University of Illinois Foundation’s Post

Here’s the latest list of open positions here at Wittenbach. Let me know if you have any questions about what we do or if you’re interested in applying.

Interest in position

We recently sent colleagues in our Network Services team on an inspirational trip to the Cisco Live Conference in Amsterdam. Life-long learning is important – especially when you’re working in a fast-moving industry like us.   “Modern cyber-attacks can be sophisticated, hard to deal with, and protect against, which is why a strong correlation between security, visibility, and automation can serve as key enablers for a business’ security success," Senior Network Architect in Aeven, Jack Westhoff says. Apart from attending network technical deep dive sessions and hearing about newest trends within Cisco, it was a week with a lot of learning and collaboration with colleagues, vendors, and customers. “Nowadays, it's crucial to secure infrastructure by integrating technologies to maintain a secure network that prevents cyberattacks and unnecessary exploits. Achieving this requires leveraging the Next-Gen features of firewalls. A hot topic within the industry is Zero Trust Access (ZTA) framework, which provides tighter security controls—something our team is currently focusing on. The shift towards micro segmentation, combined with the integration of identity-based policies within NGFWs can bring significant improvements to security moving forward,” our Advanced Network Engineer, Petra Jureková highlights. In Aeven, we know that network automation successes happen in the relationship between network engineer and developer, supported by strong agile process, DevOps practices, and Infrastructure as Code. Therefore, we have a solid development team dedicated to collecting and analyzing information to be able to create value-adding use-cases of automation. Want to join? Check out our vacancies here ➡ https://lnkd.in/e6bzK_3g Aeven colleagues from left to right: Jesper Nymark Pedersen, Jack Westhoff Glenn Hughes, Azmat Riaz Qureshi, Petra Jureková and Michal Duda. Missing from the picture is Øyvind Bjørn Jacobsen. #Cisco #ITInfrastructure #DigitalInfrastructure #AdaptiveDigitalInfrastructure #Network #DevOps #NextGenerationFirewall

Great read. It is time to shift interview questions and focus on behavior questions asking for specific examples from the candidates past on how they handled situations to weed out toxic candidates. #civility #interviewing #interviewtips #toxicpeople lead to a #toxicworkculture

A leader is morally obligated to deal with toxic employees. The quality of all the other employees lives are at stake, are you a leader or not?! (Not to mention profitability tends to follow the energy of the employees) If you don’t know who is bringing what type of energy to work with them, you really don’t know your employees at all. How do you “manage” your employees if you don’t know them? Do you just sit around telling people what your bosses told you and bitch at them when your worried someone might make you look bad? Or worse, do you just avoid managing people entirely and sit back until they reach a point where you fire them? People bring different energies masculine, feminine, soulful, disingenuous, aggressive, nurturing, thoughtful, action oriented, selfless, selfish, detail oriented, organized, little chaotic but full of energy but will dig a hole in no time flat and we need a hole asap…. It’s your duty as a manager to balance the diversity of these energies, nurture them to their full potential, and protect them from an unhealthy environment. Any empty headed idiot can “lead” a team of ‘A’ players. A great team needs little to no management much of the time when people all lead each other with a diversity of strengths and weaknesses. Employees are not much of a leadership challenge once a positive culture is established which is exactly what a leader wants so they can go find another zillion things needing improvement. In my opinion a truly great leader can take a toxic employee or a type ‘C’ player (whatever) and inspire them to become ‘A’ players. That is by definition a situation that has been —“managed”— not discarded or dismissed by someone passively. As we all know, you can lead a horse to water but you can’t force them to drink. But a truly great leader has put time and effort into knowing the difference.

Hey Team at MeDirect Malta, Got 5 minutes? You'll want to read this insightful article that dives into one of the most under-discussed challenges in any workplace: How to Avoid Hiring a Toxic Employee. Trust me, it's a game-changer. Why Should We Care? The Toxicity Multiplier: One toxic employee can erase the gains of over two superstar employees. Just let that sink in. That one toxic person could cost us more than $12,000 a year, way more than a superstar's $5,000 boost to profits. Rudeness is Contagious: It's not just a bad habit; it's an organizational cold that can spread fast. Takeaways & Actionable Steps Interview for Civility: Forget generic questions like "How would you handle X?" and opt for queries that ask for real-life examples, illustrating the candidate’s past behavior. Structure the interview for consistency. Team Vibes Matter: Invite the candidate to social activities with the team. You want them to truly understand and gel with our culture, don’t you? Deep Dive into References: Get on a call, don't just rely on a letter. Pay attention to tone and demeanor, not just what’s being said. Check Your Own Civility: If we’re not civil, how can we expect new hires to be? Let's lead by example. Your Network Knows: Use your contacts to gather more insights about the candidate; it's an agile approach to traditional reference checks. Listen to the Little Voices: If someone has a hunch about a candidate, don't dismiss it. Sometimes, the parking lot attendant or the receptionist might have the most telling feedback. Let's commit to being "culture warriors" and keep toxicity at bay. After all, culture eats strategy for breakfast. Cheers to building a healthier, more productive workspace. Catch you on the flip side.

As lawyers, we talk about civility in the practice of law. It’s an important part of professionalism and engendering respect for the rule of law. Depending on which articles you read or your practice area, you may believe civility is declining or in full force. But no doubt it is critical to our profession. As in-house counsel, I’ve seen civility at work among my non-lawyer colleagues. It is such a pleasure to collaborate with true professionals, individuals who value the principles civility and operate in this fashion on a daily basis. Great article about how to identify and learn more about this important trait during the hiring process.

If these tips get your wheels turning or stir on an "aaaaah" response of enlightenment, you may really enjoy the live trainings offered to veterans, guard, reservists, and spouses. Check them out here: https://lnkd.in/g_Uc-8EE

download resume