphones for everything. The thing about technology, though, is that it’s always changing. Software and programs are constantly updating, becoming better versions of themselves. New hardware is constantly outdating older laptop and desktop versions, and new applications are being developed every day.

To help lead employees through changes to the technology they use for work every day — and to empower each team member to succeed — consider these five steps.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

1. Give The ‘Why’

No one likes just being told what to do (OK, maybe some people enjoy that, but most employees don’t). Instead of bossing around, try giving the full picture. Explain why the change ahead is important. Explain what exactly the new technology will help with. How will it impact your overall efficiency? How will technology changes affect other parts of the processes?[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

2. Be Transparent Open communication is everything.

Give your employees an overview of the process and what specific changes will be made. Have a meeting that provides a clear outline of what they can expect. If employees are already feeling anxious or overwhelmed, surprises or unexpected changes will only add to their stress. Be as transparent as possible with your team members throughout the change process.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

3. Provide A Timeline

If you have a timeline or road map for the technology changes you’re making, share that with your team. There’s going to be a learning curve for everyone, and it will be steeper for some than for others. As a leader, you can’t expect everyone to learn this new skill or new technology at the same pace. If you are able to, provide time for the new process to be implemented in a transition phase where the old process can still be used if they get stuck.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][/vc_column][/vc_row]

The evolution of technology services

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[vc_row][vc_column][vc_column_text]Technology is now integrated into almost every part of our jobs. We use computers, Wi-Fi, email, applications or our smartphones for everything. The thing about technology, though, is that it’s always changing. Software and programs are constantly updating, becoming better versions of themselves. New hardware is constantly outdating older laptop and desktop versions, and new applications are being developed every day.

To help lead employees through changes to the technology they use for work every day — and to empower each team member to succeed — consider these five steps.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

1. Give The ‘Why’

No one likes just being told what to do (OK, maybe some people enjoy that, but most employees don’t). Instead of bossing around, try giving the full picture. Explain why the change ahead is important. Explain what exactly the new technology will help with. How will it impact your overall efficiency? How will technology changes affect other parts of the processes?[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

2. Be Transparent Open communication is everything.

Give your employees an overview of the process and what specific changes will be made. Have a meeting that provides a clear outline of what they can expect. If employees are already feeling anxious or overwhelmed, surprises or unexpected changes will only add to their stress. Be as transparent as possible with your team members throughout the change process.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

3. Provide A Timeline

If you have a timeline or road map for the technology changes you’re making, share that with your team. There’s going to be a learning curve for everyone, and it will be steeper for some than for others. As a leader, you can’t expect everyone to learn this new skill or new technology at the same pace. If you are able to, provide time for the new process to be implemented in a transition phase where the old process can still be used if they get stuck.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][/vc_column][/vc_row]

iPhone 12: Software comes first

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[vc_row][vc_column][vc_column_text]Technology is now integrated into almost every part of our jobs. We use computers, Wi-Fi, email, applications or our smartphones for everything. The thing about technology, though, is that it’s always changing. Software and programs are constantly updating, becoming better versions of themselves. New hardware is constantly outdating older laptop and desktop versions, and new applications are being developed every day.

To help lead employees through changes to the technology they use for work every day — and to empower each team member to succeed — consider these five steps.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

1. Give The ‘Why’

No one likes just being told what to do (OK, maybe some people enjoy that, but most employees don’t). Instead of bossing around, try giving the full picture. Explain why the change ahead is important. Explain what exactly the new technology will help with. How will it impact your overall efficiency? How will technology changes affect other parts of the processes?[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

2. Be Transparent Open communication is everything.

Give your employees an overview of the process and what specific changes will be made. Have a meeting that provides a clear outline of what they can expect. If employees are already feeling anxious or overwhelmed, surprises or unexpected changes will only add to their stress. Be as transparent as possible with your team members throughout the change process.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][vc_column_text]

3. Provide A Timeline

If you have a timeline or road map for the technology changes you’re making, share that with your team. There’s going to be a learning curve for everyone, and it will be steeper for some than for others. As a leader, you can’t expect everyone to learn this new skill or new technology at the same pace. If you are able to, provide time for the new process to be implemented in a transition phase where the old process can still be used if they get stuck.[/vc_column_text][deeper_spacer desktop=”45″ mobile=”45″ smobile=”45″][/vc_column][/vc_row]

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PREPARING THE TROOPS

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A couple of weeks ago our San Francisco bay area Quake Cottage Earthquake Simulator paid a visit to Coast Guard Island in Alameda, California on the same day our Southern California Quake Cottage was at a navy base in the San Diego area. It was our fifth trip out to the island, and the 2nd time we’d been to the Southern California base.

Coast Guard Day - 001Coast Guard Day - 004 - We were the star attraction

These trips come in the midst of other planned training exercises at United States Air Force and Marine facilities in the region. In fact, we’ve been fortunate enough to have trained hundreds of our troops and their families in the basics of earthquake readiness and the techniques of home fastening over the past several years. On top of that, the United States Navy actually owns two earthquake simulators that we custom-built for them. These units are in use over in Japan.

Why, you may ask, is there such a focus on earthquake preparedness in the armed forces?

I often get the opportunity to provide a training seminar during our Quake Cottage visits to bases. During one recent session I learned that a large majority of the folks stationed at the base don’t live at the base itself. That was a surprise. I thought most everyone stationed at these bases lived in barracks on the bases, like in the old Gomer Pyle show.

Times most certainly have changed. So apparently, like most everyone else, many military base folks have to commute to work on a daily basis. And it just won’t do to have members of the military not show up to work because of an earthquake.

Before I gave a recent presentation to about 300 people at military facility, the commanding officer stressed the importance of home readiness to his troops. While he did not mandate that everyone under his command prepare their personal residences for a major earthquake, he did stress that when such an earthquake strikes, failure by anyone to show up as directed to their post following such an event would not be tolerated.

It makes sense. The National Guard and Army Core are not the only responders in a major disaster. 

And, if a soldier is needed for the greater good, but the soldier or a family member is seriously injured by flying furniture within a few seconds of an earthquake, then that is a problem. Or, if any other first responder isn’t prepared at home, and home becomes a hazard in an earthquake, then that too is a problem.

The fact is falling furniture, broken gas lines and even wedged doors can cause significant ripple effects in an earthquake. The military seems to be doing something about that.

How about you?

 

 

THE QUAKE-PROOF BUILDING

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About three weeks after last year’s Napa earthquake, engineers from Stanford University unveiled what was called an “earthquake resistant” house.

The building was base-isolated; situated on rollers that allowed it to skate back in forth and remain unscathed in a shake table test that was described to be three times the “intensity” of the 1989 Loma Prieta earthquake. I was reminded of the news when I recently drove past the Disney movie studios in Burbank, California. My wife worked at the studios during the 1994 Northridge earthquake, and she told me that the buildings that suffered the most damage on the campus were the ones that had recently been base isolated. Base isolated buildings reportedly performed quite well in the Japan tsunami earthquake, while base isolated computer servers did not in the destructive 2011 Christchurch New Zealand 6.7 earthquake.

So how do you know if the building you are in is safe in an earthquake? Even engineers don’t always agree. World renowned earthquake expert and best-selling author Peter Yanev caused quite a stir with his New York Times article on the vulnerability of tall buildings in Seattle.

This came on the heels of a report from the Oregon Department of Education that announced that more than 1000 school buildings in the state had either a high or very high probability of collapse in an earthquake.

Still, large earthquakes have recently shown that we can build structures that can withstand enormous amounts of shaking. Check out the top left photo below. This is a building in Chile that shook for more than 4 minutes in an 8.8 magnitude earthquake in 2010.

1qc

Photos Courtesy of Peter Yanev

This building doesn’t even have a broken window, and shook longer and harder than most buildings ever will. Still, the company that occupied the building was put out of business, because they hadn’t bothered to secure the contents inside (the rest of the photos), but that wasn’t the building’s fault. It’s one strong building!

I live in a single story, wood frame home in Southern California. This is the exact type of structure that the USGS recently referred to as “Seismic Zones of Safety” due to their exceptional performance in earthquakes. And, unlike the company in Chile with the super-strong building, I HAVE secured the contents of my home. Still, I wonder. Should I put in some of those Stanford Rollers?

 

SOCIAL MEDIA AND DISASTERS

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Last week has seen a dramatic rise in folks “liking” Safe-T-Proof, on Facebook. Interest in earthquake preparedness products such as Safe-T-Proof fasteners and radios is at an all-time high, despite the fact that we haven’t experienced a significant temblor in the United States for many years, and the Napa earthquake of 2014 was small and had only a regional impact.

There was the recent San Andreas Movie. Did that get folks inspired to prepare?

IMG_0008

Maybe it was the recent New Yorker article about the Cascadia Subduction Zone, or the earthquakes in Oklahoma and Nepal that have peaked interest.

Whatever the cause, social media, while not abuzz, has at least started earthquake humming.

Much has been documented about the effectiveness of social media immediately following a disaster. Check out this article in Scientific American:

http://www.scientificamerican.com/article/how-social-media-is-changing-disaster-response/

Amazing stuff!   Still, all of this attention has got me thinking. How can we best use social media to help folk prepare for an earthquake? I may be late to the party here, but my guess is that not only can preparedness tips and tricks be shared using this medium, but the latest in scientific breakthroughs in the geology of earthquakes, early warning system advances, and how-to instructional videos on preparedness techniques. It’s all good information, and needed.

Remember that earthquake preparedness matters, and significantly reduces damage causes by earthquakes.

I encourage you to check out our Facebook Page. Visit often, get the latest and share what you know.