Discussions Posted On: #3 Success Principle: When It Comes To Experience, Beggars Can’t Be Choosers http://www.it-career-coach.net/2010/01/07/3-success-principle-when-it-comes-to-experience-beggars-cant-be-choosers/ How To Take Your Career To The Next Level Wed, 08 Feb 2012 18:17:53 +0000 hourly 1 http://wordpress.org/?v=3.3.1 Paul Sheffer http://www.it-career-coach.net/2010/01/07/3-success-principle-when-it-comes-to-experience-beggars-cant-be-choosers/comment-page-1/#comment-5156 Paul Sheffer Sat, 09 Jan 2010 02:19:25 +0000 http://www.it-career-coach.net/?p=2753#comment-5156 Productivity: interns need to be managed by experienced employees meaning that productive time will be lost to employers. Productive time is lost when experienced workers have to show interns the ropes, supervise or assign work to them. This is only very partially explained because the return for invested effort is greater than the sum of the combined effort to train vs reward to be gained. "P Sheffer" Productive time is not lost when wisely invested in training interns to perform rudimentary tasks. An ongoing training model ensures that from the first moment the intern finds a channel along which to contribute productive energy. Models exist to manage the time of the senior executive to ensure optimal delivery of content and training to fresh interns. Any group of people experiences four stages of coming together as a productive work group. Forming, Storming, Norming and Conforming. ref... elsewhere, to quote as for reference. As a new intern is inducted to the team they must be instructed appropriately for a managed period of time.. for example 20 minutes a day every hour and forty minutes for the first 3 days. This addresses the 'storming' stage: a short intense period where lines of communication are established, work roles clarified, work tasks allocated, assigned or commissioned - depending on the organisation's policy for information forwarding... paraphrased PDS. Each work period following a structured Role Education Program (REP) is succeeded by a period of activity by the intern starting with the last instruction from the senior. For example, the senior instructs on the filing system in use in the file office and how to cross-reference one card with another. Immediately before terminating the meeting the senior instructs the intern to process a pile of unsorted cards. Whether or not the task is completed the intern returns to the senior for further instruction and either opts to accept a new assignment or continue with the previous task. The intern also may be required to multi-task or prioritise the tasks to hand to address a more important though lesser duration activity. Naturally the text would continue and having come this far you may be interested in making me an offer... Kind regards, Paul Sheffer P.S. In case you missed it, read the last line before the salutation! That's the P.S. P.P.S. To receive the intended message of this email, read it word for word.. there's only 723 words not including this PPS or what most readers would need about 3 minutes to fully understand. It's worth it. Productivity: interns need to be managed by experienced employees meaning that productive time will be lost to employers.
Productive time is lost when experienced workers have to show interns the ropes, supervise or assign work to them.

This is only very partially explained because the return for invested effort is greater than the sum of the combined effort to train vs reward to be gained. “P Sheffer”

Productive time is not lost when wisely invested in training interns to perform rudimentary tasks. An ongoing training model ensures that from the first moment the intern finds a channel along which to contribute productive energy.

Models exist to manage the time of the senior executive to ensure optimal delivery of content and training to fresh interns.

Any group of people experiences four stages of coming together as a productive work group. Forming, Storming, Norming and Conforming. ref… elsewhere, to quote as for reference.

As a new intern is inducted to the team they must be instructed appropriately for a managed period of time.. for example 20 minutes a day every hour and forty minutes for the first 3 days. This addresses the ‘storming’ stage: a short intense period where lines of communication are established, work roles clarified, work tasks allocated, assigned or commissioned – depending on the organisation’s policy for information forwarding… paraphrased PDS.

Each work period following a structured Role Education Program (REP) is succeeded by a period of activity by the intern starting with the last instruction from the senior. For example, the senior instructs on the filing system in use in the file office and how to cross-reference one card with another. Immediately before terminating the meeting the senior instructs the intern to process a pile of unsorted cards.

Whether or not the task is completed the intern returns to the senior for further instruction and either opts to accept a new assignment or continue with the previous task. The intern also may be required to multi-task or prioritise the tasks to hand to address a more important though lesser duration activity.

Naturally the text would continue and having come this far you may be interested in making me an offer…

Kind regards,
Paul Sheffer

P.S. In case you missed it, read the last line before the salutation! That’s the P.S.

P.P.S. To receive the intended message of this email, read it word for word.. there’s only 723 words not including this PPS or what most readers would need about 3 minutes to fully understand. It’s worth it.

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