Demonstrated Life-long Learner
from, President
on October 27, 2009
I spend a lot of time speaking with people who would like to work for Fredrickson. I most enjoy the conversations with those who are curious and always learning. They expand their professional skills in spite of limited opportunities to do so in their current job. Many are artists, musicians, actors, athletes, or mentors outside of work. Or they are otherwise active in their communities or professional associations. Finally, they are interested in learning about other cultures and perspectives.
People with these traits, I’ve found, are often the most adaptable to change and the most productive amid change.
Yet I wonder whether there is still reluctance among job-seekers and employers to acknowledge and discuss how experiences outside of work contribute to what the person can bring to a particular job? Just today, I interviewed a person in the learning and development field. Her past career as a winter sports coach came up in conversation, and I expressed my surprise that she hadn’t included this experience on her resume. She had chosen to omit it out of concern that an employer would form a negative impression of her character and wonder whether she’d be asking for extra time off to pursue the coaching. I hope I convinced her that 1-on-1 sports coaching was directly relevant to 1-on-1 corporate leadership coaching!
I’d like to see “demonstrated life-long learner” become a standard requirement on all job descriptions.
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Training on a Tight Budget
from, Director of Project Management
on October 21, 2009
Seeing articles, webinars, and presentations with this title makes me weary.
Yes, budget is important and yes, we should be fiscally responsible and good stewards of money. However, the question of tight budgets for training just doesn’t make much sense to me. The reason it doesn’t is because I’ve always been a firm believer in answering this question first - “Why are we providing training?”
If the answer to that question is that we are providing training to enhance, improve, or rectify some type of business problem, shouldn’t the budget question really be, “How do I show the benefit of this training in terms of the business problem?” If you answer that question, the answer to the money question should follow.
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Welcome to the Fredcomm Blog
from, Director of Marketing
on October 21, 2009
At Fredrickson we’ve long prided ourselves on sharing both what we know and what we think about topics through our seminars, articles, and the Fred Comm eZine.
The addition of the Fredcomm Blog gives us another way to continue to share our thinking about things that matter to us and we hope they matter to you as well.
The Fredcomm Blog won’t be written by one person, and it won’t be for just one audience. Instead, we’ll feature entries from anyone at Fredrickson who has something to say about any of our practice areas, from learning, to usability, to communications, we’ll get around to discussing it all in one blog.
I’ll hope you’ll bookmark this blog and return often.
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