Security Manager Salaries by education, experience, location and more #network #security #administrator #salary, #security #manager #unemployment #insurance #benefits #compensation #unemployed #salary #range #job #search #career #education #salaries #employee #assessment #performance #review #bonus #negotiate #wage #change #advice #california #new #york #jersey #texas #illinois #florida


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Security Manager Salaries

Alternate Job Titles: Security Manger, Security Manager

  • What is the average annual salary for Security Manager?

      How much does a Security Manager make? The median annual Security Manager salary is $87,875. as of June 28, 2017, with a range usually between $75,115 – $102,805. however this can vary widely depending on a variety of factors. Our team of Certified Compensation Professionals has analyzed survey data collected from thousands of HR departments at companies of all sizes and industries to present this range of annual salaries for people with the job title Security Manager in the United States.

      This chart describes the expected percentage of people who perform the job of Security Manager in the United States that make less than that annual salary. For example the median expected annual pay for a typical Security Manager in the United States is $87,875, so 50% of the people who perform the job of Security Manager in the United States are expected to make less than $87,875.

      Source: HR Reported data as of June 28, 2017

      • About this chart

          This chart describes the expected percentage of people who perform the job of Security Manager that make less than that salary. For example 50% of the people who perform the job of Security Manager are expected to make less than the median.
          Source: HR Reported data as of July 2017

          Manages a group of security guards who ensure the protection of an organization s facilities. Develops and enforces security procedures and regulations. Acts as a liaison to all departments on security measures, procedures, and needs. Requires a bachelor s degree. Typically reports to a manager or head of a unit/department. Manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Extensive knowledge of department processes. Typically requires 5 years experience in the related area as an individual contributor. 1 to 3 years supervisory experience may be required. View full job description



      How to Clear RDP Connections History #rdp #manager #software


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      Posted on September 12, 2014 · Posted in Windows 7

      How to Clear RDP Connections History

      For each successful connection to a remote computer, an RDP client in Windows (mstsc.exe) saves its name (or an IP address) and the name of the user that has logged in. Later this information is used by the rdp client that offers the user to select one of the connections that he has used previously, allowing to select the name of the remote rdp server, and substitutes the user name to log in.

      This is convenient to the end-user perspective, but unsafe from the security point of view, especially when the rdp connection is initiated from a public or untrusted computer.

      Information about terminal sessions is stored individually for each user of the computer, i.e. a user (assuming an ordinary user, not an administrator) can t view the connection history of another user.

      In this article we will explain where Windows stores the history of Remote Desktop connections, and how to clear it.

      How to Delete the History of RDP Connections in Windows

      It s impossible to remove a computer (or computers) from the list of rdp connections using conventional Windows features, so you have to make changes to the system registry.

      1. Open the registry editor regedit.exe and navigate to the HKEY_CURRENT_USER\Software\Microsoft\Terminal Server Client
      2. We need two registry keys Default (keeps the history of the last 10 rdp connections) and Servers (contains the list of all rdp servers and user names previously used for logging in)
      3. Expand HKEY_CURRENT_USER\Software\Microsoft\Terminal Server Client\Default which contains the list of 10 rdp servers that have been used recently (MRU means Most Recently Used). The name (or the IP address) of the terminal server is kept in the value of the key MRU*. To clear the history of the most recent rdp connections, select all keys with the names of MRU0-MRU9. right-click on them and press Delete .
      4. Then expand HKEY_CURRENT_USER\Software\Microsoft\Terminal Server Client\Servers. It contains the list of all RDC (remote desktop client) connections that have ever been established from this computer. If you expand the node with the name (or ip address) of any server, the UsernameHint key (hints the user name) shows the name of the user connected by rdp.
      5. To clear the history of all rdp connections and stored user names, you need to clear the contents of Servers key. Since it s impossible to select all the branches, it s easier to delete the entire Servers branch and then to recreate it.
      6. In addition to the keys in the registry, you need to delete the default rdp connection (which contains information about the latest rdp connection) stored in Default.rdp (this file is a hidden file located in Documents ).

      Note. The described method to clean the history of terminal rdp connections works on all versions of Windows XP, Vista, Windows 7, Windows 8 and server platforms like Windows Server 2003/2008/2012.

      How to Clear the RDP Connection History (Logs) Using a Script

      Above we have discussed how to clear the connection history manually. However, doing it manually (especially on multiple computers) is time consuming. Therefore, we offer a small script (BAT file) that allows to automatically clean up the history of connections.

      To automate the rdp history cleanup, you can put this script in the startup or to extend to clients by using a group policy.

      Let s consider all the steps of the script:

      • Disable the output of the information to the console
      • Delete all the values in HKCU\Software\Microsoft\Terminal Server Client\Default (clear the list of recent connections)
      • Remove the entire contents from HKCU\Software\Microsoft\Terminal Server Client\Servers (clears the rdp connection history and the stored user names)
      • Recreate the previously deleted branch
      • Go to the directory with the Default.rdp file.
      • Change the Default.rdp file attributes, by default it is Hidden and System
      • Delete the file Default.rdp file

      Note. By the way, the function of the RDC history cleanup is built into many system and registry cleaners , such as, CCCleaner, etc.

      In case if you want to completely disable the history of remote desktop, you can try to disable writing into this branch of the registry as described in the article about the disabling (but you should understand that this is an unsupported configuration.).



      Book an Event #book #an #event #at #the #la #convention #center, #have #an #event #at #the #los #angeles #convention #center, #booking #an #event, #event #manager, #rfp, #sales, #event #form, #la #convention #center #rfp


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      Book an Event

      Experience the L.A. Difference

      Our dedicated team of event professionals will work with you to plan and develop your event from start to finish. We create a collaborative environment driven by our common goal: to create a successful event that will exceed our client s expectations. The process begins with the client completing the form below. Once we receive your inquiry, one of our knowledgeable Sales Managers will contact you to identify the best space to host your event as well as provide you with facility information and other resources. After the license agreement is signed, one of our talented Event Managers will work with you to bring your event vision to life. We pride ourselves in providing excellent customer service and ensuring that every event held at the LACC is successful.

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      A free information guide to introduce the revolutionary Altien Legal Document Manager to your organization

      In this special guide, Allen Morgan of Altien unveils a new approach to legal document and matter management, created specially for legal departments and corporate legal teams – an approach that encompasses document management, matter management, project management, contract management, calendaring, task management and workflow, all in one system.

      Why choose Altien for your Legal Department?

      Built on the IBM FileNet Enterprise Content Managemen platform

      Altien Legal Document Manager is built on the IBM FileNet P8 platform, it enables organizations to bring together all their documents, emails, images and other media into a single, hugely-scalable and flexible system.

      Strong User Buy-in

      Legal Document Manager works the way lawyers expect. It is simple to learn and, more importantly, efficient for frequent use – delivering an outstanding user experience and lasting project success.

      ROI within 12 months

      A focused project, combining Legal Document Manager’s implementation approach and software functionality, creates significant time and storage savings making Legal Document Manager a profitable investment for the first and each every subsequent year.

      Legal Document Manager helps meet the information lifecycle management and compliance requirements for your department.

      Legal Document Manager enables a legal team to contribute, classify and collaborate on critical documents in a timely and efficient manner. By automating processes it reduces time spent on routine, manual tasks and improves workload management.

      Improved Working Practices

      Legal Document Manager integrates seamlessly into existing applications, especially email and Microsoft Office, saving time for each lawyer while encouraging team collaboration and adoption of best practices. Additional benefits include interfaces to eDiscovery and Matter Management solutions, while the Enterprise platform enables information sharing and business process co-ordination with other corporate departments.



      Program for Leadership Development #leadership #development #program,high #potential #leaders, #pld,leadership #training,harvard #business #school,hbs,executive #education,pld #alumni,comprehensive #leadership, #alumni #status, #leadership, #personal #leadership, #analytics, #tools, # # #techniques, #financial #management, #global #strategy, #marketing #strategy, #general #manager, #mid-level #manager, #mid-level #executive, #general #manager, #mid-level #manager, #mid-level #executive, #high #potential #leader, #marketer, #young #executive, #top #performer, #michael #l. #tushman, #john #t. #gourville, #gary #p. #pisano, #eugene #f. #soltes, #rohit #deshpandé, #tsedal #neeley, #dennis #a. #yao, #kathleen #l. #mcginn, #j. #gunnar #trumbull


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      Program for Leadership Development

      Focused on leadership, change, and innovation, PLD empowers you to take on the cross-functional responsibilities of corporate leadership. Its highly integrated approach broadens your understanding of core operations and best practices, and deepens your confidence to lead high-performing global teams and cross-functional initiatives. With a broader grasp of management, you will return to your organization ready to identify problems, formulate solutions, and adapt to global market shifts.

      Focused on leadership, change, and innovation, PLD empowers you to take on the cross-functional responsibilities of corporate leadership. Its highly integrated approach broadens your understanding of core operations and best practices, and deepens your confidence to lead high-performing global teams and cross-functional initiatives. With a broader grasp of management, you will return to your organization ready to identify problems, formulate solutions, and adapt to global market shifts.

      A highly immersive learning experience, PLD accelerates your personal and professional transformation by combining two on-campus and two distance-learning modules. A fifth optional two-week session provides the opportunity to achieve HBS alumni status and gain exclusive access to a wealth of resources and a powerful global network. Through a personal case study and professional one-on-one coaching, you will develop a personal action plan for tapping new sources of revenue and navigating global market shifts.

      A highly immersive learning experience, PLD accelerates your personal and professional transformation by combining two on-campus and two distance-learning modules. A fifth optional two-week session provides the opportunity to achieve HBS alumni status and gain exclusive access to a wealth of resources and a powerful global network. Through a personal case study and professional one-on-one coaching, you will develop a personal action plan for tapping new sources of revenue and navigating global market shifts.

      This leadership development program is ideal for specialists and star contributors who have at least 10 to 15 years of work experience and are considered to be outstanding prospects for increased leadership responsibilities within their organizations. Your PLD peers will represent diverse business functions, companies, industries, and countries, further broadening your perspective and expanding your knowledge.

      This leadership development program is ideal for specialists and star contributors who have at least 10 to 15 years of work experience and are considered to be outstanding prospects for increased leadership responsibilities within their organizations. Your PLD peers will represent diverse business functions, companies, industries, and countries, further broadening your perspective and expanding your knowledge.

      Completing PLD’s four core modules puts you on the path to achieving HBS alumni status. By completing PLD Module 5 or additional coursework, you will gain exclusive access to our global alumni network and a vast array of resources that facilitate lifelong learning, growth, and success.

      Across countries and industries, forward-thinking companies are fueling a pipeline of next-generation executives who can position the organization for future success. PLD provides emerging leaders with an end-to-end view of business and a broader understanding of the global marketplace. You will return to your organization with the leadership mindset, confidence, and skills to take on new challenges and move on promising opportunities.

      HBS Executive Education programs are taught by full-time faculty from Harvard Business School whose business expertise and field-based research create the enduring concepts that reshape global best practices and reinvent the practice of management.

      At PLD, you will meet recognized thought leaders, skilled educators, groundbreaking researchers, active corporate board members, and award-winning authors. They will empower you to become the visionary leader your career, your organization, and the global economy demand.

      Paul R. Lawrence MBA Class of 1942 Professor of Business Administration. Member of the Organizational Behavior Unit; and faculty chair of “Program for Leadership Development” and “PLD Module 5”; and faculty cochair of “Leading Change and Organizational Renewal.”

      Compare the key features of Harvard Business School’s four comprehensive leadership programs—the Owner/President Management program, the Advanced Management Program, the General Management Program, and the Program for Leadership Development.

      A limited amount of partial scholarship funding may be available for qualified applicants from not-for-profit organizations. To be considered, you must complete and submit your application and include a request for funding. For more information, please contact Ms. Lisa Hughes. Portfolio Director.

      The Admissions Committee meets monthly and admits qualified candidates on a rolling, space available basis. Early application is strongly encouraged. Although there are no formal educational requirements, proficiency in written and spoken English is essential. Because Executive Education programs enhance the leadership capacity of the participants as well as their organizations, HBS expects the full commitment of both. While participants are attending a program, sponsoring organizations agree to relieve them of their work responsibilities so that they can fully focus on the learning experience.

      The Admissions Committee meets monthly and admits qualified candidates on a rolling, space available basis. Early application is strongly encouraged. Although there are no formal educational requirements, proficiency in written and spoken English is essential. Because Executive Education programs enhance the leadership capacity of the participants as well as their organizations, HBS expects the full commitment of both. While participants are attending a program, sponsoring organizations agree to relieve them of their work responsibilities so that they can fully focus on the learning experience.

      Programs, dates, fees, and faculty are subject to change.

      In accordance with Harvard University policy, Harvard Business School does not discriminate against any person on the basis of race, color, sex or sexual orientation, gender identity, religion, age, national or ethnic origin, political beliefs, veteran status, or disability in admission to, access to, treatment in, or employment in its programs and activities.



      Pbx company #pbx, #sales #manager, #private #branch #exchange, #inbound #call, #sales #integration, #sales #tool


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      Voicent PBX is a business phone system specifically designed for sales organizations and call centers.

      24/7 ACD Virtual Receptionists

      Create and auto-rotate different auto attendants for any occasion, including holidays, vacation days, and your company’s off-hours. Voicent PBX will handle and route calls to agents and voicemail, 24 by 7 every day of the year. Packed with robust features such as music on hold, professional greetings, text to speech, and multi-level menu options, Voicent PBX is reliable, scalable, and flexible.

      Hands-Free Conversations

      Voicent PBX comes with unlimited free softphones that allow your agents to have completely hands-free conversation with their clients. After your PBX Virtual Receptionist routes callers to the correct extension, all you and your agents need to pick up phone calls are the Agent Dashboard softphone and a headset. In the dashboard, agents can forward, transfer to voicemail, flip, and park calls with a single click.

      Built-in CRM

      You can say goodbye to time-consuming integrations between your business phone and your database. Our built-in CRM automatically tracks callers and displays a screen popup for connected calls, where agents can enter notes, pull up contact history, and see previous purchases. Upload your existing CRM data with a few clicks, or plug and play your existing CRM software.

      Robust PBX Features

      By using Voicent PBX, you can deliver high-quality inbound call experiences for anyone who dials your business phone. Plus, with robust PBX features such as ACD call queues, voicemail to email, conference calling, and real-time reports, motivating and managing your agents is easy and affordable.

      Your cloud PBX system with Built-in CRM

      Voicent Cloud PBX offers four plans that are sure to meet your business PBX needs. Plus, we offer on premise PBX software that can be fully integrated with CRM vendors other than Voicent.

      A Fortune 500 phone system without the expensive price.

      “I was able to build a ten level, multi-selection menu system for my Field Service Technicians to update their Work Orders in very little time. The development process was smooth, and I was able to go from development to full production in less than 12 hours time! Outstanding!”

      – Charles Teel, IBM

      On Premise PBX Option

      When you buy on-premise Voicent software, we make sure you get the most out of your purchase. On-premise software purchases get you a lifetime software license that you never have to renew. There are no annual fees, no monthly fees, and no charge per minute.

      Voicent PBX is easy to use, scalable, and affordable! Feature Tour



      Cruise Ship Jobs-Food and Beverage jobs #cruise,jobs,waiter,waitress,job,bartender,manager,cruises,ship,ships,food #and #beverage,restaurant #jobs,cruise #jobs,bar #jobs,manager, #maitre #d,busboy,restaurant,carnival,princess,royal #caribbean,celebrity,azamara,oceania,crystal,costa,disney,norwegian,shipboard


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      CRUISE SHIP JOBS

      Cruise Ship Jobs – Food and Beverage Department, Restaurant Jobs

      The food and beverage division is responsible for all of the dining rooms, restaurant – bars, bars, the galleys (kitchens), clean up and provisions. The Food and Beverage Director runs this department. The dining room manager, or maitre d’, takes care of seating arrangements, service, and oversees the wait staff for the main restaurant (dining room). Under the maitre d’ are the head waiters, and each of them is responsible for several waiters and busboys. Even though waiters and busboys are considered entry level positions, many cruise ships prefer those with previous experience from a restaurant or hotel dining room on their resume / CV. Depending on the size of the cruise ship, there may be several bars, and the service of drinks is a popular job on board. Bartenders, wine stewards and cocktail waitresses/waiters must usually have prior experience. The Food and Beverage Department on a cruise ship offers the following restaurant jobs: Maitre D’ / Restaurant Manager, Dining Room Head Waiter / Waitress, Dining Room Waiter / Waitress, Dining Room Assistant Waiter / Waitress, Dining Room Junior Waiter / Waitress. Cocktail Waitress / Waiter, Bartender, Buffet Steward / Stewardess.

      Buffet Steward / Stewardess (serving meals, drinks, cleaning tables) – No experience r equired, some experience preferred. Basic English Language knowledge required. Salary range: $900-1300 U.S. per month, depending on gratuities (tips) from passengers. Strong possibilities for promotion to Bar Steward, Junior Waiter, Assistant Waiter and Waiter.

      Bar Accountant (responsible for accounting procedures of the bar department) – accounting background and / or education required. Salary range: $1600-1900 U.S. per month.

      Bartender (responsible for serving alcoholic beverages to passengers in lounges and on decks) – minimum of two years beverage-related experience or an equivalent combination of experience and education required. Completion of high school, vocational school or basic education equivalency required. Good English Language skills required. Salary range: $1700-2600 U.S. per month, depending on gratuities from passengers.

      Bar Steward / Stewardess (Cocktail Waiter / Waitress / Bar Server) – responsible for serving alcoholic beverages to passengers in lounges, bars and on decks. Minimum of one year beverage-related experience, or an equivalent combination of experience and education required. Completion of high school, vocational school or basic education equivalency required. Good command of English language required. Salary range: $1400- 2200 U.S. per month, depending on gratuities from passengers. Possibilities for promotion to Bartender.

      Bar Boy / Bar Utility (responsible for cleanliness of lounges and re-stocking bar supplies) – no experience required, entry level position. Very basic English Language skills required. Salary range: $600-900 U.S. per month, depending on percentage of tips (gratuities). Possibilities for promotion to Bar Steward / Bar Server.

      Dining Room Junior Waiter / Waitress (assisting dining room assistant waiters, serving meals and drinks) – Some experience required. Fare English Language skills required. Salary range: $1200-1800 U.S. per month. depending on gratuities (tips) from passengers. Possibilities for promotion to Dining Room Assistant Waiter.

      Dining Room Assistant Waiter / Waitress (assisting dining room waiters in the food and beverage service, serve passengers as directed by the waiter) – Experience required. Good English L anguage skills required. Salary range: $1400- 2100 U.S. per month, depending on gratuities from passengers. Possibilities for promotion to Dining Room Waiter.

      Dining Room Waiter / Waitress. (serving passengers, explain the dishes, make recommendations, supervise assistant waiters assigned to their tables) – lots of experience and fluent English Language skills required. Salary range: $2200-3800 U.S. per month, depending on gratuities from passengers. Possibilities for promotion to Dining Room Head Waiter.

      Dining Room Head Waiter / Waitress. (responsible for a certain serving station in the dining room, supervises all waiters) – lots of restaurant and prior cruise ship experience in related position required. Fluent English Language skills required. Salary range: $2600-4700 U.S. per month, depending on gratuities from passengers.

      Maitre D’/Restaurant Manager – takes care of seating arrangements, service, and oversees the wait staff for the dining room. Under the maitre d’ are the head waiters, and each of them is responsible for several waiters and busboys. Fluent English Language skills required. Salary range: $3400-5200 U.S. per month, depending on the cruise line and gratuities from passengers.

      Click on the links below to review the various cruise lines profiles, cruise ships details and photos:



      Retail Store Manager Sample Job Description #retail #store #manager #job #description, #retail #store #manager #job #description #sample, #retail #store #manager #job #description #template, #retail #store #manager #job #description #example


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      Retail Store Manager Sample Job Description

      This retail store manager sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.

      Retail Store Manager Job Responsibilities:

      Serves customers by providing merchandise; supervising staff.

      Retail Store Manager Job Duties:

      • Completes store operational requirements by scheduling and assigning employees; following up on work results.
      • Maintains store staff by recruiting, selecting, orienting, and training employees.
      • Maintains store staff job results by coaching, counseling, and disciplining employees; planning, monitoring, and appraising job results.
      • Achieves financial objectives by preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions.
      • Identifies current and future customer requirements by establishing rapport with potential and actual customers and other persons in a position to understand service requirements.
      • Ensures availability of merchandise and services by approving contracts; maintaining inventories.
      • Formulates pricing policies by reviewing merchandising activities; determining additional needed sales promotion; authorizing clearance sales; studying trends.

      Improve your Hiring and Retention in 2017

    • Markets merchandise by studying advertising, sales promotion, and display plans; analyzing operating and financial statements for profitability ratios.
    • Secures merchandise by implementing security systems and measures.
    • Protects employees and customers by providing a safe and clean store environment.
    • Maintains the stability and reputation of the store by complying with legal requirements.
    • Determines marketing strategy changes by reviewing operating and financial statements and departmental sales records.
    • Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
    • Maintains operations by initiating, coordinating, and enforcing program, operational, and personnel policies and procedures.
    • Contributes to team effort by accomplishing related results as needed.
    • Retail Store Manager Skills and Qualifications:

      Customer Focus, Tracking Budget Expenses, Pricing, Vendor Relationships, Market Knowledge, Staffing, Results Driven, Strategic Planning, Management Proficiency, Client Relationships, Verbal Communication

      Find out more about recruiting trends in the retail industry .

      Learn more about how to hire:

      Get in on the action.



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      Press Releases / News

      Mercer Adds Sixth RIA in 13 Months, Nears $10B Mark, February 14, 2017
      Mercer Advisors Continues Its National Expansion, Acquires Pegasus Advisors, Press Release, November 2, 2016
      Mercer Advisors and Kanaly Trust Merge to Create One of the Largest Independent Wealth Managers in the United States, Press Release, March 28, 2016
      Mercer Advisors Expands Footprint, Acquires Spruce Hill Capital, Press Release, November 12, 2015
      Mercer Advisors Names Loren Pierson as Firm President, Press Release, July 21, 2015
      Mercer Advisors Announces New Chief Investment Officer, Press Release, July 21, 2015
      Mercer Advisors Surpasses $6 Billion in Client Assets Under Management, Press Release, June 15, 2015
      Mercer Advisors Launches Groundbreaking Client Appreciation Initiative, Press Release, June 1, 2015

      Rankings

      Wealth Management

      Top 100 RIAs – #15, November 10, 2015

      Top 100 Wealth Managers – #19, May 1, 2015

      PLEASE NOTE: Mercer Advisors Inc. is a Delaware corporation and is in no way affiliated with Mercer LLC, Mercer Investments, or the Marsh McLennan Companies.

      Mercer Global Advisors Inc. is registered with the Securities and Exchange Commission and delivers all investment-related services. Mercer Advisors Inc. is the parent company of Mercer Global Advisors Inc. and is not involved with investment services. All legal advice, services, and document creation are provided through Advanced Services Law Group. Mercer Advisors is not a law firm and does not provide legal advice or services. ©2016 Mercer Advisors. All Rights Reserved. | Powered by Mercer Advisors



      What is a Technical Product Manager, Anyway? Mind the Product #technical #project #manager #certification


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      What is a Technical Product Manager, Anyway?

      What does it really mean to be a Technical Product Manager? And how is it different from just a Product Manager. In this post, I share the difference between these titles plus key Do s and Don t s to help you succeed as a Technical Product Manager.

      You might have noticed many variations on the Product Manager job title. Some companies have Strategic Product Managers, while others have Product Manager titles linked to specific industry verticals, for example, eCommerce Product Managers and Energy Product Managers. Among software companies, you ll often see the titles Product Manager, Product Development Manager, and Technical Product Manager. But what s the difference, anyway?

      In reality, the term Technical Product Manager describes a person, not a role. Specifically, it describes a Product Manager who has a technical background and works on a technology product. It does not describe a Product Manager who needs to actually perform technical tasks, such as software architecting and coding. The same goes for a Product Development Manager. They are not actually developing the product they are performing a Product Management role in close coordination with a Software Development Team.

      In short, for a company to get the most value from the role, Product Managers must focus on product management, not development. But some Product Managers need to understand the company s technology at a deep level and interface with the Development Team in order to successfully lead the strategy for the product. Companies may choose to call these people Technical Product Managers in order to attract the right candidate.

      In my view, technical skills are one of the Four Pillars of Product Leadership. A technology-savvy Product Manager has huge advantages, such as:

      • Improved communication (and trust) from your development team.
      • Ability to understand tech trends, see how they impact your roadmap, and how they drive innovation.
      • Improved communication with your customers, for example when speaking with CIOs and CTOs.
      • Ability to understand technical challenges and make educated trade-offs with your team.

      However, all too often, Technical Product Managers focus those valuable skills on trying to create the technical solution for their product, rather than solving the business and user needs of their target customer.

      From that perspective, let s look at key Do s and Don t s for Technical Product Managers.

      Technical Product Manager Do s:

      1. Do focus on the business side of the role.

      Regardless of the industry or vertical, the whole idea behind Product Management is to drive the vision and execution of a product. It s our responsibility to bring to market products that users want, that solve a business need, and that generate profit for the company. I m always fascinated to see technologists launching their new company with a product that is a very clever technical implementation, but it doesn t solve any real customer need. Needless to say, these companies rarely do well in the market.

      The focus of a Product Manager (technical or not) should be to understand what the users need and work with all the necessary departments to bring the product to life. In that sense, the Technical Product Manager is a business role with some focus on technology as opposed to a technologist role with no responsibility for the product s market success.

      2. Do use your technical skills to improve prioritization and planning.

      If you have a clear understanding of how your product is built, then you are able to assess the risk of certain features or get a more accurate gut feeling about the duration of stories or tasks. Since you are able to communicate with the Development Team in much more detail, you can understand the implications of certain decisions and make trade-offs in terms of complexity, depth or even timelines.

      By demonstrating technical leadership, you ll be able to quickly gain the trust of your development team and they will be more likely to stand behind you on tough decisions that require risky changes, prioritizing bugs, or even negotiating the dreaded technical debt.

      3. Do leverage your technical skills to close the communication gap between engineering and the rest of the world.

      People with technical backgrounds usually forget that hardly anyone else understands (or cares) about the technical details. This is a perfect opportunity for the Technical Product Manager to use her skills to translate between Engineering and other departments, including Sales, Product Marketing, and the customer.

      Also, Technical Product Managers are often hired to drive products that are targeted at a very technical audience, such as APIs, development tools, IT software, etc. In these cases, the product features, product positioning, and messaging has to resonate with a very technical audience. This is another perfect opportunity to leverage your technical skills to communicate with your audience, get feedback (in their language), and help close a deal by speaking with the customer s technical staff.

      Technical Product Manager Don t s

      1. Don t design/solution the product yourself.

      This is a key source of confusion within the Technical Product Manager role. Many Product Managers that come from engineering have a hard time leaving their comfort zone and realizing that their value is now in a different area. They focus on defining the technical solution for a particular feature instead of defining the expected user outcome or business value. They spend more time talking to their architects and looking over the developers shoulders, than talking to customers and Sales.

      This causes problems on two fronts:

      1. The Development Team feels frustrated because the solution details are just handed down to them by the PM. They don t get a chance to architect and design the solution, which is a big part of their job, not yours.
      2. Most of the PM s time is spent in the technical details, so there s no time left for planning and understanding the customer.

      In a nutshell, this approach doesn t add value to developers, business owners, or the product itself. Even Technical Product Managers need to be paired up with strong Technical Leads or Development Managers that can lead these tasks. My motto is, the fact that you can, doesn t mean that you should.

      When writing features and stories, focus on the problem you are looking to solve and on the persona you are targeting. The definition should include a flow diagram of what the solution should be (from a user perspective), including acceptance criteria. It should not be a detailed explanation of the placement of every pixel, updates to the object model, or the required changes to the database tables.

      2. Don t take on non-Product Management deliverables.

      Many companies (especially those with a less mature Product process) think of the Technical Product Manager as an extension of the Development Team. I ve seen many job descriptions that list the regular responsibilities (roadmap, vision, feature definition, etc.), plus development responsibilities such as writing actual code, performing QA testing, writing documentation, etc. To me, this just shows a big misunderstanding of the role s value, and those situations should be avoided at all cost.

      3. Don t get caught up in Agile, or whatever methodology you re using.

      I m always amazed by the amount of discussion I see online about Agile and Product Management. Though I do understand why many Technical PMs come from development, so staying extremely involved in the day-to-day Agile flow feels very comfortable to them.

      However, the reality is that Agile is a very small part of the Product Manager s role. Focusing too much on Agile can actually be a detriment when it s taking time away from core PM responsibilities, such as interacting with customers and Sales and defining the roadmap.

      To alleviate the workload, I m a big proponent of having different people perform the Product Manager and Product Owner roles. This approach is controversial, and it might only be possible in companies with a more mature Product process. Regardless, I think there s a lot of value in this separation to ensure that no aspect of the product development lifecycle or product management falls through the cracks, due to an overworked PM.

      To get a better view of all the responsibilities of a Product Manager, I suggest looking into PM frameworks such as those from Pragmatic Marketing and SiriusDecisions .

      In Summary

      Different companies have different Product Management titles and responsibilities based on their type of product. But regardless, the core job of a Product Manager is to provide the product s vision, create the roadmap, and drive its execution.

      Adding the word Technical to the title is useful in job postings to highlight the need for technical background. But once in the job, the keys to success are the same as for every Product Manager keeping customer focus, driving a vision, and ensuring the product meets the market needs .