Careers and Employment

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As a job seeker, you're probably not using LinkedIn correctly—in the way that allows recruiters to find you. In fact, recruiters aren't going to tell you what they do to find the best job candidates. If you want to have job search success, you need to use LinkedIn to its fullest potential, the way it was intended to be used.

Here are three things recruiters don't tell you about LinkedIn that I will.

What Recruiters Don't Tell You About LinkedIn


@j.t.odonnell 3 Things Recruiters Don't Tell You About LinkedIn #linkedinprofiletips #linkedintips #linkedinprofile #linkedin #recruiter #recruiters #jobsearchtips #jobsearchhelp #jobsearch @Work It Daily ♬ original sound - J.T. O'Donnell

1. Headline

Did you know that recruiters use a technology on LinkedIn that allows them to do keyword searches? They're looking for skill sets, the skills they were told to look for in a candidate. If you have those skill sets (those keywords they search) in your headline, you rank higher in their search results. This is how you get more recruiters to find you and reach out to you.

2. "About" Section

Recruiters don't want to see an epic novel in your "About" section. They also don't want it written in the third person. Your "About" section should be short and sweet. It should contain your personal branding statement and your list of skills. That way, they move on to the next section, which is my third point.

3. "Experience" Section (Work History)

I can't tell you how many people are not putting the appropriate bullet points in their work history. The bullet points in your "Experience" section on your LinkedIn profile should be quantifiable, number driven, and accomplishment driven, and they should be the exact same as what's on your resume. Recruiters hate a bait and switch. The work history on your resume and LinkedIn profile need to look identical.

There are a lot more things that I can teach you about this. So, what are you waiting for? Let's fix your LinkedIn profile and get recruiters to find you.

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3 Things Recruiters Don’t Tell You About LinkedIn

Learning how to prepare for a phone interview can feel a bit unusual. While the fundamental approach is similar to any job interview, there are a few hurdles (and advantages) to be aware of when it comes to calls. This list of phone interview tips will help you leave a great impression and move on […]

The post 33 Phone Interview Tips To Help You Prepare & Impress appeared first on Career Sherpa.

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33 Phone Interview Tips To Help You Prepare & Impress

Every job search is exclusive. However, right now there are some basic methods and best practices of which affect almost everyone. Inside my summaries, I attempt to share articles the fact that answer common job lookup questions and topics job seekers should know with regards to. With this week’ s overview, you’ ll find content articles about: Updates to your current LinkedIn profile Pay interest […]

The post Synopsis Sunday: Issue #489 appeared first about Career Sherpa .

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Summary Sunday: Issue #489



The business seems to be doing better, but you have reporting to show how well it's actually doing? You want to collect data and turn it into information. This allows the business to make decisions based on actionable reporting. How much business intelligence (BI) does your organization have?

COTS Applications For Actionable Reporting


Most COTS (commercial-off-the-shelf) applications will have standard/canned reports. These are the “common” reports used by customers. If you’re implementing a new system and there are many standard reports, start with 10 top reports so you don’t overwhelm the end users. If you’re not sure what these are, ask the vendor to recommend them (especially if you’re changing your process and following the vendor’s best practice). Then the end users can utilize other standard reports as they get more comfortable and familiar with the application.

For example, if you just purchased a new phone system for the call center, find the reports that detail measurements such as the number of calls, dropped calls, wait time, peak times, etc.

Identify and define key performance indicators (KPIs), which are measurable values to analyze for better decision making. KPIs may be related to a specific function, line of business, or group of individuals. You can take a group of KPIs and create a dashboard. For example, some KPIs related to the help desk are:

  • Tickets by status (e.g., open, on hold, completed, canceled)
  • Tickets assigned by technician
  • Average resolution time
  • Rate of first-time resolutions
  • Customer satisfaction

Once you’re comfortably leveraging the standard reports, you may want to ask the vendor (or your team’s developer/programmer) to customize standard reports or create custom reports with additional specific information you’re looking for. This may involve combining data from multiple tables within the application.

Two typical ways to serve these reports: 1) “push” reports to the end users on a scheduled frequency such as via email daily; or 2) have the end user “pull” reports which gives them the ability to access the reports as needed.

But reporting isn’t limited to COTS applications. You can create remarkable reports using Excel such as PivotTables, Pivot Charts, or Slicers.

Other Tips & Tools For Actionable Reporting


Another phenomenal visualization tool that is part of Office 365 is Power BI. It’s part of the Microsoft family (similar to Excel) so it’s straightforward to use. You can create a dashboard visualizing year-over-year comparisons, market segmentations, drill downs, etc.

If you’re new to Power BI, you can download the free desktop version (which admittedly does have limitations). If you find that Power BI does meet your basic reporting needs and you want more, then you can upgrade to the Pro license.

If you have enormous amounts of data, you may want to consider creating a data lake (raw data) or data warehouse (structured data). You can pull in data from multiple disparate systems into one central repository. There are ETL (extract transform load) tools to load the data into the data warehouse. You can cube the data so that the end users can roll up, drill down, and slice the data, do “what if” scenarios, etc.

TIP: If you allow end users to create their own reports, it’s critical that they understand the various data fields. Are you able to give them some type of data dictionary, or are they able to certify the results? It would be disastrous if they selected the wrong date or revenue field which produced incorrect results and sent the report to the board of directors.

Other reporting considerations:

1. Have a separate reporting database so that you don’t affect the production database. You don’t want an end user to kick off a complex query inadvertently causing production response to come to a crawl or even freeze.

  • If you do set up a reporting database you need to decide how frequently the data will be updated—real time, once in the evening, etc.

2. Data needs to be secured appropriately (security). Who should have access to specific data fields should be determined by the data owner. For example, only a small handful of people should be able to access salary/payroll information.

3. Data should be classified such as public, internal, confidential, or restricted. Access should be controlled as appropriate.

4. Create a customer portal (extranet) to empower your customers (also partners and vendors) so that they can pull their own reports and information.

There is a quote by Lois Horowitz: “Not having the information you need when you need it leaves you wanting. Not knowing where to look for that information leaves you powerless. In a society where information is king, none of us can afford that.”

For more information on actionable reporting, follow me on LinkedIn!

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Data Never Sleeps. How Actionable Is Your Reporting?

Familiarity breeds confidence. It’s natural to default to applying to the same jobs with the same responsibilities. Besides, employers are looking for your exact experience in […]

The post 3 Critical Questions – Stepping Out of Comfort Zones on the Job Search appeared first on Blog Job Hunting Career Management Solutions | CareerShift.

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3 Critical Questions – Stepping Out of Comfort Zones on …



The interview is one component of the job search process that most people love to hate. While it serves as a sign from the employer that you are being strongly considered for a position, it also can be a source of angst for candidates who fear they'll make mistakes that will cut them out of the running.

A great way to overcome the anxiety interviews produce is to begin feeling good about the process. Need help getting there? Here are five ways to build confidence for a job interview.

Conduct Research


Woman on laptop researches a company before her job interview

One great way to build your confidence going into the interview is by conducting plenty of research on the company and the position that you're going after. A common question interviewers ask is, "Do you know anything about our company?" Most times, candidates give vague answers, or—in a worst-case scenario—answer, "No."

If you're able to share the company's background information and showcase knowledge of its future goals for the position in question, you'll have an opportunity to impress the interviewer.

Review Common Interview Questions And Practice Them


Woman conducts a mock interview with a work colleague

By understanding how to answer common interview questions, particularly behavioral interview questions, you'll build a lot of confidence going into the job interview.

Another great way to build confidence for a job interview is to practice before the big day. You can do this by answering questions in front of a mirror to read your own facial expressions and body language, or you could have a friend help you with a mock interview.

It's also great to find a professional outfit you feel comfortable wearing. Feeling good in your clothes and knowing you've fully prepared can work wonders for boosting your confidence before a job interview.

Make Sure You Have No Skeletons


A young professional on a laptop interacts with others on social media

An important step in preparing for your interview is being able to recall your own career history and discuss prospective goals with the company and in your professional life as a whole. But, as you look back over your career, be sure to research yourself online to ensure there are no skeletons on the internet that could be brought up in your interview.

Remember, companies conduct background checks often via search engines, so it's up to you to ensure your social media profiles are professional and/or private.

It's normal to feel some anxiety before a job interview, but you can take steps to minimize those nerves. We hope these tips help you build confidence for your next job interview and shine in the hiring process!

Need more help building confidence for a job interview?

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This article was originally published at an earlier date.



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3 Ways To Build Confidence For A Job Interview

“What is your leadership style?” is an interview question that can easily trip you up if you’re not prepared. And for many of us, the answer to this question requires a bit of professional soul-searching. This guide will teach you how to describe your leadership style in a job interview, and make a great impression […]

The post Tips For Answering “What Is Your Leadership Style?” appeared first on Career Sherpa.

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Tips For Answering “What Is Your Leadership Style?”



Moving up in your career takes skill and determination. It also requires you to work on your career, not just in it. When we think about people who have mastered the art of career advancement, executives and other business leaders come to mind—those at the top who know their stuff and are very influential within their organization and line of work.

To inspire you to reach new heights in your career, we recently asked our leading executives, "What is the smartest thing you have done to advance your career?"

Here are their responses...

Lisa Perry, Global Marketing Executive


Successful woman working in her office at work

The single smartest thing I’ve done to advance my career was to get an MBA. At the time, I was a marketing manager working for a company called Schwan’s (markets frozen food products in grocery stores). I had three objectives in going back to school to get my MBA: work within the CPG (consumer packaged goods) industry, advance my career, and increase my salary. It took me three years to get my MBA, going at night after working all day. Once I graduated, I was able to secure a job with ConAgra Brands, a Fortune 500 CPG company, as a brand manager. My salary increased by over 55% with ConAgra Brands. During my four years with the company, I had the opportunity to work for some of the most established brands within their portfolio like Orville Redenbacher and Chef Boyardee. And my salary grew by over 48% during my tenure with the company.

From ConAgra Brands, I’ve gone on to work for companies like The Coca-Cola Company, Activision to mid-size companies, and emerging growth start-ups. My MBA has paid off tenfold for me and opened up huge opportunities throughout my career.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

Jim Black, Engineering & Technical Executive


Man gives a presentation at work during a meeting

As I sit and think about this subject, I am flooded with many things. Defining the "smartest" is proving to be challenging. As I continue to contemplate the idea, one thing remains constant... never giving up on learning.

When I am feeling stagnant in my career, I realize I am not learning something. When I am frustrated by a task, I learn from others how to accomplish that objective. When I am confused or stumped by a problem, I seek others in the world who have struggled for answers. The common theme... I am learning.

The Buddhists have a saying in Ch'an (Chinese version of Zen) to "Always have a beginner's mind." This saying has served me well because I approach a situation as an opportunity to learn. Place judgment aside, remove my preconceived notions, and enter the situation with curiosity. By opening my eyes to the learning experience, I can grow and become better than I was yesterday. Keeping this optimism is often difficult in the modern workplace; however, in the times I take a setback, I find my greatest opportunity to grow. Growth leads to opportunity. Opportunity has been how I advance my career.

Jim Black is an engineering professional focused on the development of technical professionals. He is also a professional bass player.

Liam Anderson, Contact Center Technology Consultant


Executive/leader writes something down while working

My career is more like a bowl of spaghetti than a linear progression. My smartest moves came from recognizing two kinds of opportunities:

1. Doing something no one else wants to do. In my case, this included traveling to train clients in “undesirable” places, (that’s how I ended up in Siberia!), writing documentation (too “boring” for the techies), and creating a 5-level language course for the Bulgarian Army, in my spare time, in a week (task considered "insane").

2. Sorting out disasters. This included building a client’s compliance process from scratch when we had a violation and retraining a customer free of charge because they had not been trained when given the product. No one gets the Medal of Honor in ideal conditions!

If you can be the person who gets the “crap” jobs done, or who fixes things when they go sideways, then you’ll get the right reputation.

Liam Anderson has spent the last 15 years in the contact center industry technology space. He helps customers use this technology to achieve and sustain business success.

Dr. Hannah Hartwell, Learning & Development Executive


Business professionals take part in an online networking event.

Professional networking for sure! Networking in the sense of creating mutually beneficial relationships rather than short-term interactions. There are countless ways to do this, especially by joining professional associations and taking on leadership roles. If there isn’t an association that captures your interest, then maybe start a new one yourself.

Networking has given me a broader perspective and opened career opportunities that I didn’t even know existed. The luxury of a well-maintained professional network adds more value both as an individual contributor and as a leader. Most importantly, networking is about helping the other person. One of my favorite questions to ask is, “How can I help you?”

Dr. Hannah Hartwell is a learning and development executive and change management practitioner with 15+ years of business transformation experience in the healthcare, pharmaceutical, higher education, and professional services industries.

Andrea Markowski, Marketing Executive


Businesswoman takes an online course to develop her career skills

If you believe in yourself, you should bet on yourself.

Are you the type of person who’s never happy with the status quo and who always seeks out challenges?

Whenever I find myself starting to veer into zombie mode (doing the same thing repeatedly with no additional sense of joy, wonder, or accomplishment), I know it’s time to learn a new skill.

Over the years, this has meant taking evening college courses, earning additional certifications, and mastering new technology. This is precisely how I gained a key promotion at a former company, during the midst of a large layoff, no less.

My biggest pivot was going back to school full-time to earn my MBA. It was the right decision for me, and my career has advanced even more because of it.

Again: If you believe in yourself, you should bet on yourself!

Andrea Markowski is a marketing director with specializations in strategy development, digital tactics, design thinking, and creative direction. She has superpowers in presentations and public speaking.

What's the smartest thing you've done to advance your career? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: The Smartest Thing These Leaders Have Done To …



Congratulations! After months of job hunting, you finally got hired for the job you wanted!

Getting a new job is exciting. However, after the dust settles from celebrating this accomplishment, you have some work to do.

Being a new employee can be tough sometimes. But if you're ready to embrace the challenge, you can make a smooth transition into your new role.

Here are a few tips to make sure you start your new job off on the right foot.

Understand The Company Culture


First, take time to get to know the culture of your new company. The best way to do this is to schedule meetings with your team—both those who will be working for you and with you.

Ask them questions about their work routine and how they get things accomplished. It's also a good idea to get a sense of how easy or difficult it is to implement new ideas and initiatives. This will give you a good feel for how adaptable (or how slow) the company culture is to change.

You should also take note of your own workplace personality and how it fits into the company culture. If you're in need of a good personality test, try Work It Daily's FREE Workplace Personas Quiz.

Identify The Key Stakeholders


Coworkers talk to each other in the office

Next, find out who the key stakeholders are for your specific role and meet with them. For example, if you are entering a company as a finance manager, find out who the key business leaders are that you will be supporting in your position.

Take time to build relationships with them and understand their primary financial concerns. You should also take time to get to know their work routines, and the best times and ways to communicate with them. While communication is important, it's also important to respect each other's schedules.

Find A Work Buddy


Women talk to a remote coworker in the office

Another tip to help you get off on the right foot at your new job is to get a work buddy. This should be a peer who works on the same team or in the same department as you.

This person will help you figure out who's who and give you some inside information on some of those office politics. It's important to understand the team dynamic so you don't step on anyone's toes or disrupt the culture when you first get there.

Your buddy is also there for you to ask questions such as, "How do I order office supplies?" or "How do I set up my voice mailbox?"

Show Your Commitment To The Job


New employee shares a laugh with his boss

Next, have a career conversation with your boss. This lets him or her know you're serious about and committed to growing your career. When you first start working at your new company, you may not know enough (yet) to speak specifically about the career paths available there. However, take time to have a conversation with your manager about your aspirations.

Share information about your desires to advance and grow as well as specific information about your strengths and the areas you'd like to develop. Ask your manager for input on your career plan and then use it as a living, active document.

Make A 30-60-90 Day Plan


Man meets with his boss to discuss his workload

Finally, it always helps to have a 30-60-90 day plan when you start a new job. Document the details of what you want to accomplish in your first three months. (For example, the specific people you want to meet with, the tasks you want to accomplish, etc.) It also helps to share this plan with your manager so you can get some input.

There may be some things missing that your manager views as being critical to accomplish in the first 90 days. Remember to be flexible with your plan as things may change, and the objectives you set for the first three months may shift as you get more involved and learn more about your new job. You want to be seen as committed to meeting your objectives, yet flexible enough to deal with changes.

By implementing these few simple things, you can get off to a great start at your new job and quickly begin to be viewed as a value-add asset at your new company.

Need more help standing out at your new job?

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This article was originally published at an earlier date.

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How To Stand Out At A New Job (And Fit …



Let’s face facts… Most engineers are introverts. We tend to be quiet, reserved, thoughtful, and recluse.

The old joke — how do you identify an extroverted engineer? She looks at your shoes instead of her own.

Now, not all engineers are introverts, and I understand this distribution. In my career, the extroverted engineer is a rarity on a team. I have known a few extroverted engineers, and they are fantastic! Many of my best engineers have been these introverts. How do I connect with them?

Energy Is The Key…


Introversion and extroversion concept

​A common misconception is introversion means shyness or a wallflower. Extroversion is the class clown or outspoken person on the team.

Terry Tipple, Tipple Consulting, taught me an invaluable lesson. Introversion and extroversion are based on energy. Introverts recharge batteries inside, and extroverts are fueled by the people around them every day. I have known very outspoken introverts, and I am one myself. I have also known quiet and reserved extroverts as well who simply like being with people.

How do you make connections with these introverts?

Play On Their Turf.


Engineers talk at work

​Because an introvert must exert energy in a social setting, they often need time to recharge before their next encounter. As a result, big meetings with many people may cause an introvert to be quiet and reserved. Sitting in an open office where chatter and conversations continue all day long is draining. Typical extroverted business roles in marketing, sales, and management can drain an engineer’s energy throughout the day.

When you know you are working with an introvert, come to their terms. Meet them individually to allow them to interact on a smaller scale. One-on-one conversations are simpler than these complex, multi-faceted meetings.

Give your introverts time between important discussions. Allow them to reflect, percolate ideas, and develop their thoughts. Attacking an introvert with a barrage of questions without that downtime is ineffective. Provide them the space to recharge a bit.

Defeating The Stigma Of Introversion…


Engineer writes down some notes

Because someone is quiet and reserved in a social setting does not define that person’s contribution. Often, the silent thinking person can offer great insight. They observe and refine. Their mind processes various pieces of information drawing conclusions from the various thoughts.

Being quiet and reflective can take similar energy as the boisterous person speaking for 30 minutes without a breath. Refraining from reacting to an action can allow for great insight while developing a response. Being the center of attention does not define success.

Step One: I Am Jim, And I Am An Introvert


Introvert concept

I was once described as a wallflower, and in many ways, I still am. I keep quiet in some situations, and I often reflect on the big picture before speaking my mind.

Would you be surprised I am a bass player in a successful cover band playing nearly 100 shows a year? Most weekend nights, I rock out to my band’s favorite tunes for dozens and hundreds of people. I put excessive amounts of energy into my performance. I confess: I have to work at this because it is not my default behavior.

I am deeply introverted. When tested, I bury the needle on these attributes. Yet, I can lead a team or perform for hundreds of people. I spend a lot of energy meeting the extroverts at their table. However, the next day I am exhausted. I need time alone to recharge and repair myself. After two weekend concerts with the band, I am a slug.

Extroverts — How Can You Relate?


Two engineers shake hands

Since your energy derives through interacting with others, meet us introverts face to face in a smaller setting. One-on-one helps. If you want our input in a social setting, do not call us out in front of a group. Ask us individually.

The big thing... do not judge our silence or reservations as noncompliance or competency. Give us the room to breathe, process, and assimilate. When you recognize our retreat, do not go in for the kill—allow us to back up and regroup. Attack will simply drive us deeper into our safe zone.

In all seriousness, simply give introverts a chance to process information. You may be pleasantly surprised by what we can offer. Our insight can lead to new ways of thinking. Giving us space allows our process to flow.

Can An Introvert Survive?


Professional women talk about an engineering project

The answer is yes. We are capable of thriving in an extrovert’s world. Sometimes, we need to act like our counterparts in situations that require us to be more open. Other times, we can use our introspection to see clearer views of the situation. Our alone time to recharge batteries is our superpower.

Introverted engineers unite! We collectively solve many of the world’s problems! We can be powerful forces in business to drive amazing results. We can overcome our “shyness” by providing unique insights. We can make a difference.

I recommend we introverts use our gifts and continue to change the world… even if only from the shadows!

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Engineering: Making Connections With A Group Of Introverts



Are you terrified associated with screwing up a job interview? Does the believed of writing an appliance cover notice horrify you? Have you been frightened to network with other people? What do you actually say, anyway? If if you're struggling to overcome your own job search fears, this specific live event is with regard to you.

All of us get it. Trying to find function can be scary, particularly when you’ve been at this for a long period and haven’t gotten any kind of results.

Knowing which fears are having in how and how to be able to overcome them could make almost all the difference. Sometimes an individual might not know about which usually obstacle is getting in the form of your goals. If anyone want to overcome these types of fears once and regarding all, we invite people to join us!

In this coaching, you’ll figure out how to:

  • Use strategies for handling your current job search fears
  • Be confident within your job search—from composing your resume to social networking
  • Face the fears and move ahead

Join our TOP DOG, J. T. O'Donnell, in addition to Director of Training Advancement & Coaching, Christina Burgio, for this live occasion on Wednesday, October fifth at 12 pm AINSI QUE.

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3 Tips For Overcoming Your Biggest Job Search FEARS

“Do you want to tell us anything else about you?” is an interview question that trips up more applicants than it should. This is unfortunate because it’s straightforward and a great opportunity to cover anything important that’s been missed! This resource helps you answer this question, figure out what to add, and provides some great […]

The post Do You Want To Tell Us Anything Else About You? (Answers) appeared first on Career Sherpa.

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Do You Want To Tell Us Anything Else About You? …



"Why am I still unemployed?"

At Work It Daily, we're asked this question a lot. The reality is, the reason is different for everyone. The good news? You can overcome whatever is holding you back from getting hired.

Here are five reasons you're still unemployed:

1. Your Resume Isn’t Job Specific


While it's good to have a strong resume with all of your professional skill sets, your resume can become generic when all you do is send the same resume to every open position you find.

The Solution: Customize your resume for each job you apply for. By taking the time to customize your resume with relevant skill sets and specific keywords that are in the job description, you'll be more likely to land an interview and, therefore, will have more viable job opportunities.

2. You’re Overqualified


Unemployed man looks for a job

This problem is common among older workers looking for a career change. But this can happen to anyone who has a lot of experience and is trying to get their foot in the door at another company.

The Solution: During an interview, make it your mission to connect with the employer. Tell a story. Let them know you aren't just running out the clock. If they ask about your 5-year plan, don't mention retirement. Your career isn't over yet.

3. You’re Underqualified (Or Lack Exposure To The Professional World)


Young woman looks for a job while unemployed

On the flip side, you could be unemployed because you don't have enough experience or the right skill sets to do the jobs you've been applying for. Maybe you're a recent college grad, and at this point, you're just begging someone to give you a chance. Whatever your situation, employers are making it very clear you aren't qualified.

The Solution: Take classes or earn certificates to try to develop new skills. Volunteer or intern to get the type of professional experience employers are looking for. Focus on the skill sets you do have and learn how to quantify those skills on your resume to stand out to hiring managers.

4. You've Stopped Being Proactive In Your Job Search


Unemployed man loses motivation in his job search

If you really want a job, your actions have to reflect your attitude. As the weeks (or maybe months) drag on and you still haven't found a job, you may find yourself getting into a dangerous job search routine. You apply for half a dozen jobs every day and hope for the best. This strategy rarely works. If you want quality job opportunities, you need to be proactive.

The Solution: Make networking a priority. Go to job fairs. Reach out to employees at companies you'd love to work for on LinkedIn. Start compelling, professional conversations with them. Remember: you're a business-of-one. The better you actively market yourself to employers, the more job opportunities you'll likely receive.

5. You've Lost All Urgency


Unemployed woman stressed about finding a job

It can be easy to get into a job search rut. Time goes by differently when you don't have a set routine. The longer it takes for you to find a job, the harder it is find the motivation to get a job. You may begin to lose confidence in yourself and your skills as a professional. When your career is suddenly on hold, your life can feel like it is without purpose or direction.

The Solution: Set goals and work towards them—even if they're just small goals. They could be career-related goals, or not. Maybe you want to get in better shape. Maybe you want to learn a new skill. If you set goals for yourself, you'll regain that sense of purpose—and better yourself in the process.

Being unemployed is tough. If you follow these tips, you'll have the tools to overcome the challenges you face in the job search process.

Need more help with your job search?

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This article was originally published at an earlier date.


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5 Reasons You’re Still Unemployed



I spent 15 years teaching English as a foreign language. I leveraged my teaching skills to get my first job in the contact center industry as a training and quality manager.

Our leaders were very talented but had no idea how to train people.

Subject matter experts in IT companies had the same problem. They were the experts but had no idea how to teach.

Leaders train and develop their teams. The team delivers better results. Parents teach and bring up their children. Hopefully, they lead more fulfilling lives.

Teaching is a key leadership skill. It can be taught.

Teaching ranges from a five-minute session on how to do something to delivering a doctoral-level course.

The shortest lesson and the longest course have certain things in common.

Aims


Woman talks to a coworker in the office

Any unit of instruction needs a clear and precise aim.

Aims are best defined using “can-do” statements. They say: “By the end of this lesson/course, a participant can...”

You will have to ask yourself “What does 'can do X' mean?”

Your aim may be more complex than you thought. Instead of one lesson, you may need a course with multiple lessons and multiple aims.

Assumed/Required Knowledge


Woman attends a virtual work training

There’s nothing worse than teaching people what they know already. However, your training session will collapse if your trainees do not know the minimum required to understand your content.

Define what they need to know before they start. Ask yourself if your trainees have this knowledge.

Look at your aims and ask yourself what they need to know. If you are teaching someone to create and use formulae in spreadsheets, your trainees will need to know basic arithmetic.

If you are training people to play their part in a process, they will need to know something about the whole process. They will understand the importance of what they are doing and why they have to do it in a certain way. Without this, they have no reason to try and do it properly.

Structure


Man runs a training session at work

​A good training session needs “inputs” and “outputs.” A typical “death by PowerPoint” session is all inputs and no outputs. At most, trainees will remember five percent of it.

As a bare minimum, a training session should include the following:

  • A "Lead In”: The simplest is to tell participants what the session is about. You can also ask them what they already know about the topic, and what they want to learn. This way, you find out their expectations.
  • Input: An input session should be no longer than 20 minutes. That is the average human concentration span. For teenagers, even that can be a stretch. Active learning is better than passive learning. Consider using exercises where participants match rules to examples. When going through the answers, you explain the key concepts.
  • Output: This is the part most “trainers” forget! “Output" is an exercise or a test to see how much trainees have understood. Output activities may involve simulation exercises, role plays, or practical exercises. Trainees get the chance to “play” with their newfound knowledge in a realistic scenario. “Playing” is often very important to help trainees understand how to use what they have learned.

Delivery/Interaction With Trainees


Coworkers talk during a work training session

Successful training is never one way. You adapt to the trainees. You need to watch how your trainees react to the content.

My philosophy is if my trainees don’t understand anything, it’s not their fault; it’s my fault. If they don’t understand, I haven’t done my job properly. This is an important mindset.

Frequent changes of activity are recommended to keep your trainees’ attention. Pair and group activities are also recommended. Trainees engage more actively with the content if they are working with another person than they do in a question-and-answer session with the trainer.

Trainees need frequent opportunities to ask questions. Trainees may not want to ask questions in front of the class, so you can stimulate questions by asking a few of your own. This is where concept-checking questions come in handy. They can often be “What happens if…?” or “Why do we …?" questions.

Evaluating Learning


Employees play a game at work after a training session

Without evaluation, we do not know how successful our training is.

Many training courses limit their evaluation to a feedback form where trainees express their satisfaction. That does not tell us how well they understand and can use their newfound knowledge.

Where a training session contains an output activity, the simplest form of assessment is to see how well they complete the activity.

Other evaluations can include tests and quizzes. These can be gamified to make them entertaining rather than intimidating.

Looking beyond the end of the course, you can also ask trainees’ managers how much trainees have improved their performance based on the training they have received.

Next Steps


Man on laptop plans his next training session

When you deliver your next training session or “knowledge transfer,” think about:

  • What must your trainees be able to do?
  • What do they need to know before they start? How do you know they have this knowledge?
  • How are you going to deliver your content?
  • How will you check your trainees’ understanding?

Once you’ve thought about these questions and delivered your training, get in touch with me and tell me how it went!

Further reading...

For more knowledge transfer techniques read:

Test-Teach-Test: A Quick And Effective Way To Plan Training

How To Conduct IT Training The Army Way

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Training For Non-Trainers: How To Train People In 5 Steps

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One of the pillars of an exemplary data management and governance program is data literacy. Organizations often assume that their executives or data users are not data literate and don't understand how to ensure data is of quality and how everyone has a role in creating and managing data. Internal branding about how data helps management make better decisions has been around for a decade. But to go from data to information and knowledge, data literacy is not enough for the clients of data analytics practitioners. Business data analytics users need accurate multi-disciplinary skills to ask themselves what the data tells us and where and how these insights can be applied.

Some firms will launch a simple branding campaign that says, "What does the data tell us?" or "Listen to the data." While doing something is better than nothing, we would like to think rightfully or wrongly so that in 2022 most organizations are beyond this approach.

In this post, I posit that data literacy programs need a bit of a reset, given the current point of view on data literacy existed coming out of the age of business intelligence. In the age of AI, self-service analytics, and digital customer experience, what goes into a data literacy program needs to be reset, and the view of what users know about data and analytics needs to be reframed.

The Data Literacy Programs Of Yesteryear And Many Still Contain...


Data literacy concept

A curriculum that starts with, well, data is the currency of the times. It is the oil or glue that holds an organization together. Therefore, it is a strategic asset we must ensure is of quality, well-curated, and created correctly. These programs will then show how data is made, hopefully with examples/use cases from their business.

For instance, they will give a flow diagram of a customer service representative onboarding a customer and creating the initial customer record to show how an account should be set up and what happens if incorrect information is entered, or if the information is not filled in and left incomplete what that does to the ability to market and communicate with the customer.

This reminds me of Saturday morning cartoons I watched as a kid, where we learned about how a bill becomes a law. "I am only a bill sitting on capitol hill." While this is a valid use case from talking with business stakeholders, it borders on insulting as most people in their consumer life are engaging with a virtual assistant such as Alexa, wearing a smartwatch or tracking device such as an Apple Watch or a Fitbit, and using apps or other tools in their daily lives. Algorithms are everywhere, and people know them, and businesspeople know them as well. They understand what data is and how it drives consumer interactions. Many business stakeholders use operational dashboards and other data visualizations to run their businesses or departments. So, if we are ever to get into the world of insights to action and adaptive intelligence that industry researchers discuss, we need to go much further than using account setup examples. New examples such as how data analytics powers the guidance and advice advisors in a firm give customers through insight. Or how recommendation engines power next best actions which are sent to digital applications in real time are more modern relevant data analytics examples.

So, the time has come to rebrand data literacy, data analytics literacy so we can get more signals and patterns from the data we are collecting and move into improved decision-making.

So, What Is The Data Analytics Literacy Curriculum Of The Future Then?


Data literacy, data analytics literacy concept

I recommend that in the spirit of test and learn and lean start-up/design thinking; the firm develops a vehicle to assess what their audience knows: briefly, whether that is a survey and focus group or playing a fun game (like jeopardy or other skill-based assessment) to assess the knowledge and maturity level that can help you develop a new curriculum.

Using the outcome of the assessment above combined with the five critical focus areas I am proposing below can help set the stage for a world-class modern data analytics literacy program. The program could include:

1. Data Fundamentals: What are the components of master data management? Quality, governed, gold standard data. This includes a description of the business benefits of governing data and clearly explains the importance of domains such as lineage, business definitions, and the data catalog.

2. How Data Turns into Information and Knowledge. What platforms are required, and why do business users need to understand these fit-for-purpose platforms?

a. What are the benefits of cloud-based platforms, data lakes, or lake houses, and what data science workbenches do, as well as self-service analytics, and why are these tools important? Why should the firm invest in these?

b. Business users should appreciate data Infrastructure-as-a-Service and managed cloud data warehouse such as Snowflake and what they can do to improve end-user access and protect privacy. What is the difference between structured and unstructured data and how data models and platforms may be different depending on the data structure in question?

c. Digital, Marketing Automation, and CRM Fundamentals and Platforms. An appreciation of real-time decisioning and omnichannel customer engagement including how data analytics informs customer conversations, lead targeting and qualification, and overall knowing the customer.

3. Lean Start-Up and Design Thinking. Fundamentals of design thinking, test and learn, control groups, and how to measure the success of tests—quantitative and quantitative research. Why is it essential to create a baseline, and how do you set up good KPIs to improve performance?

4. Analytics Fundamentals. Starting with the importance of defining what business problem you are trying to solve and then moving to select the proper analytics methodologies. Go to market analytics, segmentation, and a basic overview of the types of analytics, from descriptive to predictive. Program-related analytics and measurement, customer lifetime value, and engagement. As a consumer of analytics, the businessperson should have a basic understanding of how specific analytics solve business problems. Depending on the firm and industry the types of potential analytics should be listed and explained in the context of potential application to help solve business problems. For example, if you are in a digital business, digital analytics and digital signals to sales and how you measure SEM/SEO should be discussed. If you are in a retail business, site placement and drive time analytics should be reviewed. If you are managing risk, transaction scoring and analysis using deep learning should be reviewed. If you are in a large consumer business with lots of cross-selling, various marketing analytics should be reviewed. Consider establishing a baseline through certifications such as INFORMS CAP.

5. AI and Data Science Fundamentals. Explain the difference between how statisticians think versus data scientists. How does machine learning enable AI applications? The types of AI and how to work with data scientists. What are good questions for data scientists when building statistically oriented products and services for you? How do you know the model or tool is good and working correctly? What are the various types of models that can be built and what do they solve?

Given we are now in 2022, it is time to upskill and move to data analytics literacy. I recommend that some type of handbook be developed for the above and the course also be available through video training and updated at least annually. Also, consider a modular approach to the curriculum design where you define the categories and then can keep adding topics and use cases. This program is a dynamic living breathing program and not a point-in-time project.

In summary, these five areas will help business users of data analytics drive more impact with insights through understanding what is possible with the applications and use cases of data analytics. These five areas are not the only ones, and I would like to hear from the readers of this newsletter about what domains or subjects could be added to this curriculum.

I look forward to hearing your thoughts on whether the time for this reset has come in the way data literacy programs are approached. Also please share any success stories or changes you are seeing in the marketplace. What has your experience been with these programs? Are you using any third parties or consultants to set these up? What role do HR and internal education teams play in designing and enabling these curricula

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How To Make The Shift From Data Literacy To Data …