Cloud Computing for System Administrators

The job of a system administrator is changing in the face of cloud computing. As systems move to the cloud, attention shifts from managing physical resources to managing virtual systems. Organizations will look to system administrators for leadership in architecting and rolling out cloud environments. It can feel like a daunting task with so many cloud vendors available. Instead of focusing on the vendors and cloud technology, let's examine what this means for system administrators as they tackle these new initiatives.

Migration

For system administrators working for organizations with an existing physical server presence, the number one step is to migrate those systems to the cloud. There are many concerns and issues that can arise depending on the vendor or vendors chosen.
Does it make sense to rebuild the entire system from scratch?
Does an existing system image that offers 80%+ of the functionality needed? The most reasonable solution may be to make a virtual copy to migrate to the cloud vendor. Sysadmins need to understand the tools and support options available to them for moving systems to the cloud.

Organizations with a large amount of data, e.g. hundreds of gigabytes or terabytes, must have a strategy for moving that data to the cloud. Sysadmins can develop a migration plan that is dependent on the frequency of access and change to the data. Other aspects come into play.
An organization could mandate that no data becomes inaccessible at any time during the migration. These constraints can affect the level of effort necessary. System administrators will need to provided their expertise to level expectations with costs and time.
Thankfully, vendors offer numerous options while many third-party tools, both commercial and open-source, are available. All of these options can significantly save on time and costs if implemented correctly.

Hybrid Environments

Integrating with existing environments is almost unavoidable when moving to the cloud. Local networks often need to connect with the cloud environment. This requires provisioning of both local and cloud resources with compatible protocols.
If the sysadmin is combined with the network administrator role, establishing the proper connections through route tables will be necessary. Knowing how to configure resources to make and keep a successful connection then becomes an essential skill.

Some organizations may want to bridge together two or more cloud environments from different vendors. This is certainly possible with the proper design.
Sysadmins can design and build hybrid environments that offer the best in terms of performance and cost to meet requirements. The challenge for them is understanding which vendor is best suited for each specific need of the organization. Innovation by cloud vendors means sysadmins need to stay up-to-date on the various offerings.

Provisioning

With the advent of cloud computing, system administrators finally have renewable, recyclable resources that are easy to provision. Creating a new server is as simple as a few clicks. Replacing an existing server is just as simple.
On top of the ease, provisioning takes far less time in the cloud than in traditional environments.
Made a mistake in choosing server specs? Image the contents and start up a new server with that machine image.

Managing a cloud environment means more than just keeping all systems operational. Administrators must now keep an eye on the cost of running the environment.
Hardware costs have been replaced with paying per compute hour, sometimes with licensing costs included and sometimes not. Warranties are gone.
Support contracts have moved from the hardware vendors to the infrastructure vendors. Managed services trade full control over the setup, maintenance, and general operations with lower cost, pre-built common scenarios, and little to no required maintenance. Understanding these trade-offs will help sysadmins work with others to build a cost-effective, reliable solution.

Security

Security is a major concern in the cloud. Everybody involved in the cloud environment has a responsibility to secure it. Vendors are responsible for securing physical access to the hardware.
Securing the network and other provisioned resources falls on the organization. In smaller organizations, this could mean the sysadmin owns it.
Whether in charge of the security or not, the admin should be familiar with his or her cloud vendor's security model.

Roles, groups, users, and policies are common mechanisms for granting and restricting access. Most cloud vendors have created granular permissions.
For example, a policy might grant permission for a user to create an instance in one region and deny it in another. In cloud environments, this can be an issue.
A sysadmin will have a lot of work to do If a developer accidentally creates a script that spins up resources and fails to shut them down. Therefore, prevention is key. Just like traditional environments, security should be an upfront consideration.

Permitting or blocking network access, a role traditionally owned by network administrators, is something easily configured in the cloud. System administrators are better off understanding how this is done as well as when to use a particular method of securing resources over another.
This is especially true given how cloud-based jobs tend to merge together because of the convenience. Plus, the more skilled an administrator is in managing the environment, the more in demand he or she will be.

Uptime

Once in the cloud, an organization will expect systems to be available at all times. This does not happen without some careful consideration. Thankfully there are many tools at a sysadmin's disposal to meet uptime requirements.

Cloud vendors do a very good job of integrating their datacenters usually based on proximity to one another. This makes regional infrastructure capable of withstanding single datacenter outages if implemented to handle that situation.
A sysadmin should know which managed services offered by his or her cloud vendor support multiple datacenters and how those managed services can be utilized in the organization's environment. Examples include running a managed database with failover capabilities, websites distributed across multiple datacenters, and remote storage.

System administrators cannot be expected to work 24/7 to guarantee uptime. As a result, the use of automation becomes a critical component. Without it, scaling applications might not happen when systems really need it.
Sysadmins can use various metrics, and even custom metrics, to detect events. Those events can trigger scaling activities and notifications such as email and text messages. Configuring the right combination of event responders can make a sysadmin's job much, much easier.

Disaster Recovery

Headaches caused by hardware failures do not necessarily go away in the cloud but the chances of encountering them are significantly reduced. Underlying hardware failures do happen and typically can be recovered from assuming the proper steps were taken to backup data.
System administrators familiar with methods for backing up systems and data can establish realistic recovery time (RTO) and recovery point (RPO) objectives. In the cloud, an admin can provision environments to validate RTO and RPO without affecting production environments.
This is useful for auditing plans especially for 3rd party audits that expect recovery plans to be met.

A common reluctance for moving to the cloud is outages that are beyond the control of the sysadmin. Instead of being caught in that situation, sysadmins can prepare for the inevitable by running infrastructure globally.
If a single region becomes unavailable, another region can be made active. Treating infrastructure as code gives admins the ability to bring up new regions with relative ease. In the rare event of a global outage for a particular vendor, the infrastructure code can be used as a resource for building an environment with a different vendor. This would require a system administrator with multi-vendor cloud knowledge and experience.

The disaster recovery approach is influenced by other factors such as the budget and how important it is to keep the environment running with maximum uptime.
Maybe the best approach is to recover to a traditional datacenter environment yet that options is cost prohibitive. The sysadmin will be the expert in meeting these requirements. Without a strong understanding, he or she runs the risk of spending too much, not providing for an accurate recovery, or both.

At Cloud Academy, we have developed learning paths to help system administrators become top notch cloud architects.
Whether you plan to build cloud environments or work for cloud vendors, knowing the cloud is critical to your growth. Cloud Academy is the "go.to" resource for knowledge on cloud vendors and technologies. Start your learning path today.

 

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18 Best Tips to Get a Job after 40, 50 or 60 years:

Most companies are very conventional in their hiring approach. Hire young people and ideally let them work till they retire. All the large corporations that were set up in the 20th century whether it be Automobile companies, Banks, Insurance, and Electronics almost all of them focused on hire to retire policies. However, things started to change with the advent of IT Services companies, Tech startups, Mobile companies and all these fostered a culture of freelancing, working remotely, being loyal to your skill more than to your company. This shift intensified in the first decade of the 21st century. Older organisations that dominated the business landscape found their business up-ended by various technological innovations and they have been laying off people in the last decade to survive.

This has resulted in an unusual change in the employment marketplace. There are many professionals now in the age of 40's, 50's and even 60's who are actively seeking employment. These professionals given a chance may not have readily changed their employment so easily. With business changes and layoffs being the order of the day its very easy to be very self-conscious about being a certain age when the average age of the CEO has decreased dramatically.

But it also means experience, maturity, evolvement, and more. Hence, there are companies that are open to employ people after a certain age. Those who are looking forward to get hired after 40, 50 or 60 shouldn't feel conscious or wallow in self-pity. What you all should do is get up with pride, be confident and proud of your age and go about job searching. You will find companies waiting to recruit you.

So if you are 40 +, or even 50+ and actively looking for a job, look at the following steps and you will be on your way:

1. Try and try till you succeed: Many countries have are laws against discrimination related to age. These type of discrimination will be more subtle and packaged within other acceptable reasons of rejection.

The universe of companies is large enough and it's important to not brooding over rejection too much and feel bad about your age. Your age is something you can't change and hence, regard it as a positive factor. Stick to the job hunt and keep up the discipline to find a job.

2. Work on the challenges: Whenever you face a rejection for your job applications identify the reasons why you were not considered for the job. Identifying the gaps in your skill set or the positioning of your Profile is very important for your next job application. It's also an important way to understand how employers think.

Knowing the gaps helps you understand what can be bridged easily. Filing skill gaps is easier than others but is challenging. Bridging experience gaps are not so easy and can be only done over time and may require some creative solutions.

3. Overcome your fears and anxieties first: If you have been in your previous job for a long time, looking for a new job is anyway a nerve wracking experience, if you feel under confident about your age then it adds upto even more uncertainty in your mind. First you need to get confident about your age, confront your anxieties and only then you can convince others that your age isn't that important a matter. People usually look at you the way you look at yourself. And as that saying goes, 'Nobody can make you feel inferior without your consent,' feel confident so that others have confidence in you.

4. Drop the 'I am the know-it-all' attitude: Many professionals in their 40's and 50's come with a very large body of experience. In your job application and interview process it's very easy to get carried away with the "Been there, done that". This is puts off many employers. Its important to carry this experience in a professional manner and highlight that as an area where you can make an impact to the employer organization.

5. Be flexible: Flexibility and adjustment is needed at every course of one's life, then why not show it at work too? Be open to learn new things and show readiness to accept challenges. The pace of change at the workplace has accelerated dramatically. If it was jus the introduction of email in the 90's , it's a ton of ERP workflow systems like SAP or other digital tools that drive workplace efficiency today. Don't be stubborn and resist. If a job requires you to learn a new skill, learn it. Don't get stuck in 'I have reached 50 or 60, I am not sure, I need to learn this now' approach. When you are open to learning, and try out new duties, you will find many opportunities beating to your door.

6. Change your outlook towards yourself and life: Once a person reaches a certain point in his life, a sense of contentment and complacency creeps in and the motivation to keep pushing decreases. This type of thinking is reinforced by a few job rejections. Depression sets in and one starts to view everything with a negative mind set. This is specifically true if you are older and often candidates get beat up on the age factor in a not so direct manner. Be positive towards life. Don't be hard on yourself, neither should you feel sorry for yourself. When you change your outlook, you will find that the whole world's attitude towards you have changed as well. Then go about the job hunting with a smile on your face.

7. Don't pay heed to what 'people' have to say: It can happen that when you confide in some people that you are looking for a job at 50 or 60, you will get all sorts of feedback including those that they may try to dissuade you and comment negatively. Do not let such negative attitude affect you at all. It's important to remember what you want out of your life, you will get as long as you are ready to work hard for it. You try for jobs, send out resumes, you will receive a favourable response. Don't get depressed just because someone made a few hasty remarks.

8. Analyse what needs improvement: If you have had no success in getting any interviews even after sending resumes everywhere, you must have started lamenting that it is your age that is causing hindrance. It might not. May be there is something in your resume itself. Revamp your resume, see and present your experience in today's context and change accordingly. If you have not bothered to open social media accounts so far, then go ahead do it. Create a LinkedIn profile and if you already have one, the revamp it. Take action to get some result.

9. Polish your interview skills: If you haven't had the need to attend a job interview in the past some years or so, and now you are looking for a job, then this is the time to polish your interview skills. Interviews and recruiting process have undergone lots of changes and you should be aware of the latest trends and fads. Whether you like it or not, you will be subjected to it. You can get ample information from articles and websites. If possible, seek the help of a friend for a mock interview and record it. Check your voice, your posture, the way you speak, etc. Work on these and be prepared for the interview call!

10. List the temporary and off-the field jobs you have worked in: Sometimes, a company may want to hire a candidate in the 50-60 job for a part-time job or for a certain assignment or even for an interim position. In such opportunities, previous experiences might come handy. Even your volunteering work can help showcase your mature and experienced side of your professional personality.

11. Get on to social media: There is this assumption about people in the age 50-60 that they are not so tech-aware. Refute these notions by being tech-savvy. Open social media accounts. Have a twitter account and tweet about latest development in your field on a regular basis. You can even start a blog for that matter. This creates an online presence for you and also generates a favourable impression in the minds of the recruiters that look you up before meeting you. In today's recruitment methods, social media accounts rank high. It could work in your favour too.

12. Appearance does help to some point: On one side, it is often said that it is not appearance that matters for a job but qualifications and experience. If it is possible, dye your hair or get a nice hair cut. Also change your dressing style to make it more contemporary. But whatever it is, do not try too hard or over do it. Dress your age with a little style to spice it up.

13. A job is what pays you: Do not stick on to the rigid definition of a 'job'. Anything that pays you for your expertise is a job. And today, you will find various ways in which you can earn money. It can be a freelance job, or work as a research fellow, market research assignments or even a few hours for consultation. Look around for opportunities and grab that comes your way as long as you are comfortable and happy with it. The internet is a great way to look for opportunities that help you make money off your passion.

14. Your age is a plus, not a minus: The years that lie in your age signify a fulfilled and well-lived life. Your age is all about experience and learning. It is a positive asset. At this age, there are lesser chances of making mistakes that a new college graduate would do. Once you look at your age positively, others will do so too.

15. Let go of certain things: When you are about to enter a new job phase, there will be certain factors that may not be to your liking, from simple things to more complicated ones. May be you are not comfortable with your seat. You can ask for a change and if that does not happen, do not sit and complain. See how you can fix things up. May be, at times, you may feel that the salary does not match your experience. Its important to remember that , most of the time salary is related to the experience in the job and not any experience in general. You may not like that your supervisor is younger than you. Whatever the issues might be, smile and get along with it. In the long run, it is the job that matters and the fact that you are gainfully employed with a decent pay.

16. Getting hired after 40: Age 40 is considered young, mostly. The 40's is where most people set themselves up to become CEO's of the future. Yet, when you are looking for a job after 40, or if you are looking for a job in a different field, then better brace yourself. Gather all the information you can about the new field and if you need to get additional skills, then be it. You will find that recruiters are a lot more responsive in the 40's than beyond. If you are looking to change fields, you might need to reskill some and position yourself differently to really create opportunities.

17. Getting hired after 50: If possible, it is best to seek the help of a career coach or a recruiting agent for they will be able to guide you well of the possible job adjustments you may have to make or of the companies who are looking for experienced candidates. Be confident about yourself and your age and send resumes. Do not be resistant to change, be flexible and embrace what comes your way with respect.

18. Getting hired after 60: Check your resume, does it make you look too old? Instead of listing each and every job in your resume, just include those ones that will be relevant to the job. If you are not very tech aware then it might be a good time to start working on it. Brush up your computer skills, be active on social media, go for a subtle makeover and if a job requires that you attend a course, go ahead. Grab the opportunities that are coming your way by being flexible and adjusting.

Age should not deter you from living a fulfilling life. There may be talk of recession and growing unemployment but at the same time, remember that new markets are emerging and new jobs are being created. Getting a new job requires efforts and this is true for any new college graduate or young employee too. If you are getting no responses, then it is may not necessarily be because of your age.

Try some of our suggestions and get job ready for some of the emerging new jobs. Work hard on your attitude and approach and build a confident and positive outlook about taking on jobs that come your way. Your next job is just an interview away, and your age, 40, 50 or 60, can work as an asset. All you need is a change of mindset.

How To Make Friends As An Adult.

The reality is that many of us do find it harder to make new friends in our later twenties and thirties, but, since this isn't really discussed all that often, we can sometimes be left wondering if it's just us who's having a hard time with it.

I don't think that's the case at all. In fact, I think for a lot of us, making friends as an adult can feel hard.

So in today's post, I want to share with you why I think this is, maybe help you feel a bit less lonely with this particular struggle, and offer up some practical, actionable guidance and therapeutic inquiries if making friends as an adult is something you're personally struggling with.

 

Obviously, having friends is a good thing.

I doubt that I need to tell you that having friends is a good thing.

It's what half the sitcoms and movies of the world center on and, as Cicero anciently opined, "Friendship improves happiness and abates misery, by the doubling of our joy and the dividing of our grief."

But did you also know that friendship may make us live longer?

Or that, according to a study published in the Journal for Developmental Psychology, best friends buffer the physiological stress effects in our bodies and the psychological impact on our "global self-worth."

And, as the mother of all longitudinal happiness studies – Harvard's Grant Study – as analyzed by The Atlantic pointed out, "The seventy-five years and twenty million dollars expended on the Grant Study points … to a straightforward five-word conclusion: 'Happiness is love. Full stop.'"

And, in my professional opinion, for those of us who identify as un- or under-parented, or who live far away from families of origin and aren't super connected to a local community, friends become your veritable family. Your urban family. Your family of choice. Sometimes the person or people you need or want to list as your emergency contact. Your go-to. Your person.

For these and so many thousands of other reasons, friendship is obviously critical to overall life fulfillment.

But what's also true is that, for many of us as we age up through our late twenties and thirties, it can often feel harder to maintain old friendships and more challenging still to form new friendships at quite the same intensity and depth as our prior ones.

So why is this?

 

Why is hard to make friends as an adult?

While there's no one single reason as to why it may feel harder to form friendships as an adult (we all have our unique situations that contribute to this), generally speaking, there are, I think, three primary reasons why it might feel harder:

1.        Reduction of built-in cohorts.

2.       Reduction of intensity of shared experiences.

3.       Schedule overwhelm.

Reduction of built-in cohorts.

What do I mean by reduction of built in cohorts?

Think about it: From roughly ages 5-22 we journey with a built-in cohort of companions from kindergarten to college that basically bakes in daily socializing to our lives.

We don't have to work quite so hard at curating friendships (or even acquaintances) because year after year we meet new folks in our classes, our extra curriculars, even the summer camps or summer jobs woven in throughout.

We're thrown together with people based on proximity and interests during some of the most intensely formative times of our lives.

But when you hit your twenties — unless perhaps you head off to grad school or enroll in the Peace Corps — your built-in cohorts likely reduce to those you work with or live near.

And while this definitely still exposes you to new people all of the time (think about all the job changes and moves you will or have made in your twenties and thirties!) the intensity of the connection may shift and change from days past.

 

Reduction of intensity of connection.

Please don't mistake me: I don't think life gets less intense in your late twenties and thirties. (Arguably it gets more so!)

But the shared experience of how you go through these times as you age shifts.

In your teens and twenties, your intense life experiences happen side by side on your varsity soccer team, in your dorm, in your sorority, etc., etc., Later on, though, post-college and grad school, you're still having intense moments but perhaps only sharing them with housemates or a favorite coworker or friends you may see less often.

As we age, most of us become a bit more isolated in who and how we experience intense life moments with unless we proactively work to shift that.

And given how overwhelming schedules can become in your late twenties and thirties, this takes work.

 

Schedule overwhelm.

In our late twenties and early thirties, there's usually a tightening and compacting of schedules that life demands of us.

Exploration – career and hobby wise – may fade, priorities may shift, schedules demand more from us at work or in commutes, and simply juggling the logistics to get two people together on opposite sides of a city (let alone four if you're trying to hang as a couple) can feel increasingly hard.

So all of this to say: maintaining old friendships and forming new ones may feel much more logistically challenging.

And whether or not it's reduction of built-in cohorts, reduction of intensity of shared experiences, and schedule overwhelm, or some combination of these elements or none of them at all, if you're struggling with making new friends as an adult, please realize you're not alone in this.

I think it feels hard for many people for these and many other real, practical reasons.

Ways to Build an Extraordinary Team Culture

Employee teams are one of the best ways to get things done in any business. When you take a group of independently talented people and create a team in which they can merge their talents, not only will a remarkable amount of energy and creativity be released, but their performance, loyalty and engagement will be greatly improved.

Here are five steps for building an extraordinary team culture:

1. Create a team-oriented organization

Make teamwork one of your core company values, and put a clear emphasis on self-managing teams that are empowered to make their own decisions. Don't just talk about teamwork. Show your employees the seriousness of your commitment by giving teams the authority to get their jobs done on their own terms, while ensuring they accept responsibility for the results.

2. Assign serious team goals

Give your teams really important assignments and projects, not just planning for next summer's annual company picnic. Bring teams in when you're looking at new trends in the market, or need to see things through new eyes. It's important to mix it up and not have the same people making the same decisions all the time. Ask them to challenge the status quo and the conventional wisdom. This will help to keep your company fresh and ahead of the game.

3. Encourage informal teams

More work in organizations is accomplished through informal teams than formal ones. It's therefore in your interest to encourage the proliferation of informal teams throughout your company, addressing any and all issues and opportunities that capture their interest. When your employees are able to tackle concerns themselves, without elevating every little decision to top management, you'll have a much more efficient organization.

4. Cross-train employees

When employees understand how different areas of the company work, they are more apt to make decisions that benefit the company as a whole, rather than solely their own department or group. Give your employees the opportunity to learn other people's jobs. Some organizations go as far as switching employee roles on a daily, weekly or monthly basis. And don't forget your managers. Have top executives spend a few days working on the front lines with customers or directly with your product. They'll have a new appreciation for what your regular employees go through on the job.

5. Provide team resources

No matter how talented a company's individuals might be, teams cannot be successful without the proper resources. Teams need a designated and available place where they can regularly meet. Nothing much can be achieved in an over-crowded lunch room. All employees need to be given adequate time to devote to their team meetings, with no grief from supervisors. And make sure to supply your teams with an appropriate budget if required, and the permission--with guidance--to spend it as they see best for the company.