The IaaS cloud service, which will operated by VMware and delivered by partners, is built on the established foundation of vSphere, giving customers a common platform to seamlessly extend their data centre into the cloud.

Importantly, this means that customers will be able to utilise the same skills, tools, networking and security models across both on-premise and off-premise environments.

VMware has termed its public cloud strategy as an “inside-out approach” where workloads and applications running in virtualised data centres, essentially private clouds, can be taken to VMware’s public cloud. This approach will enable new and existing applications to run anywhere, thereby bridging the private and public cloud worlds. The features key to making this vision a reality include:

• Application neutrality which will support more than 3,700 applications and more than 90 operating systems that are certified to run on vSphere, so customers can get the same level of availability and performance running in the public cloud without changing or rewriting their applications
• Simplified management which allows customers to use the same tools and processes they use today to manage both on-premise and off-premise environments.  vSphere administrators will be able to view, manage and migrate VMs from the vSphere client using the free vCloud Connector plug-in

The new service, initially available in June through an Early Access programme, comes in two flavours:

• vCloud Hybrid Service Dedicated Cloud will provide physically isolated and reserved compute resources and will be sold on an annual term with pricing starting at around 8 pence an hour for a fully protected, fully redundant 1GB virtual machine with one processor
• vCloud Hybrid Service Virtual Private Cloud has a multi-tenant compute resource model, but with dedicated allocations for customers. Virtual Private Cloud will be sold on a monthly term with pricing starting at around 3 pence an hour for a fully protected, fully redundant 1GB virtual machine with one processor

In his blog Bill Fathers, senior vice president and general manager, Hybrid Cloud Services Business Unit at VMware said: “There is tremendous opportunity ahead in public cloud services, and VMware is doubling down on its strategy to accelerate the adoption of public cloud. Since 2008, we’ve believed in a model for IT that spans multiple data centres, leveraging a multi-cloud – or hybrid – architecture. As a result, we believe VMware technology has enabled more private and public clouds than any other technology platform. Today there are more than 200 vCloud-certified clouds globally, and VMware will continue to work with our service provider community to make our multi-cloud vision a reality.

“The vCloud Hybrid Service is a natural extension of this approach, making the benefits of the software-defined data centre available to our customers – and our partners – as a service. We plan to make the vCloud Hybrid Service technology and IP available to our service provider partners, and we believe our experience operating a cloud service will allow us to more rapidly deliver innovations to them in the coming months and years.”

For more information on VMware’s range of courses and certifications, please visit the Global Knowledge website at www.globalknowledge.co.uk/vmware 

The good news for existing Windows 8 users is that the new 8.1 version will be available free from the Windows Store as a downloadable update.

Microsoft’s Build developer conference in San Francisco on June the 26^th will see the launch of the new version as a public preview. The update will be available for Windows 8 and the ARM-based Windows RT.

Microsoft says that Windows 8.1 “…will help to deliver the next generation of PCs and tablets with our OEM partners and to deliver the experiences customers — both consumers and businesses alike — need and will expect moving forward.”

The question on everybody’s lips, of course, is just what new features the update will contain. Tami Reller, the chief financial officer and chief marketing officer of the Windows Division, gave a few clues when she said that the update will be more substantial than the regular patches Microsoft pushes out for the OS, but will not represent a dramatic leap like the upgrade from Windows 7 to Windows 8.

However, the IT industry being what it is, early build leaks and statements from Microsoft mean that we can already make quite an educated guess about some of the main changes. The word on the industry grapevine is that key elements of the new release are likely to be:

• Support for smaller 7-inch and 8-inch screen devices, so that Windows 8.1 will display well on these smaller screens – reinforced by the fact that Microsoft has confirmed OEM partners are working on smaller Windows 8 and Windows RT tablets and disclosed there are now more than 70,000 applications for the OS in the Windows Store.
• Following on from the previous point, it’s also believed that the update will be extended to multiple Microsoft platforms, including Windows server, the mobile OS Windows Phone 8 and applications like SkyDrive and Outlook.com.
• A split-screen capability that will allow the user to run two apps side by side, rather than one thin and one large as is currently the case, together with the capability to run three or four apps on the screen for those users with higher resolution devices
• A new browser, Internet Explorer 11, which will include Do Not Track protection and upgraded developer tools
• Greater integration of SkyDrive with the suggestion that the user will be able to back-up data to the cloud.

The big unknown appears to be whether we will see the return of the Start button in Windows 8.1. There have been lots of rumours, with Tami Reller doing little to dispel these by admitting that Microsoft was aware of the user demand for a Start button. “We have heard that, we definitely have heard that and taken that into account,” she said, before adding: “We’ve really also tried to understand what people are really asking for when they’re asking for that.”

So, we wait with interest to see how many of the above predictions prove to be accurate on the 26^th of June. One thing which is clear, however, is that the cloud-based delivery model will ensure a more regular update pace with Windows 8 than has previously been the case.

I will firstly start with Cisco’s recent Partner Summit that took place last week in Boston, where they unveiled their award winners for 2013. I am thrilled to say that Global Knowledge EMEAR was the recipient of the Geographical Region Awards for Learning Partner of the Year!

This award recognises exemplary partners who demonstrate best-in-class business practices and serve as a model to the industry within their respective region.

You can read the full announcement on our website at http://bit.ly/17Gzl0Z

Cisco have also launched new Business Value certifications

Cisco launched 3 new Business Value job roles and associated certifications whilst at the Partner Summit. An incentive programme is in place to help qualifying partners develop new Business Value competences and gain the certifications.

Global Knowledge, worldwide leader in Architecture and Business Value training and consultancy, and author of the award winning Business Architect Transformation Programme is proud to have supported Cisco in bringing these new roles and certifications to Cisco’s partner community.

Cisco partners can take advantage of Global Knowledge’s multi-language worldwide delivery schedule and Cisco incentive programme to gain these important new certifications.

You can find out more on the GK website at http://bit.ly/119jiF4

My colleague, Sarah Banks will also post more information on these new certifications over the next few days!

Finally, did you know that vendors will issue training credits for you to redeem against training? When purchasing new equipment or technology, Cisco will encourage you to take Cisco Learning Credits to ensure the equipment’s features and functionalities are fully utilised.

Not sure how to get Cisco Learning Credits? Don’t worry, Global Knowledge’s Cisco Learning Credit team can help. This can be as a lone purchase or as part of a network refresh, new Voice system, new technology (video, BYOD, Data Centre) or if you are switching vendor and looking to transfer those skills (includes networking, Microsoft OCS to Jabber).

For more information, visit our Cisco section on the GK website at www.globalknowledge.co.uk/cisco

Websites and blogs

A number of websites or portals which collate and publish ITSM information exist, but some seem to have too broad a definition of ITSM, others end up becoming a flow of adverts for products and services. And then there’s those that lose momentum and are only updated occasionally.

One site which does gets around all of those issues and has had some fascinating exchanges over the last 4–5 years, is Rob England’s IT Skeptic site. Of course the ITIL Official Site is also a prime source and I’m sure the new joint venture will provide some new channels too.

Clicking on a site looking for updates isn’t that efficient so I like to use RSS feeds, despite social media seeming to take over. My RSS feed reader of choice used to be Google Reader, but Google are dropping this. I’ve switched my feeds over to Feedly and that seems to work well for me on several different platforms.

Social media

As I mentioned above, a lot of “the action” has moved to other channels in the last few years. Twitter seems to have maintained its momentum and a lot of key ITSM people are active there. My issue is, due to training commitments, I can only dip in and out of it occasionally and frequently miss interesting conversations. This isn’t an appeal for followers as my own feed isn’t pure ITSM and is polluted with tweets on my travels, running and Leeds United. My tip would be to pick some of the people contributing to discussions on the websites above and look to see who they’re following and retweeting.

Google + also offers some activity related to ITSM, with some regular hangouts, but I have to admit I’ve not really taken to it.

Finally, Facebook is a good source, with the Back2ITSM group hosting some interesting links, resources and interactions.

Many business leaders are already familiar with the various benefits and advantages of cloud computing, from cost savings and productivity benefits through to improved mobility. However, a new study, Collaborating in the Cloud, suggests that the biggest business benefit of cloud technology may actually lie in its ability to foster collaboration and interaction between various employees.

The global survey of more than 500 executives, undertaken by Forbes and sponsored by Cisco, examines the ways in which business leaders increasingly look at cloud collaboration as a way to increase productivity, accelerate business results and enhance innovation and collaboration across borders and functions.

Major findings

The research reveals that more than 60% of executives believe cloud-based collaboration tools help businesses execute faster than would be possible otherwise, which can lead to faster responses to competitive challenges, as well as the ability to get products to market faster and speed up product upgrade cycles.

The survey breaks the respondents down into ‘leaders’ (those with significantly more experience with cloud-based collaboration tools than others — 14% of the total sample) and the rest. And, unsurprisingly, those with greater exposure to the cloud tend to have a greater appreciation of the potential of the cloud, with the disparity between ‘leaders’ and the rest showing up throughout other key findings which include:

• Cloud enhances collaboration across time zones and functional boundaries: 55% of those surveyed (and 87% of the ‘leaders’) say that capabilities enabled by cloud-based solutions represent a true breakthrough in collaboration. Cloud-based collaboration tools enable a wide array of enhanced capabilities in areas such as communication, product and service delivery, information sharing, tapping knowledge resources and group problem solving.
• Cloud enables more-efficient business processes: 58% of the total respondents (and 90% of the ‘leaders’) report that cloud-based collaboration has the potential to improve business processes. These processes include purchasing, manufacturing, marketing, sales and technical support.
• Cloud collaboration spurs innovation: 59% executives (and 93% of ‘leaders’) agree that cloud-based collaboration stimulates innovation.

How are organisations using cloud-based tools?

Well over a third of respondents (86% of leaders) say they are using cloud-based applications for greater workforce flexibility, providing video, voice, email, IM, data management and access to core business processes anytime, anywhere. The most advanced among these are also device-agnostic, allowing the BYOD (bring your own device) approach.

Meanwhile, 42% of companies (89% among leaders) are augmenting voice communication with streaming video delivered via cloud.

Elsewhere, nearly half of companies (and 90% of leaders) are using these tools extensively for multimedia meetings with remote participants and virtual teams, allowing people to share documents and record events.

Eric Schoch, vice president and general manager, Cisco Hosted Collaboration Solution business unit, summed up the major findings of the research when he said, “Clouds accelerate the roll-out of collaborative technologies such as voice, video, and conferencing so that companies can improve the efficiency of their decision-making and the quality of their customers’ experiences. As clouds and macro-economic factors increase the speed of business and collaboration, businesses look to clouds as a means to gain a competitive edge.”

For more information on Cloud-based learning solutions, contact Global Knowledge at www.globalknowledge.co.uk/cloud

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Global Knowledge provides Cloud Learning Solutions and Services to further transform the way organisations leverage Cloud computing. Our key Cloud Learning Solutions and Services include:

• Cloud Transformation Roadmap — showing a clear Cloud Adoption Lifecycle – process, to move to– and work in the Cloud.
• Cloud Customised Pathfinders — providing individual role-based learning paths, based on industry Best Practices and tailored to where you are in the Cloud adoption lifecycle.
• Individual Competency Assessments and Learning Architecture Recommendations — measuring the current level of skills and knowledge of individuals and recommending customised learning paths and architectures.
• Organisation Capability Assessment and Cloud Transformation Planning — a Global Knowledge Learning Architect working with you to assess organisational and individual capabilities and facilitating the Cloud transformation process.

Previously we reported on organisations failing to make the most of e-learning, this time the focus is on deficiencies in leadership development, together with some revealing insights into talent management and L&D budgets.

The survey asked organisations to identify a maximum of three leadership skills in which they had identified gaps. In findings similar to previous years, more than half reported deficits in performance management skills, with nearly as many reporting gaps in skills for coaching/mentoring and developing staff, leading and managing change, and leading people and people management.

Large organisations with more than 1,000 employees were more likely than smaller ones to report they have skills deficits in leading and managing change. In addition, as in previous years, the public sector was particularly likely to report a skills gap in this area (53% compared with 41% of the private sector).

The private sector had particular problems in their leaders lacking skills for coaching, mentoring and developing staff (53% compared with 40% of the public sector and 44% of the non-profit sector). In contrast, the non-profit sector is most likely to report gaps in performance management skills, in particular setting standards for performance and dealing with underperformance.

Encouragingly most organisations say they will conduct leadership development activities in the next 12 months .The main focus of these activities for over half of the respondents will be improving the skills of leaders to think in a more strategic and future-focused way. Other common objectives include enabling the achievement of the organisation’s strategic goals (45%) and developing high-potential individuals valued by the organisation (41%).

Approximately one in six organisations will focus on addressing the current underperformance of leaders or developing innovation and creativity to improve business performance.

Talent management

Elsewhere nearly three-fifths of the respondent organisations reported that they undertake talent management activities. Growing future senior managers/leaders and developing high-potential employees are identified as the key objectives of such activities.

Coaching and in-house development remain among the most effective talent management activities. Moreover, the proportion ranking in-house development among their top three activities has increased ten percentage points from 2011. More organisations also rank mentoring and buddying among their top methods.

L&D budgets

And finally it’s always interesting to look at industry-wide training budgets, if only to check if you’re not wildly outside the norm…

The survey reports that the items covered by a training budget vary across organisations, although most cover external courses and conferences, hiring external consultants and trainers, and books/training manuals.

The median annual training budget per employee was £303 (compared with £276 in the 2012 survey and £350 in 2011). However, this figure masks considerable variation within and across sectors. As in previous years the median training budget per employee was lowest in the public sector. The median number of training hours employees receive per year was 25, similar to last year (24), with no significant differences across sectors.

Perhaps unsurprisingly, just one in nine organisations anticipate an increase in learning and talent development funding in the next 12 months. Over two-fifths of the public sector and one-fifth of private sector and non-profit organisations actually anticipate reductions, although these predictions are less pessimistic than in last year’s survey.

Last month we dug behind Seymour Papert’s (of MIT) most quotable quote “You can’t teach people everything they need to know; the best you can do is position them to find what they need when they need it!” And whilst the principle is great, as ever, the devil’s in the detail. This month we focus on the issue of maintaining the knowledge base and ensuring it is trusted.

The great way to keep the database up-to-date is to involve the community and encourage user-generated content. But as soon as this point is raised, I find that most people respond immediately with a “you can’t trust it!” argument. My response is always the same – you’re assuming no governance model is in place, and, if the content requires provenance, then a governance model is essential.

Champion-challenger

In my experience the champion-challenger model is the most effective approach to governance. In effect, this argues that whatever content is there at the moment is the ‘champion’, but if anyone believes they know better they can then put forward a ‘challenger’; and, if it’s considered that the challenger is better than the champion then, guess what, it’s a situation of ‘the king is dead’ long live the king’!

Roles

Then there’s the issue of who decides what’s better ….. and that’s where the different roles within the community come in. Not every member of a thriving community is equal, and there are three typical roles; these are:

• Domain champion – the champion is typically the final arbiter on any points or issues, and, although that sounds rather autocratic, unless the role is performed in a consensual way, champions don’t stay as champions very long. Of course the champion role can always be performed by a committee or be rotated if that’s preferred.
• Domain contributors – people with recognised expertise in specific areas and therefore their contributions (whether to the debate or to the domain) are recognised for their provenance.
• Domain users – anyone who has been involved in a collaborative programme knows that, typically, there are people within the community who are active, but in a passive way! Most communities will encourage people to contribute, but the more critical the subject matter, the less contribution generally occurs.

Gamification

One of the approaches that any good community will use is that of gamification; practices such as comments, rating, voting, sharing, leader boards etc., can all be used as part of the governance process. That is not only a great way to encourage people to get engaged, but it also ensures that the hierarchical champion/contributor/user approach does not become over-bearing. But it’s always good practice to express gamification metrics within a roles hierarchy as that facilitates the evolution of the community.

Effective collaboration

Collaborative techniques can be extremely powerful; but it’s remarkably easy to see them as ‘flavour of the month’ that soon become a burdensome chore. The trick is to continually re-enforce the sense of common interest and shared destiny within the community – typically this can be done by seeding the community with discussions and sources and being proactive in driving engagement.

However, the core issue is that the outcomes from debates in the discussion area are captured within the knowledge vase and not simply left as vapour in the cloud.

The author

Alan Bellinger has outstanding experience in L&D and can be reached at abellinger@gmail.com

This makes keeping up with developments and new ideas quite challenging so I thought I’d share how I attempt to do so.

Podcasts/ audio

As a runner and frequent traveller, this is a good option for me. I don’t get as much time staring at a screen with a keyboard as I used to. Audio’s a good option as I can run, drive or walkthrough an airport while listening.

The ITSM weekly (although neither part of the title is something the hosts stick to), is now available in several versions. The original US version has over 100 editions now and recently had a guest from the new Capita Best Practice joint venture. The “rest of world” edition is the UK version which my colleague; Barry Corless, Business Development Director for Best Practice at Global Knowledge, appeared on a few times. There are also Nordic and Oceania versions but I don’t keep up with these as much.

You can find these podcasts via: http://www.servicesphere.com/podcasts/ or search in iTunes.

IT Sceptic (Rob England) also has sporadic podcasts: http://www.itskeptic.org/ITILpodcasts

In my next blog, I’ll include some of my other methods of keeping up to date.

The requirements are effective as of May 1, 2013 for a new partner. Existing partners who joined prior to May 1, 2013, will have a grace period until January 31, 2014 to meet the new requirements. Partner member level adjustments, where necessary, will be effective February 1, 2014. From May 1, 2013, requirements will be reviewed quarterly for partners in EMEA. Upon review, existing Silver and Gold partners have the opportunity to progress to the next membership level.

Citrix Solution Advisor Program Levels

Citrix Solution Advisors are part of the Citrix Partner Network. Solution Advisors act as trusted advisors in planning and building desktop and application virtualization, cloud networking, and enterprise mobility and cloud platform solutions for their customers.

The Citrix Solution Advisor program has the following membership levels:

• Silver Solution Advisor — Entry level into the program.
• Gold Solution Advisor — For partners who demonstrate a high-level of expertise and commitment, to one or more of Citrix technologies as a core part of their business.
• Platinum Solution Advisor — Partners who demonstrate the highest level of expertise and commitment, to the entire Citrix portfolio of products, as a core part of their business. Who have a well-established Citrix practice, and work closely with Citrix on sales, implementation and consulting engagements.

For more information on Citrix Partner Certification Requirements and to download the full Citrix Solution Advisor Program Guide, please visit our website or call 0118 912 1939.

Ashley Hanna has been a long-term volunteer at itSMF UK, and served for four years as a board member in the role as Chair of the Publications Committee.  In 2010, Ashley was the recipient of itSMF UK’s Paul Rappaport Lifetime Achievement Award for Outstanding Contribution to Service Management.

The “Ashley’s Big Challenge” team:

Reading Half Marathon itSMF UK team: Colin Rudd –Chair, John Windebank – Vice Chair, Ben Clacy – Chief Executive, Mark Lillycrop – Marketing and Publications Manager.

The Corporate Relay Global Knowledge UK team: Rosemary Gurney – ITIL® Training Consultant and itSMF UK management board member, Barry Corless – Business Development Director and  former itSMF UK Chair, Ashley Bantock – Cisco and HP Instructor and David Kenneally — Cisco Instructor .

Both teams took part in the event on 17^th March 2013 to support Ashley’s fight against cancer.

Although the biting winds, rain, sleet and even snow, seemed to be against them…the team completed the course despite the elements. Their combined efforts managed to raise a very impressive £2,100 for Macmillan Cancer Support.

“The elements became irrelevant thanks to the massive support of the people of Reading lining the streets and emails and texts from Ashley spurring us on” commented Barry Corless after the event.

The Global Knowledge team would like to acknowledge Colin, John, Ben, Mark, Rosemary, Barry, Ashley and David’s efforts to raise such a fantastic amount and take part in the big event, and of course, to wish Ashley all the very best in his fight against cancer.

Macmillan Cancer Support improves the lives of people affected by cancer. They provide practical, medical, emotional and financial support and push for better cancer care.

To find out more about Macmillan Cancer Support; who they are and what they do, please visit their website.

If you feel so inclined, you can make a donation to this fantastic cause by visiting “Ashley’s Big Challenge” page or the Macmillan Cancer Support donation page.