Performance Tuning for Linux(R) Servers

You need real people managers, not just executives with ˜manager' on their business card.

Create people managers whose job is to make sure the ˜techies' in your business get their needs and expectations fully met.

Expect to hire teams of talent, not just individuals. This is a trend just getting underway again.

Talent agents (currently masquerading as interim management operators) are beginning to develop, and business loves them as they give huge flexibility.

Expect to share talent with other firms, particularly joint- ventures and alliances.

A need to be able to manage people not on your direct payroll will call for negotiation and persuasion skills.

The need for an over-50 strategy, to make best use of this generation and make sure they don't block the pipeline for upcoming talent.

A need for a diversity plan to get new people with new skills into the business.

The need to create the ˜cosy' workplace where employees feel they do contribute and are not just part of a huge corporate machine.

Be ready for unknown competitors as job responsibilities merge and technology makes every business global.

Appoint a talent officer to care about finding the best outside AND inside your business.

Learn how to ˜sell' these emerging people issues to the CEO and top management.

Get help from outside to confirm what's happening and get the CEO's attention.

Work at getting the top managers from around the firm ˜on-side' to the workplace revolution.