Epi Torres

In an earlier post, I introduced the concept of indispensability and I identified the following four factors as key to how indispensable you are perceived to be at work: Accomplishability: your ability to accomplish valued results. Value/Cost: the value delivered perception relative to the cost. Supply/Demand: the market dynamics of your position, skills, etc. Likeability:  [...]

In an earlier post, I introduced the concept of indispensability and I identified the following four factors as key to how indispensable you are perceived to be at work: Accomplishability: your ability to accomplish valued results. Value/Cost: the value delivered perception relative to the cost. Supply/Demand: the market dynamics of your position, skills, etc. Likeability: [...]

In an earlier post, I introduced the concept of indispensability and I identified the following four factors as key to how indispensable you are perceived to be at work: Accomplishability: your ability to accomplish valued results. Value/Cost: the value delivered perception relative to the cost. Supply/Demand: the market dynamics of your position, skills, etc. Likeability: [...]

In my last post, I introduced the concept of indispensability and I identified the following four factors as key to how indispensable you are perceived to be at work: Accomplishability: your ability to accomplish valued results. Value/Cost: the perception of value delivered relative to the cost. Supply/Demand: the market dynamics of your position, skills, etc. [...]

There is no better strategy for job security than to become as indispensable as possible to your organization.  Indispensability is a sense or perception others have of you.  It is a belief that you would be “difficult” or even better “impossible” to replace if you were to leave your job.  Here are a few words [...]

In this post, I am going to discuss what the most valuable (or highest paid) employees do and how they think.   I will briefly list strategies they use to make them worth more to their customers and thus to their employers. The most valuable employees tend to think and act differently than the average.  Interestingly, [...]

The model we use to frame our key capabilities is simple and straightforward.  It includes five components that we believe are critical to the performance of Remote DBA Experts’ Key Service Delivery Capabilities: Information Processes Skills Sub-Capabilities: methods, tools, systems, etc. Other: control parameters, attitudes, etc. Let me illustrate the model using our Problem Prevention [...]

In my last two posts, I described key capabilities and capability maturity.  In this post, I will delve into the Capability Maturity Optimization process.  Optimization, in a nutshell, is the process of continuous improvement.  It means setting goals, objectives, and metrics for assessing performance and taking action to optimize the capability based on how it performs.  [...]

Capability Maturity is simply the level of development and performance of a particular key capability.  The classical approach to capability maturity involves assessing the level (1-5) at which a capability operates according to the standard set by the developer.  The most popular of which is the Software Development CMM standard developed many years ago by [...]

As I mentioned in my last post, our key capabilities at Remote DBA Experts are those that support our ability to be most proactive, responsive and effective.  Let me now expand upon each of the key capabilities. Proactiveness Capabilities Proactiveness is first and foremost an attitude. Thus, it comes from people and it starts with them.  [...]