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  Published Date: 2020-08-15 

 Every company is made up of teams with members who should support each other and the team's goals as a whole. But is this always true? Here are some ways to see and address these issues. Image: Lyamport Galina Vyacheslavovna, Getty Images/iStockPhotos We've all heard that adage, "There's no I in team," but the unfortunate truth is, there are many teams that have at least one person who believes in the power of "I." When a team member stops focusing on the success of the team, it can become highly disruptive and damaging to the rest of the staff, their effectiveness, and your company. SEE: IT job and salary guide: Highest tech salaries, top-paying cities, and compensation-boosting tips (TechRepublic Premium) Here are some tips on how to prevent and manage self-focused staff to prevent more damage to your teams. Hire well It starts with the hiring process. Although many companies are seeking ways to hire emotionally intelligent employees, often the process itself is flawed and sometimes leans toward the candidate that least intimidates the leader making the final decision. The leader or the person doing the hiring may lack emotional intelligence, which defeats the purpose. This isn't always the case but is something companies need to consider when hiring middle managers and other executives. When self-focused leaders are hired, they hire self-focused staff who are not necessarily thinking about the impact on the team or company. This isn't conducive to high-performing teams. SEE: Return to work: What the new normal will look like post-pandemic (free PDF) (TechRepublic) Sometimes, even when the right person is hired, over a period of time, they may start to focus on their own career aspirations over what's best for their team or the business in general. Either way, the outcome is the same: It creates a toxic environment, making other team members resentful. The other team members then start to withhold information, decrease their output, and stop wanting to interact with the rest of the team, especially a leader. They enter into a state of only providing what is required and nothing more. The self-focused leader simply can't buy loyalty, but only compliance. In the end, the entire team and company lose. Watch middle management Globalization further creates competition among leaders and their teams by making it harder for employees to cope with change and remain compassionate. If the "I"-focused person is at the very top of a company, it can be problematic, but the most dangerous place for this mindset to exist is middle management, the people between teams and the executives. Even though the executive team may believe in, communicate, and walk the talk of teamwork, middle managers can carry-out a different truth: One that tells all other staff members that the entire leadership team doesn't believe in teamwork. SEE: Video teleconferencing do's and don'ts (free PDF) (TechRepublic) Keep an eye on individual motives Within the teams themselves, individuals can also sow additional animosity within and among teams. One person's self-focused or self-important behavior can be devastating to the rest of the team if it is allowed to continue. This gives other team members the feeling that they are of lesser importance to the team lead or manager than that one employee. What's the takeaway in all of this potential disruption? Leaders from the top down need to focus on internal self-awareness, talk with their peers, and also develop mechanisms to closely monitor and correct behaviors in middle management and problematic teams. This level of team dysfunction may not seem important on the surface when compared to other strategic initiatives and goals, but it directly impacts success. Executive Briefing Newsletter Discover the secrets to IT leadership success with these tips on project management, budgets, and dealing with day-to-day challenges. Delivered Tuesdays and Thursdays Sign up today Also see 

  Published Date: 2020-08-15 

 It's become more difficult for distant employers to recognize and address the mental health issues brought on by uncertainty. Here are a couple of ways to be there for your team. Image: Prostock Studio, Getty Images/iStockPhoto Mental health concerns are at an all-time high due to COVID-19. A survey by mental health provider Ginger showed nearly 7 in 10 employees said the coronavirus pandemic is the most stressful time of their entire professional careers. Another report, "America's State of Mind," spells out the impact uncertainty is having on employees. "More than three quarters (78%) of all antidepressant, antianxiety, and anti-insomnia prescriptions filled during the week ending March 15 (the peak week) were for new prescriptions." SEE: Coronavirus: Critical IT policies and tools every business needs (TechRepublic Premium) It's not just difficult for employees but employers can't see the effects on their employees who are now working remotely. The regular face-to-face interaction has been reduced to instant messaging, periodic video chats, and conference calls, making it easier for employees to hide the symptoms of depression and anxiety. To help employees reduce their stress, develop coping mechanisms, and address the increase in mental illness, these tips can help employers support their employees. Offer financial support One of the most difficult problems affecting employees is financial stress. The reality is that without sufficient financial resources, mortgages, rent, loans, groceries, and other essential bills cannot get paid. Financial stress can range from uncomfortable for some to devastating or even life-threatening for others. SEE: Return to work: What the new normal will look like post-pandemic (free PDF) (TechRepublic) As an employer, it's vital to recognize this and assess and implement financial lifelines for those in desperate need. Not all companies are in a position to do this as they, too, are struggling financially. If your company has the means, providing temporary bridging loans, advancing pay, or offering products like food vouchers, can significantly reduce the stress on your most valuable assets—your employees. This goodwill helps employees recognize their value to the company and can have an immeasurable impact not only on their self-worth but also on their dedication to your company once the crisis is over. Emotional support for improved mental well-being Communication, communication, communication. This word can't be said enough. Don't just chat about the weather, but discuss the important stressors and the impact they are having on employees. SEE: TechRepublic Premium editorial calendar: IT policies, checklists, toolkits, and research for download (TechRepublic Premium) Many employees will be uncomfortable talking about stressors, concerns, fears, and mental health with their bosses. Consider establishing an employee forum or chat room where employees can anonymously discuss these issues. Why is this such a big deal? The World Health Organization estimates that globally, more than 264 million people of all ages suffer from depression. Further, the WHO's findings show people who have gone through adverse life events (unemployment, bereavement, psychological trauma) are more likely to develop depression. COVID-19 alone has created all of these events at once. With so many people dealing with depression and anxiety, it's vital that mental health become a normal part of everyday discussion and not a taboo topic. Mental health is just another aspect of our health as a whole and not a topic that people should be ashamed to talk about. No matter how stellar your product or service is, your company is only as strong as its employees. As an employer, recognizing this and the impact of mental illness on employees is vital for the health of your business. Financial and emotional support are two key aspects of life that most people need on a regular basis. Without being on solid ground in these two areas, your employees can't focus on being productive. As an employer, you can play a role in supporting your employees and reducing the impact of stressors like COVID-19. Executive Briefing Newsletter Discover the secrets to IT leadership success with these tips on project management, budgets, and dealing with day-to-day challenges. Delivered Tuesdays and Thursdays Sign up today Also see 

  Published Date: 2020-08-15 

 Throughout the COVID-19 pandemic, even the best supply chain and logistics companies have run into snags keeping up with demand and getting supplies to customers on time. The lessons learned can provide valuable insight. Image: RistoArnaudov, Getty Images/iStockPhoto As companies and institutions of all sizes and industries still grapple with the COVID-19 pandemic, their supply chain and logistics teams need to be able to refocus their efforts to keep up with the continuing demands. Here are three things we've learned from the early days of the pandemic that can help logistics companies—or any other companies—when they struggle to keep up. SEE: Inside UPS: The logistics company's never-ending digital transformation (free PDF) (TechRepublic) Prioritize crisis-based essentials Under normal circumstances, keeping customers happy means consumer and business products need to reach their destinations on time. But these aren't normal circumstances. People and institutions around the world are relying on life-saving and sustaining items like food, medical supplies, and personal protective equipment (PPE). While there are no guaranteed delivery dates these days, some items simply need to be prioritized. SEE: Zoom vs. Microsoft Teams, Google Meet, Cisco WebEx and Skype: Choosing the right video-conferencing apps for you (TechRepublic) With the increasing volume of online shopping, large e-commerce companies such as Amazon began prioritizing essential products, including household staples and medical supplies, as it struggled to deal with a surge in demand. Other items such as toilet paper, bleach, and sanitizing wipes have been taking top priority, and non-essential items such as flat-screen televisions were put on hold. Delivery service providers, like FedEx, Purolator, UPS, and others, also got behind in shipments and worked to focus on hospitals and care center needs. Leveraging its global network and logistics expertise to help organizations with mission-critical needs, FedEx focused some of its efforts on 1,000 special shipments delivering protective equipment from Direct Relief to help health centers, clinics, and hospitals. Focus on front-line workers and those most vulnerable We've all heard about the impact of the pandemic on front-line workers such as doctors, nurses, care-aids, and also those most vulnerable, including the elderly and those with lower immunity. Some online grocers were prioritizing by delivering to those more vulnerable first, including the elderly and support workers. Some online grocers have offered free delivery to medical staff and volunteers. Recognizing how busy front-line workers have been, some grocery chains have been providing them with front-of-the-line access when shopping in person. While it may not seem fair to some, these prioritizing measures are helping to save more lives. Keep logistics and supply chain workers safe Keeping workers safe means logistics and supply chain companies are more likely to continue to keep pace with the escalating demands for essential and non-essential goods. One delivery worker whose wife is a nurse said that while the hospital is taking steps to protect its staff, his employer could be doing more. He said he interacts with about 75 to 100 people each day and never thought he or his coworkers would be front-line workers in a pandemic. With all of the doors, handles, railings, packages, and other things that they touch each day, PPE supplies and equipment are needed by all delivery company staff. Sanitizing wipes, gloves, masks, and other PPE are essential for front-line delivery, stocking, and other staff to ensure they can deliver PPE equipment to hospitals and care centers or food to the vulnerable. By prioritizing crisis-based essentials, especially for front-line workers and those most vulnerable, and keeping front-line staff safe, logistics and supply chain companies stand a greater chance of success during the pandemic. Executive Briefing Newsletter Discover the secrets to IT leadership success with these tips on project management, budgets, and dealing with day-to-day challenges. Delivered Tuesdays and Thursdays Sign up today Also see 

  Published Date: 2020-08-15 

 The program, which has received federal recognition, is available in 11 states with more to follow, the company said. Image: Prostock-Studio, Getty Images/iStockphoto In an effort to address the widening technology skills gap and put Americans to work, Woz Enterprise–a division of Woz U–and the University of Phoenix have partnered to launch a US Department of Labor Registered Apprenticeship Program. The program trains community college graduates in STEM fields with day-one skills and places them in entry-level apprenticeship jobs, while setting them on a path to earn a bachelor's degree in an in-demand field, Woz Enterprise said. SEE: The most in demand jobs and skills as a result of COVID-19 (TechRepublic) The program offers seven tracks with key skills taught: Software development – Java12 or .net core JavaScript, Angular SQL Server, Scrum/agile End user computing – incident response, operating systems networks, VPN troubleshooting Cybersecurity – monitoring/logging network appliances, penetration testing, network defense Software testing – testing automation selenium, continuous integration, scripting Application infrastructure – cloud hosting, AWS, Azure development, logging, monitoring Network administration – network configuration, network monitoring, network diagram scripting Application support – incident response logging, monitoring, querying, scripting, troubleshooting The tech, education and government sectors needed to come together to make this happen, Woz Enterprise said. "We have all heard about the tech talent gap. Hundreds of companies have been trying to address it, yet here we are in 2020, and the gap remains," said Chris Coleman, president of Woz Enterprise, in a statement. "Truly offering relief to this talent-starved industry, at scale, requires collaboration from the private, education, and government sectors. This apprenticeship model is the game changer we have all been looking for." Through this program, apprentices learn while receiving a salary and gaining valuable work experience, according to Woz Enterprise, which builds and delivers the customized technology curricula that can result in credits toward a University of Phoenix Bachelor of Science in Information Technology (BSIT). "This unique program comes at a critical time as companies today are looking for solutions to adapt the skills of their workforce to match the velocity of change of their businesses," said Raghu Krishnaiah, chief operating officer at the University of Phoenix. He said the partnership provides "an unprecedented education pathway that includes validated learning outcomes for community college graduates." The apprenticeship model launched this spring in 11 states in partnership with Infosys, a provider of digital, IT, and consulting services. Selected candidates completed an intensive, eight-week training program in one of the seven technology tracks to gain essential day-one skills to start a career with one of Woz Enterprise's recruiting business partners. Then they become full-time junior associates, and the individuals participate in a structured online learning program for 12 months, Woz Enterprise said. During this time, they continue working and earning a salary, which increases as they gain key competencies. Training hours can be applied for college credit at University of Phoenix, potentially shortening the time to obtain the BSIT. "We believe it is a great value proposition for all involved, allowing us to supply quality training to meet the staffing needs of the technology industry in America while providing income and great, flexible higher education opportunities to individuals," Coleman said. "We are embracing new perspectives and forming dynamic alliances to inject creativity and ingenuity in the technology sector." The company said it will build on this initial alliance with the University of Phoenix and Infosys to expand and broaden the scope of the apprenticeship program. Tech News You Can Use Newsletter We deliver the top business tech news stories about the companies, the people, and the products revolutionizing the planet. Delivered Daily Sign up today Also see 

  Published Date: 2020-08-15 

 A FlexJob roundup includes familiar names such as Appen, Robert Half, Pearson, Supporting Strategies, Kaplan, and Achieve Test Prep. Image: iStock Not everyone has the interest or ability to work full time, even when working remotely, and with that in mind, FlexJobs recently identified the top 15 companies for remote part-time jobs. For the study, "part time" refers to jobs that require 35 hours or less. Part-time remote jobs (PTRJ) include tutors, substitute teachers, specialized teachers (i.e., SAT, ACT, music, drama, etc.), and online instructors—nearly half of the top PTRJs are variations of jobs in education. In general, other PTRJs include data entry, office administration, personal assistant, telemedicine, therapist, proposal writer, accountant, public relations, technical writer, investor relations, human resources, web development, troubleshooter, and graphic designer, among others. SEE: Return to work: What the new normal will look like post-pandemic (free PDF) (TechRepublic) Based on an assessment of 50,000 companies in the FlexJobs database, here are the top 15 companies hiring for PTRJ: 1. Kaplan is a for-profit educational institution, operating in more than 30 countries globally, and 89% of work offered is remote and 83% are part-time positions. 2. VocoVision is a children's therapy telepractice program that looks for applicants comfortable with tech and have excellent communication skills. All positions, 100% are remote, require advanced education and professional certifications, and associates are given access to a discussion board to share their concerns and to brainstorm ideas; 30% of jobs are part time. 3. Supporting Strategies is comprised of Financial Operations Associates (FOAs) who hold a bachelor's or master's degree in accounting or a related field of study, as well as 10-15 years of industry experience; jobs, which are 100% remote, are in accounting and finance, bookkeeping, human resources and recruiting, and 95% of those jobs are part time. 4. Robert Half International, a global professional staffing and consulting firm, was founded in 1948 and was named by the Human Rights Campaign as one of the best places to work, as well as one of the 50 happiest companies in America by CareerBliss. Seventy-two percent of the company's jobs are remote, with 7% of jobs part time. 5. Pearson offers flexible jobs in many professional fields in and beyond education & training and has posted temporary, freelance, seasonal, occasional, part time, flexible schedule, and work-from-home jobs in the past and employs a staff of 32,000, in more than 70 countries. The London-based company offers 54% remote work, and 45% part time. 6. Appen is a technology services company, which recently acquired Leapforce and works in 130 businesses globally; 99% of jobs are remote and 89% are part time. 7. K12 is an online educational programs and solutions company for youth in kindergarten through 12th grade and is designed for kids, teens and families to serve students "in the home or on the road." A majority, 99% of jobs are remote, with 16% part time. 8. Edmentum provides educational solutions to 8,000 school districts nationwide and was created by the merger of PLATO Learning and Archipelago Learning; provides more than 14 million students with individual teaching approaches and online learning solutions. Ninety-six percent of its jobs are remote, with 64% being part time. 9. Lionbridge provides localization and data services in more than 350 languages and operates throughout the US and internationally. Team members work from home or from one of the company's 55 offices spanning 26 countries, and 98% of jobs have remote work options, and 74% are part-time jobs. 10. Independence University was one of the earliest (1978) "distance learning" schools. The nonprofit now includes four schools: healthcare, business, graphic arts, and technology. The Utah-based university offers associate's, bachelor's, and master's degree programs. It offers 100% remote work options, with 31% part time. 11. Rasmussen College is a for-profit school offering associate's and bachelor's degrees from campuses across Minnesota and other states, which offers more than 70 academic and professional programs in such subjects as business, tech, nursing, health sciences, design and education. Part-time work is popular, with 94% of jobs requiring 35-hours or less, and 78% are remote. 12. Achieve Test Prep is an academic support organization that provides test prep and college-education consulting services. Its employees are 100% remote, and 47% part time. 13. LanguageLine Solutions was established in 1982 to provide more effective communication methods for non-English speakers and now provides face-to-face, over-the-phone, and video-conference interpreting and document translation services, and is the largest professional interpreter employer in the world. The Monterey, CA-based company has 100% remote work options, with 29% part-time work. 14. FlexProfessionals is a privately held staffing and recruiting firm that specializes in flexible work arrangements for seasoned professionals with 73% both part time and jobs with remote work options. 15. Cactus Communications is a privately held company, based in Mumbai, which provides communication solutions specializing in academia and pharmaceutical and device companies, offers 100% remote work and 56% part-time jobs. FlexJobs identifies an additional 15 companies that offer PTRJ. 5G and Mobile Enterprise Newsletter 5G networks and devices, mobile security, remote support, and the latest about phones, tablets, and apps are some of the topics we'll cover. Delivered Tuesdays and Fridays Sign up today Also see 

  Published Date: 2020-08-15 

 Epic has filed lawsuits against Apple and Google after its Fortnite app was jettisoned from the App Store and Google Play. The issue: The 30% fee that Apple and Google get on each purchase. Image: Epic Games Epic Games is probably best known for the virtual battles players have in its hit game Fortnite, but the company is gearing up for a real-life battle against two of the tech industry's biggest guns. This week, Epic filed lawsuits against both Apple and Google after its Fortnite app was booted from their respective app stores for violating specific guidelines. A multi-player, shoot-em-up, survival game, Fortnite is free but offers in-app purchases. And therein lies the issue. Apple and Google each get a 30% cut of every purchase in their app stores, whether apps or in-app features. Arguing that this cut results in higher costs for users, Epic tried to circumvent the app stores by selling V-Bucks for in-app purchases for Fortnite directly to customers. Apple said that move was a violation of the App Store guidelines, so it removed Fortnite from the store, prompting a lawsuit from Epic. Google also pulled the game from Google Play for similar reasons, triggering a suit against the Android giant. So now Epic finds itself in a legal battle with two of the most powerful players in the tech world. SEE: Five skills you need to become a video game tester (free PDF) (TechRepublic) Revealing its initial intention on its website before the app store removals and lawsuits, Epic said it was introducing a new way to pay for V-Bucks for the latest Fortnite update via iOS and Android: Epic direct payment. Touting the direct payment route as a cost savings, Epic said that customers would save 20% going this route, pricing the V-Bucks at $9.99 through Apple and at $7.99 through direct payment. "Currently, when using Apple and Google payment options, Apple and Google collect a 30% fee, and the up to 20% price drop does not apply," Epic said. "If Apple or Google lower their fees on payments in the future, Epic will pass along the savings to you." Image: Epic Games But this move to offer direct payment is what got Epic into trouble first with Apple, which on Thursday removed Fortnite from its App Store. "Today, Epic Games took the unfortunate step of violating the App Store guidelines that are applied equally to every developer and designed to keep the store safe for our users," Apple said in a statement shared on TechRepublic sister site ZDNet. "As a result their Fortnite app has been removed from the store. Epic enabled a feature in its app which was not reviewed or approved by Apple, and they did so with the express intent of violating the App Store guidelines regarding in-app payments that apply to every developer who sells digital goods or services." In response, Epic quickly filed a lawsuit against Apple. In its suit, Epic said it's not looking for monetary compensation or special treatment for itself but rather is seeking relief to allow fair competition in key markets that directly affect hundreds of millions of consumers and tens of thousands of third-party app developers. "Apple imposes unreasonable and unlawful restraints to completely monopolize both markets and prevent software developers from reaching the over one billion users of its mobile devices (e.g., iPhone and iPad) unless they go through a single store controlled by Apple, the App Store, where Apple exacts an oppressive 30% tax on the sale of every app," Epic charged in its suit. Shortly afterwards, Google stepped in to remove Fortnite from its Google Play store, also for violating its guidelines after Epic offered Android users a direct payment option for its V-Bucks. Image: Epic Games "The open Android ecosystem lets developers distribute apps through multiple app stores," Google said in a statement shared with TechRepublic. "For game developers who choose to use the Play Store, we have consistent policies that are fair to developers and keep the store safe for users. While Fortnite remains available on Android, we can no longer make it available on Play because it violates our policies. However, we welcome the opportunity to continue our discussions with Epic and bring Fortnite back to Google Play." And just as quickly, Epic filed its suit against Google, arguing that the company is engaging in monopolistic and anti-competitive actions through its Google Play store restrictions. In its suit against Google, Epic again said it was not looking for financial compensation or a special side deal or favorable treatment from the company. Instead, Epic said that it wants an open and competitive Android ecosystem for users and industry participants. "Google has eliminated competition in the distribution of Android apps using myriad contractual and technical barriers," Epic charged in its suit. "Google's actions force app developers and consumers into Google's own monopolized app store—the Google Play Store. Google uses this monopoly power to impose a tax that siphons monopoly profits for itself every time an app developer transacts with a consumer for the sale of an app or in-app digital content." In its battle, Epic has also tried to rally the troops in the form of customers and users who now have no way of downloading Fortnite on their iOS and Android devices unless they had downloaded it previously. On its website, the game maker has created a page with the hashtag #FreeFortnite and an FAQ criticizing Apple for its actions. Epic has also cooked up a quick video called Nineteen-Eighty Fortnite, a parody of Apple's famous 1984 commercial, but this time with the iPhone maker as the bad guy. Though Fortnite's efforts seem like a case of one David against two Goliaths, this is far from the first time Apple and Google have been accused of monopolizing their markets. In late July 2020, Apple CEO Tim Cook was called before Congress to answer questions about the company's alleged monopoly with smartphones and mobile apps. Claiming that Apple doesn't have a dominant share in any market, Cook defended the fees charged by Apple for App Store purchases, calling them lower than those from most of its competitors. Apple also has always promoted its App Store as a safe and secure place where apps are vetted before becoming available to users. And it has continually pointed to the profits that app developers earn, even after the 30% commission. But other app developers have criticized Apple for its commission costs and store policies, complaining that the App Store is the only viable method for the distribution of iPhone and iPad apps. And many of those developers will be more than happy to join Epic's fight, at least in spirit. Google's app store isn't as strict. Google allows other app stores on Android devices, such as Samsung's Galaxy Store and Amazon's Appstore. But developers who go through the official Google Play store are subject to the fees and policies handed down by Google, which many consider restrictive. Some type of compromise would be in the best interests of all parties, placating app developers and making Apple and Google look kinder, especially to regulators eager to clamp down on the companies. But the two companies have deep pockets and high-priced lawyers and are used to combat in the legal arena. Changing their store policies and commissions could set a dangerous precedent, so Apple and Google are likely to fight this one out if necessary. 5G and Mobile Enterprise Newsletter 5G networks and devices, mobile security, remote support, and the latest about phones, tablets, and apps are some of the topics we'll cover. Delivered Tuesdays and Fridays Sign up today Also see 

  Published Date: 2020-08-15 

 Multiple calendars let you share calendars, but they can also complicate scheduling. Here's how to export and import Google Calendar data to reduce your number of calendars. Image: Andy Wolber / TechRepublic Google Calendar gives people the ability to create, share, and access multiple calendars. This can make it easier to schedule an event with a colleague, since a shared calendar allows you to determine whether or not a person has an event already planned for a particular time. A shared calendar also can convey the availability of a shared resource, such as a conference room. Some people rely on different calendars for distinctly different roles. For example, one person I know used five different Google calendars: One for work, two for community volunteer roles (with two different nonprofit organizations), one for a role as an elected official, and yet another calendar to manage personal activities. This configuration allowed the person to share each different calendar with a different set of people, while still being able to view all five calendars at once. However, maintaining multiple calendars can make it difficult to verify availability, since you need to check several calendars for events. I recommend that people maintain as few calendars as possible. For many people, two calendars suffice--one for work-related activities and one for personal events. To reduce the number of calendars you use, first decide which calendars you want to keep. If you use G Suite for work, the primary calendar associated with your G Suite account will typically serve as your central work calendar and a primary calendar associated with a personal Gmail account might make sense for personal activities. Next, follow the steps below to export calendar data from each calendar you no longer need, then import that data into a calendar you will continue to use. To export Calendar events, you'll need to use Chrome on a laptop or desktop system as you work through this calendar consolidation process. SEE: Google Sheets: Tips and tricks (TechRepublic download) How to export a Google calendar You may export any Google calendar displayed on your My Calendars list. 1. Open Chrome and go to https://calendar.google.com. 2. Select the sprocket (in the upper-right corner area, to the left of the day/week/month/etc. drop-down selector), then Settings (Figure A). Figure A 3. Scroll down the left-side menu to Settings For My Calendars where the system displays your calendars. 4. Click on the name of the calendar you want to export. 5. Calendar settings will display to the right. Select the Export Calendar button (Figure B). Figure B 6. Chrome will download your calendar events to a file. Note: This file is typically named with your account information, followed by ".ical.zip." 7. To access your exported file from Chrome, select the three-vertical dot menu (in the upper-right area of your browser), then choose Downloads. Select Show In Folder to locate the downloaded item. On most systems, you may double-click to open the .zip file and access the .ics calendar file. How to import to Google Calendar You may import calendar data (in .ics or .csv file formats) to any Google Calendar displayed on your My Calendars list. 1. Open Chrome and go to https://calendar.google.com. 2. Select the sprocket (in the upper-right area) to access Settings. (Figure A) 3. Select Import & Export from the left-side menu. 4. Click on or tap Select A File From Your Computer, then navigate to and select the exported calendar file you want to import (Figure C). 5. If needed, adjust the calendar listed below the Add To Calendar menu. 6. Select Import to add events from your chosen file to your selected Google calendar. Figure C After you import a calendar, review events to make sure the data imported correctly. Note: Not all information from every type of exported calendar file will import. For example, in some cases, only the first event of recurring activities might display. In other cases, event guests or details may not import fully. How to delete a Google calendar When you no longer need a Google calendar, you may delete it. Only do this after you have reviewed your calendar items to ensure you no longer need the data. If you like, and if your organizational data preservation policy permits, export and then save your calendar data first. If you preserve this calendar data file, you might use it to import and recover calendar data in the future. You may not delete the primary calendar associated with your Google account. At most, you may delete all events from your primary calendar. You may delete any other calendar that you have created. 1. Open Chrome and go to https://calendar.google.com. 2. Select the sprocket (in the upper-right area) to access Settings (Figure A). 3. Scroll down the left-side menu to Settings For My Calendars and click on the name of the calendar you want to delete (Figure D). 4. In the main settings area, scroll to the end of the section, then select Delete. Note: If you have selected your primary calendar, and then choose Delete, the system will delete all events on your primary calendar. 5. The system will then ask you to confirm by selecting Permanently Delete. Figure D What are your calendar practices? How many different calendars do you consistently rely on and use? If you use more than two calendars (one work, one personal) how do you find multiple calendars benefit you? If you've consolidated your calendars, what prompted you to reduce the number of calendars you use? Let me know how you choose to use calendars--either in the comments below or on Twitter (@awolber). Google Weekly Newsletter Learn how to get the most out of Google Docs, Google Cloud Platform, Google Apps, Chrome OS, and all the other Google products used in business environments. Delivered Fridays Sign up today Also see 

  Published Date: 2020-08-15 

 If you're a site owner or a G Suite administrator, learn how to upgrade your classic Sites to new Sites smoothly. Google recently announced the transition from classic to new Google Sites will be completed by the end of 2021. Starting in mid-August 2020, when people access sites.google.com, the system will take them to the new Google Sites (sites.google.com/new) instead of the classic Google Sites (sites.google.com/classic). If G Suite administrators and Google Site owners take no action at all before the end of 2021, then visitors will no longer be able to access classic Google Sites--a new, converted version of each classic Google Site will be available for site owners to review and then publish. See Google's Transition from classic Sites to new Sites support page for a detailed timeline of the transition process. However, prudent G Suite administrators and site owners may take several steps today to transition from classic to new Google Sites. The steps detailed below will ensure that you not only preserve classic Google Site data but also support site owners through the upgrade process. How administrators can enable new Google Sites A G Suite administrator may control which people within their organization can use Google Sites. In most cases, I recommend that Google Sites be enabled for everyone within the organization. To enable new Google Sites, access admin.google.com with a G Suite administrator account, sign in, then select Apps, then G Suite, then Sites. Make sure the Service status is ON (either for everyone, as in Figure A, or for selected organizational units) and that both Site Creation And Editing and Users Can Create New Sites are checked. SEE: Google Sheets: Tips and tricks (TechRepublic download) How administrators can prevent creation of classic Sites A G Suite administrator also will likely want to prevent people from creating additional classic Google Sites (Figure A). As above, access admin.google.com with a G Suite administrator account, sign in, then select Apps, then G Suite, then Sites. Click (or tap) in the section Sharing Settings - Classic Sites, then click (or tap) the pencil icon next to Site creation. Select "Users At [your domain] Cannot Create Sites," then select Save. Figure A How to review classic Google Sites Go to the Classic Sites Manager to display a list of classic sites. For each site, the list identifies the site owner, the date the site was last edited, and the number of site views in the past 30 days. This list identifies exactly how many classic Google Sites you may need to convert, rebuild, or delete (Figure B). Figure B You may export the displayed list of classic Google Sites to a Google Sheet. This data may help site owners or G Suite administrators track each site's status during the review and conversion process. To export the list, scroll to the bottom of the Classic Sites Manager page, then select Export To Google Sheets. How to preserve Google Sites data Before you take any actions on these sites, I recommend you first export and preserve classic Google Site data. Go to https://takeout.google.com, choose Deselect All, scroll down the page to Classic Sites, select the checkbox, then scroll to the bottom of the page and select Next Step. You may then choose a delivery method (I suggest you choose Add To Drive) and modify the frequency, file type & size if desired--although in most cases, the default options for a one-time export make sense. Next, select Create Export. You'll receive an email notification when the export is complete. This export ensures you at least have the core contents of your classic Google Sites before you make any changes. How to convert, rebuild, or delete For many sites, the Conversion Tool helps you streamline the migration from classic to new sites. Click anywhere in the row next to a site name, then select the Conversion Tool to start the process. If the system identifies any items that merit attention, it displays a warning. For example, classic Google Sites supported gadgets, page-level permissions, unlimited levels of subpages, and visitor comments, while new Google Sites allows embedded content, Site sharing controls, a limit of five subpages, and no support for visitor comments. See Google's Compare new Sites & classic Sites support page for a feature-by-feature comparison of the two tools. Review the warning items and address any concerns before you continue. In many cases, you may simply step through the conversion process (Figure C). Select the box to share the site with the same people, select Start. The system will create a draft version in the new Google Sites and send an email to you when the draft is ready. Review the draft content in the new Google Sites, make any desired changes, then Publish when ready. Figure C Alternatively, you may choose to build a new version of a classic site. A rebuild makes sense when you want to modify or update the content from your classic site. This process is less automated and more manual. You'd need to create a new Google Site, then add pages and copy/paste or add content, as needed. Of course, if you no longer need a site, you may delete it. On the Classic Sites Manager page, select the box to the left of the name of the classic Google Site, then choose Delete. Review the displayed message, then choose Continue to delete the site. As with the conversion process, you'll receive an email notification when the selected site(s) have been deleted. What are your classic to new Google Sites transition plans? If you or people in your organization still use classic Google Sites, what are your plans to transition these sites? Do you plan to upgrade from classic to new Google Sites as soon as possible? And, if you've used the Site conversion tool, what has your experience been? Let me know how you have found the process of moving from classic to new Google Sites--either leave a note in the comments or on Twitter (@awolber). Google Weekly Newsletter Learn how to get the most out of Google Docs, Google Cloud Platform, Google Apps, Chrome OS, and all the other Google products used in business environments. Delivered Fridays Sign up today Also see 

  Published Date: 2020-08-15 

 Jack Wallen, who has been using Linux for 20 years, shares a recent experience using the Windows platform and explains why it put the OS debate into perspective. Over the years, I've written countless pieces surrounding the "Linux vs. Windows" argument, every one of which sides with the Linux camp. I am, after all, a long-time user of Linux--it has been my daily operating system for two decades. I've used a vast majority of Linux distributions on both desktops and servers and rarely have I had an issue. To me, Linux comes naturally. It's simple, effective, and efficient. Windows, on the other hand, has always seemed a slog. It's about as counterintuitive as an operating system can be. It's patchwork, guesswork, and very often doesn't work. Let me share with you a recent anecdote to help illustrate where I'm coming from. This happened a few short days ago. SEE: Linux service control commands (TechRepublic Premium) Picture, if you will, a tech writer and his video setup. Before him is a stand and on that stand is a laptop. The operating system powering that laptop? Windows 10. I was hired by another company to do a video series on a particular piece of software. I thought, "No problem! I've used the software on other platforms, this will be a cake walk." And no, the software in question wasn't Cakewalk. All I had to do was install a screen-recording application on Windows 10, and I'd be set for liftoff (no, the software in question wasn't Liftoff). However, Windows 10 had something to say about that proposition. At first, I thought, "I'll use the built-in screen recording app." Nope. That's only for games. Then I thought, "I'll install the same tool I use on Linux (to great effect)." Nope. Not available for Windows. Then I thought, "I'll check the Windows App Store (or whatever that abomination is called)." Bingo. I found five or so different titles to try. First one failed to launch. Second one failed to record. Third one crashed two minutes into the session. Fourth one was a joke. Fifth one wouldn't install. I was at a loss. I had a deadline, and things weren't looking so good. It wasn't until I remembered that I'd used OBS Studio once upon a time and knew I could get a screen recording with that. So, I installed the tool, took the time to set it up, and recorded the session. The session wound up a bit blurry. At this point, I was frustrated beyond belief. This was, after all, Windows. Wasn't it supposed to be the most user-friendly platform on the market--with the most applications available to use? In a nod to irony, I couldn't help but laugh. How did I resolve the issue? Linux. I installed a Windows 10 virtual machine on a Linux host, fired up the software, and then recorded what I needed using Simple Screen Recorder on the Linux host. The tool recorded exactly what I needed, picture perfect, and didn't balk about one single thing. It was effortless and simple. Because that's what Linux really is. From my perspective, Linux is the operating system that doesn't get in your way of doing the work you need to do. It's there, ready to help you get things done, instead of being a hurdle, ready to trip you up. Then again, I've been using Linux since the early days, so it's second nature to me. If you were weaned on Windows, chances are pretty good that platform is second nature to you. It's a matter of perspective. I remember a long, long time ago, I made an analogy to someone asking me to explain my position that Linux was easier than Windows. What I said was something like this: "Imagine you were born and raised Catholic. To you, Catholicism makes sense. It's easy. It's familiar. You can go through the Catholic motions in your sleep. Now, Imagine you were born and raised in a Baptist household. To you, Catholicism doesn't make sense. It's confusing, complicated, and absolutely unfamiliar. However, the doings of the Baptist church are completely your jam." That's what it's like with Windows and Linux. If you were "raised" in a Windows "house," you can use the OS in your sleep, and it makes sense. Linux? Not so much. The same holds true for Linux. If you were raised in a Linux "house," Windows seems like an abomination of logic and reason that's overly complicated and prone to failure. The truth of the matter is, both work, and both make sense to those who regularly use them. To say one is definitively better than the other is to overlook the strengths of each--of which both have many. In the end, we should be looking at this through the lens of: What is the best tool for the job? Both Linux and Windows are the best tools for certain jobs. Even when they aren't the best tool for the job, they are still passable and when you put them together, there's very little you can't do. Add macOS into the mix, and nothing can stop you. And there you have it: My recent foray into the world of Windows that gave me a bit of perspective about both platforms. Take from my story what you will, but know this: I could not do my job without Linux. At least I couldn't do it with ease. Or security, reliability, and efficiency. Open Source Weekly Newsletter You don't want to miss our tips, tutorials, and commentary on the Linux OS and open source applications. Delivered Tuesdays Sign up today Also see 

  Published Date: 2020-08-15 

 New features in Windows 10 Preview Build 20190 make it easier for users to see what changes have been made to their PC following a major update. Microsoft A new feature coming to Windows 10 will make it easier for users to see what's new after downloading and installing major updates. The new "post-update experience" for Windows 10 will flag the main changes made to users' PCs after they install a major software update. The experience is being introduced via the Tips app and is available to Windows Insiders on the Dev Channel as part of the new Windows 10 Preview Build, version 20190. SEE: TechRepublic Premium editorial calendar: IT policies, checklists, toolkits, and research for download (TechRepublic Premium) A blog post on the Windows Insider page read: "We know that it doesn't always feel clear what changed with a major update, or even how you can learn about and try out new features and improvements. This means that updates can feel time consuming without real benefit to you, and we want to change that. "After installing this build, Insiders will see the Tips app is launched highlight some of the most recent new features from the latest Insider Preview builds in the Dev Channel." To see this experience on your device, users need to toggle "Show me the Windows welcome experience" within Settings > System > Notifications & actions. The new feature will be visible for Windows Insiders in EN locales including the US, UK, Australia, India and Canada. Separately, Microsoft is making it easier for users to discover new updates to drivers and non security-related features, removing the need to manually search for updated device drivers via Device Manager. Instead, when optional updates are detected by your device, they will be displayed under Settings > Update & Security > Windows Update > View optional updates. This will be included as part of the August 2020 security update for Windows 10, Microsoft said. Microsoft Build 20190 brings additional updates, including changes to the graphics settings that allows users to specify which graphics card Windows 10 utilises by default, as well as on a per-application basis. This should be particularly useful for users who have multiple, high-performance graphics processing units (GPUs) and want to be able to select which should be used in graphics-intensive applications, such as gaming or video editing. SEE: Top Windows 10 run commands (free PDF) (TechRepublic) By going to Settings > System > Display > Graphics settings or Settings > Gaming > Graphics settings, users can specify a graphics card that will be used by default in intensive cases. Microsoft has also added the ability for users to specify which GPU they want an app to run within the new "Specific GPU" option. A full list of the updates, fixes and improvements in Windows 10 Preview Build 20190 can be found here. Microsoft Weekly Newsletter Be your company's Microsoft insider by reading these Windows and Office tips, tricks, and cheat sheets. Delivered Mondays and Wednesdays Sign up today Also see