Tag Archives: transformation

How can a career vision help me with my career

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How can a career vision help me with my career

 Professional Development Series

This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into professional development and  real-world IT topics in detail.

If you are interested in more training in these areas, please sign-up for the continuing online coaching series.

There is a saying that “If you don’t know where you are going, then anywhere is fine.”

Steve Wynkoop and I were talking a lot about designing and managing our professional careers on a weekly interview on SSWUG.org.  This episode was about what steps to change your position in the your current company.

The most important step is to clarify what you really want.  As in any success strategy, clarifying your goals (in any endeavor) is extremely critical.

Visualize yourself in 5 or 10 years into the future.  What are you doing?  What is your yearly income? What type of people are surrounding and supporting you? Where are you living?  What type of neighborhood, town, and leisurely activities are you enjoying?

For example:  What if you see yourself campaigning for a senate seat in 10 years?  Or you see yourself a partner and VP of Research and Development at your own company?  Or you own a company with 100 employees in 10 years?

After you clarify your career vision and goals (5 and even 10 years into the future), do the following:

1) Clarify your career vision and goals. [For a dream sculpting worksheet to help clarify your career vision– check out the Worksheets for Success page]
2) Do a self assessment on the skills, attributes, and education required to achieve those career goals
3) Identify the skills and education gaps between where you are today and where you want to be.
4) Put together a 1, 3, 5, 10 year Individual Development Plan designed to achieve those goals and start filling in those gaps. [For a copy of a IDP worksheet – check out the Worksheets for Success page]
5) Include reasonable forcing functions, accountability partners and manager/mentors/coaches to assist you on your journey.
In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into each step in more detail

For more worksheets (like the individual development plan) check out my Worksheets for Success at https://www.lauraleerose.com/worksheets-for-success/

Links:

Try it and let me know what you think.
If you liked this tips, more can be found at www.lauraleerose.com/blog or subscribe to my weekly professional tips newsletter at http://eepurl.com/cZ9_-/

The weekly newsletter contains tips on:
1)      Time management
2)      Career maintenance
3)      Business networking
4)      Work life balance strategies

If you haven’t taken advantage of your introductory time management coaching session, please contact LauraRose@RoseCoaching.info

 

You can’t get your refund, if you don’t mail in your tax forms…..

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A friend of mine asked me to help a friend of his with their taxes.  I worked on this friend’s (first-removed) back taxes from 2010 with great results.  After filling out some simple forms, his was owed a very nice accumulated refund.  I had the forms done, appropriate W2 forms clipped to the right forms, the envelops addressed and even stamped.  All this gentleman needed to do was to review, sign, fold and mail.  The paperwork mentioned that he would get his refund in 2-4 weeks.

4 weeks later, I asked this friend-first-removed if he had received his refund yet.  He confessed that he has the forms signed, but he has not mailed them in yet.

“Well — you know you can’t get your money, until you mail in forms in….”

 

It’s the same in life and work.  It’s more difficult to get what you really want if you don’t explicitly ask for it and then follow-through with your plan.

  • You want a new position or a promotion; make your manager and mentors aware of your aspirations.
  • You want to speak at local conferences; submit abstracts to those conferences
  • You want a raise or bonus; ask your manager what are the specific requirements to receive a raise or bonus.
  • You want to make extra money; ask HR what other side projects you can do to make additional money. (Some companies pay you for technical articles, patent ideas,  sale referrals, some off-hour billable  tasks, etc)
  • You want to spend more time with family; investigate flex hours, working from home, or 4-day work week options

Is there anything you are procrastinating?

 

This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.Whether we a member of the staff or the owner of our own business, thinking like an owner provides additional solutions that we otherwise would never consider.

 

For more worksheets (like the individual development plan,and the individual network strategy worksheet) check out my Worksheets for Success at https://www.lauraleerose.com/worksheets-for-success/

Links:      

Try it and let me know what you think.

 

If you liked this tips, more can be found at www.lauraleerose.com/blog or subscribe to my weekly professional tips newsletter at http://eepurl.com/cZ9_-/

The weekly newsletter contains tips on:
1)      Time management
2)      Career maintenance
3)      Business networking
4)      Work life balance strategies

If you haven’t taken advantage of your introductory time management coaching session, please contact LauraRose@RoseCoaching.info

 

Leveraging Links

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This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.

If you are interested in more training in these areas, please sign-up for the continuing online coaching series.
Most professionals have a LinkedIn.com account and profile.    They accept requests from friends, coworkers and family members that they already know. Then they stop there.

  • Is your social media connections assisting you in your professional and career goals?
  • Are you using your social media contacts smartly?
  • Are you connecting only with people you already know instead of the people that can help
  • you in your development?

We typically associate with folks of the same socioeconomic circles.  Studies show that your salary and income are typically within 20% of the group of people you regularly hang around with.  So, if you want to jump to a different salary or professional level, we may need to change who we hang around with.  If you want to leap to the next professional rung, we may want to find ways to network with people that are of that next desired level.  In other words, surround ourselves with the success we want to achieve.

We can use our social networking profiles to do this.

For a quick review of the steps, watch the video  and  purchase the Leveraging Links Zipinar Ebook.

To create your individual networking strategy, sign up for our free workbook at: http://eepurl.com/njCWz

Make a quarterly goal of increasing your networking circle by 10% in the right direction.

Other things to consider:

1) Invite the authors of your favorite technical journal articles to your LinkedIn.com network
2) Socialize at the cafeteria and create intellectual discussion groups.  Add them to your LinkedIn.com network
3) Conduct Brown Bag Lunch series on important topics to your industry.  Offer to send the presentation and whitepaper to those that connect with your on LinkedIn.com
4) Work on white-papers with your manager on items that can be shared and published.  Invite your readers to link with you on LinkedIn.com
5) Select a side-hobby and invite those folks to your linkedin.com network.

Try it and let me know what you think.

Even when everyone does everything right….

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Victor Hugo’s Les Miserables story shows that even when everyone is doing what they are supposed to be doing, there will be conflicts and oppositions.  Set in the backdrop of the French Revolution, the characters both implodes and explodes because of these diverse principles.

The story is more rich than this quick summary depicts; but these are just quick examples of how even when people are doing what they feel they must do – there are conflicts and opposition.

 

  • Jean Valjean steals bread to feed his sister’s family, and is sentenced to jail.  He was trying to do what he was supposed to do, in providing for his family.  Jean Valjean completes his sentence, but is on parole forever.  Because he has a criminal record and is on parole, society ostracizes him.  He cannot find  ‘honest’ work.   He soon realizes that he cannot provide for anyone under the title of convict/parole.  So he breaks parole to start a new life.

 

  • M. Myriel, the kindly bishop of Digne, provides Jean Valjean with the means to start a new life.  Even though the bishop was ‘breaking the law’ by harboring a criminal – he was doing what he was supposed to do by saving a soul.  At that point Jean Valjean committed to use the riches to enrich other people.  With his new life, Jean Valjean becomes a benevolent business owner and major.  He supports and watches over his entire town.

 

  • Fantine (single mother) tries everything to provide for her daughter, Cosette.  Because she is a single mother, society ostracizes her and it’s difficult for her to get ‘honest’ work.   As a last resort, she sells her hair, teeth and finally herself to send money to her daughter.  She was trying to do what she was supposed to do – in providing for her daughter.
  •  Javert, Montreuil’s police chief, is duty-bound to hunt criminals and people that break parole.  His job is to capture Jean Valjean if/when their paths cross.

 

The character list continues as the above.  Most characters have very good reasons for doing what they do.  As you look at each character separately, they are doing exactly what they are supposed to be doing.  Set during the pre-ample of the French Revolution (an even larger conflict), each of these characters are met with situations that challenges their core principles.  The colliding of these diverse (yet reasonable) principles both implodes (by Javert’s suicide) and explodes (revolution).

 

This concept is great for any personal or professional interaction.  Give others the benefit of the doubt in the office boardroom, meetings, and project schedule conflicts.  Most people are actually trying to do the right thing.  If you can pause and view the situation from their perspective, you may be able to recognize other alternatives in which everyone can win.

 

This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.

Turning competition into collaboration.

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A friend of a friend was visiting from Berlin, Germany.  Although I regularly teach a private group lessons at my friend’s home, she wanted to postpone (cancel) our January group classes — so that her group can take lessons from their visiting friend.  Although I could have seen this as a negative, I didn’t.  It would not make much sense to do so.

  • My friends have been taking from me forever; and they will continue when their friend returns home.
  • Their friend will only be here through January.  I’ll be here long after their friend leaves.
  • My friends enjoy all different types of dances; and it’s fun for them to learn from different instructors.
  • Although I have connections into the Argentine Tango community, I don’t  teach Tango (which is my friend’s friend’s expertise).
  • When their friend leaves, I can still help them stay in practice with Tango during our regular dance lessons.

So I immediately went into collaborative mode.  When my friend mentioned why she was canceling our January classes,  I forwarded my friend all the Argentine Tango community information that I could find.  I also introduced some local Argentine Tango instructors to my friend’s friend.   Local instructors could then offer guest workshops and private lessons with an international Argentine Tango instructor without much overhead or hassle.  I also connected her with a local Argentine Tango instructor that has her finger on the pulse of everything Tango.  This allowed all sides to benefit from the connection.

Even though making these connections between the guest instructor and others may not directly or immediately benefit me — both sides realize that I was thinking of their best interest.  And like any good dance partner, we look out for each other (both on and off the dance floor).

On the dance floor or work environment, we don’t want to show-off, out-do, or struggle with our partners.  We don’t want to make our partner feel uncomfortable or ungraceful.  If the moves aren’t coming out exactly as we had initially envisioned, just relax and co-create a new movement from the blending of your styles.  If your follower isn’t exactly paying attention to you OR if your leader isn’t giving you any play time — just ease into the space and make the best out of this current situation.  You may be surprised  what will develop.  This specific song/task will only last a very limited time.  But the steps and care that you in invest in this time will give you lasting results.

If you are interested in knowing how to take these  concepts into the professional environment, please sign up for my professional and career management (free) newsletter at : http://eepurl.com/cZ9_-/

On the Move? Things to Consider Before Relocating for Work

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Moving boxes in empty roomTraveling across the country for a new job may be just the adventure you’ve been waiting for. Like all adventures, relocating for work comes with its share of challenges. Being honest about the benefits and drawbacks of moving for work can save you time, money and family struggles down the road.

Show Me the Money

One big relocation incentive is a pay increase. But extra zeroes may not make much difference when the boxes are all unpacked. Ask yourself these questions regarding price vs. rewards before relocating:

  • Can I sell my home and break even or make a profit? If you can’t sell your house in a timely way and make enough from the sale for a down payment on another home in the new location, the difference in salary may not be worth the move.
  • Is the pay substantially better than where I am? Although the pay may look like enough to make moving worth the effort, some serious number crunching can help you get a clearer picture. Compare utility costs, fuel costs, taxes, as well as the cost of food in the new location. Are there added perks to the new job, like a car that could save you money? Take time to compare 401k plans, profit sharing and potential bonuses between your current job and the new offer. Adding everything together helps you get a clear picture of how much more you will make if you relocate.
  • Will the new company help with moving expenses? Moving across the country is expensive. Calculating how much the move will cost and whether your new job will to pay for it is an important part of your decision-making process.
  • Will the company cover temporary housing? If you are moving to a large city like, say, Phoenix, finding the right neighborhood for your family can take a lot of time. Many companies offer a short-term housing allowance to cover apartment rentals to give you and your family time to find the right house, neighborhood and school district.

The Relationship Factor

No matter how good the job offer, relocating can be difficult on relationships. Spouses, significant others, children and extended family are all part of the equation. Consider the impact your move will have on those you love by asking yourself these questions:

  • How will the move affect my spouse’s career? If your spouse has achieved certain career goals or is working toward them, relocating for your job may not be in her best interest. Be willing to say “no” to a new offer for the sake of your spouse.
  • What about the children? Moving can be harder on children than anyone in your family. Changing schools, making new friends, getting used to a new neighborhood can be devastating for children if not planned intentionally and strategically. Consider carefully how relocating will impact your children and, if they are old enough, get them involved in the conversation.
  • How will my extended family react? If you live near aging parents, consider how moving will impact them. Do they need help with their daily routine? Will moving mean multiple trips back and forth each year to meet their changing needs? Do your parents provide support like babysitting? How will your family replace this in a new town?

Are you a free bird or a butterfly?

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I know the title is a little strange, but indulge me for a moment.  Most of us really appreciate the freedom and lightness of flight.  We are attracted to a stress-free environment that allows us to flow in our areas of genius and passion.  We all realize that we are more productive, effective and empowered when we are work and passions are closely aligned.  And when we are so aligned, we feel we are a bird in flight, floating on air, flowing where our genius takes us.

Even if 100% of our day isn’t in-flight like that; most of us have pockets.  We often find ourselves in the ZONE or flowing.

Now — when we’re in those pockets or zone … are you a free bird or are you a butterfly or a combination?

Some definitions:
Free Bird:  Has lots of experience and freely shares it.  A bird is light, free and flowing.  Consumes just enough to stay light; confident that more opportunities will become available exactly when you need it. The abundance mentality allows the bird to stay unencumbered and light.  They soars, shares (drops) their experience on others and flies away.  When their knowledge drops on the right flower or field, it fertilizes, feeds and energizes.  When their knowledge lands on unexpected people, cars, benches; it annoys.

Butterfly: Has lots of experience and freely shares it.  A butterfly is light, free and flowing.   During the process of collecting nectar, some pollen sticks to their belly and legs.   This allows them to continue to fly unencumbered (like a bird) but have more beneficial affect on those it touches and lands on.  While they are going about their normal activity of gathering nectar, they deliberately  focus on where they land; therefore, their knowledge and experience land on those that are asking.

Using this in the office:
How can we be the best of both?  Maybe we want to be a hummingbird of such.  Something that is a combination.  What is the one thing we can do TODAY, that  allows us to be an opportunity agent to others and ourselves? An Opportunity Agent collects appropriate contacts (pollen) as they go about their regular business (their nectar).  Because they are building a network and contact database, they can cross-pollinate among their contacts at the appropriate time.  Instead of only providing their singular experiences, they can connect their important contacts with other high-caliber contacts, resources, and networks.  This provides an exponential benefit to those they land or connect with.

By deliberately and mindfully staying in contact with the significant people you cross paths with,  you have the option to extend your wonderful network to others in the future.

Available free tools like Linkedin.com  helps you do this almost automatically (like the butterfly or humming bird).  I have a short free videos on how you can easily do this with the social media tools of your choice.

Check out http://lauraleerose.com/snapebook/   for the It’s a SNAP video
Check out http://lauraleerose.com/leveraginglinks/  for additional tips on leveraging the links you already have.

Send me your tips to staying in touch with your significant contacts.
And if you don’t already have a Business Networking Plan for 2013 — check out my Individual Networking Strategy Workbook.  It is intended to help you create a networking strategy to supports and propels you toward your career goals.

In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into these things in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.

Should I hire over-qualified people?

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Should I hire over-qualified people?

(or will they leave as soon as something better comes along)

Professional development series

This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.

In the recent interview with Steve Wynkoop (founder of SSWUG.org) we covered the “hiring” topic (don’t miss another professional newsletter tip—signup for the free newsletter here). This article covers the topic in more detail.

I recently received this question from a reader:

I currently have several positions open, and the job descriptions clearly outline the experience necessary. I’m drowning in applications from overqualified people. I know with the unemployment rate so high, people often have noticeably more experience than the jobs they apply for require.

However, I fear that if I hire overqualified applicants, they will leave as soon as a better job comes along. So I prefer to hire candidates ready to move up or laterally. Is it worth considering overqualified candidates? Or can we add something to the job description to improve our applicant pool?

You are in a great position. My recommendation is not worry about the future if you hire an over-qualified person. Focus on hiring the perfect person for the job. And let “what if” take care of itself.  Let’s take the following examples:

 

  • Some people you feel are ‘over-qualified’ are actually looking for a lower-pressure position. They want something they can comfortably and expertly handle in 5-days/8 hour time slot. Because they are (as you describe) “over-qualified”, your position is perfect for them.  They may not be looking for their ‘next challenge’.

 

  • Don’t assume you understand someone’s reason for applying for your job. They may want a slight career change.  Although they may seem over-qualified for the specific task you have in mind; their interest is more in a change of industry or culture.  Maybe their next challenge is getting experience in this new industry or area.   Perhaps your job offers more travel (or less travel).  It can be any number of things that attract.

 

  • Understand why you are hiring.  If you are in a production spike and need someone that will ‘hit the ground running’, hiring an over-qualified person is your best option.  If your spike is temporarily, consider contracting or temp-to-hire, until your product needs levels out a little.

 

  • To ease your discomfort around this topic, be explicit in your expectations. Explicitly announce your expectations and intentions (including the minimum length of expected stay). It’s perfectly acceptable to include the expectations to stay in this particular job for 8 months, 1 year (whatever your minimum expectations are). You can also include a contract penalty for leaving the position early (1 week, 2 week pay, whatever). This will weed-out the people that are merely using your job as a jobs-gap (bridge to another position).

 

  • Continually outline future career opportunities and advancement routes in both the technical and management ladders.   This helps retain the high-performance employees.

 Conclusions:

Don’t wait until the top-performers leave your company to figure this out.  If you don’t invest in your current employees’ career development, then you will be left with only low to mediocre performers (which make your management job that much more difficult).  Avoid offering lateral positions merely to ease your discomfort with hiring ‘over-qualified’ candidates.  Offer lateral position when it comes with additional promotion or skills advancement opportunities for the employee that is making that change.

If you liked this tips, more can be found at www.lauraleerose.com/blog or subscribe to my weekly professional tips newsletter at http://eepurl.com/cZ9_-/

The weekly newsletter contains tips on:
1)      Time management
2)      Career maintenance
3)      Business networking
4)      Work life balance strategies

If you haven’t taken advantage of your introductory time management coaching session, please contact LauraRose@RoseCoaching.info

 

 

Why do employees continue to job-search?

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Why do employees continue to job-search?

(Even when they already have a good job)

Professional development series

This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.

In the recent interview with Steve Wynkoop (founder of SSWUG.org) we covered the “hiring” topic (don’t miss another professional newsletter tip—signup for the free newsletter here). This article covers the topic in more detail.

Two recent surveys found that a majority of full-time workers continue searching out job opportunities, usually online and often through social media. What are the pluses and potential pitfalls of continually being on the search?

My first recommendation to employers is to not take “continually searching” personally.  There are many reasons individuals window-shop.  People often droop over the newest sports-car or gadget.  But it doesn’t necessarily mean that they are unhappy with their current toys.

There are often many reasons for job-window-shopping:

1) If workers are not satisfied with their current work environment, they will continually look elsewhere.

The advantage to this is that many people can handle a ‘bad working environment’ as long as they see a light at the end of the tunnel (a potential new position in the horizon). Conduct frequent one-on-one meetings to understand what is lacking in your employees career development plans.

2) People are always curious. This is an advantage to everyone.  Employees should be encouraged to bring these new desires and new knowledge to their manager to see if there are appropriate jobs opportunities in your current company that fits.  Management would be prudent to hold frequent career development one-on-one meetings, so that they understand what their talented employees are looking forward to doing.

3) Excellent employees are always forward looking.  If the employee sees no ‘next step’ within their current company, they will look more seriously at their next step outside of their current company.  Management would be smart to continually outline attractive and progression job roles for their best employees.

4) People need to feel valued and want to be continually challenged in their area of passion.  At a certain professional level, it is not ‘money’ that satisfies.  The best employees are attracted toward an increase of mastery and autonomy in the areas that they are passionate about.  If management isn’t listening, they are likely to lose their most valuable employees — because it is the talented that walk and the weak that stay.

5) If management uses this opportunity to negatively affect the employee’s advancement opportunities, then management is short-sighted. The employee is doing exactly what they need to do to create the most effective and efficient match between what they want to do with their careers and what they are actually doing with their careers. The employee is acting responsibly. Management would be acting responsibly by listening and reviewing current company’s opportunities to better match their employee’s talents and passion.

Conclusions:

Don’t wait until the top-performers leave your company to figure this out.  If you don’t invest in your current employees’ career development, then you will be left with only low to mediocre performers (which makes your management job that much more difficult).

If you liked this tips, more can be found at www.lauraleerose.com/blog or subscribe to my weekly professional tips newsletter at http://eepurl.com/cZ9_-/

The weekly newsletter contains tips on:
1)      Time management
2)      Career maintenance
3)      Business networking
4)      Work life balance strategies

If you haven’t taken advantage of your introductory time management coaching session, please contact LauraRose@RoseCoaching.info

 

 

Do you risk hiring someone that is under-qualified?

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Professional development series

This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.
In the recent interview with Steve Wynkoop (founder of SSWUG.org) we covered the “hiring” topic (don’t miss another professional newsletter tip—signup for the free newsletter here). This article covers the topic in more detail.
In today’s tight economy, many employers contemplate hiring under-qualified candidates at a lower rate.  Should you take on a promising employee that you know you’ll have to spend substantial time training, but could pay off? And if so, how do you identify such a candidate?

There’s a risk whenever you are hiring.  Even a very experienced employee can turn out to be a dud.  Most of us depend upon our gut feel and use your best judgment on any new hire.   There are a couple of things we can do to reduce our risk.

 Understand why you are hiring:

  • If you are hiring because you are having a spike in client requests and sales, then hiring someone that is not qualified is not the best solution.  The new person is not only unable to assist with the client requests right away – but other employees will be diverted from the client requests while they are training the new person.
  • When hiring someone under-qualified to save money and reduce your budget, you should also consider the salary/time of the other employees that are training the new person and the length of the learning curve.  Figure out the money you are losing during that learning curve.  If you can accommodate the temporary loss of production, than go for it.
  • If you are hiring the under-qualified person because they seem like a diamond in the rough, do not place them on a critical path role or project.  Do not create a bottleneck in your important project schedules.

 During the interview:

  • Ask Scenario-based, trouble-shooting questions like:  “You are given a task in an area that you are unfamiliar with – where would you start?”
  • Ask them to tell a story about how they actually accomplished a task in an area that they weren’t very accomplished in.
  • Ask them their career goals and professional development plans.
  • Discuss a probation period.  Outline expectations that within 3 months they will be doing xyz on their own, –outline performance expectations.  Agree to hire them at a lower rate, and increase after the probation period if you deem appropriate.
  • Make sure they have some secondary skills that you can take advantage of while they are training in their primary skills.  This way they are producing in an area – while they are learning another.

After hire:

  • Allocate a mentor or someone responsible for overseeing the new-hires progress.
  • Give the new-hire frequent feedback at your one-on-one manager meetings.
  • Make them responsible for the orientation and training materials during their training.  They learn better if they are the one documenting and keeping the training materials up to date.  Make the trainee responsible for the orientation and training materials during their training.  They learn better if they are the one documenting and augmenting the training materials.  Reduce the occurrence of them asking the same question twice.

 

Conclusions:

Don’t wait until the last minute to hire a candidate that requires training.  The delay caused by the inevitable learning curve places additional financial and morale strain at the workplace. Consider your natural business cycle with hiring.  Don’t place an unqualified trainee in the middle of the critical path. If you are hiring in a spike consider more qualified candidates.  If you are hiring during the slow season and are ramping up for your next  spike, then you have time to train someone less experienced.

If you liked this tips, more can be found at www.lauraleerose.com/blog or subscribe to my weekly professional tips newsletter at http://eepurl.com/cZ9_-/

The weekly newsletter contains tips on:
1)      Time management
2)      Career maintenance
3)      Business networking
4)      Work life balance strategies

If you haven’t taken advantage of your introductory time management coaching session, please contact LauraRose@RoseCoaching.info