Review

“This is a book that we need now more than ever. Continuous improvement stands at the heart of school leadership and school improvement. This update brings the best thinkers and the strongest voices on the topic together to help launch a stronger and deeper effort for improvement that is likely to sustain itself. Readers will find this new edition timely and helpful.” (Thomas J. Sergiovanni, Lillian Radford Professor of Education )“An illuminating, must-read book tha (more…)

“Progress is arrested when we surrender to the status quo, that we no longer strive to exceed it.” – Bryce’s Law The following is an excerpt from my new book, “MORPHING INTO THE REAL WORLD – A Handbook for Entering the Work Force” which is a survival guide for young people as they transition into adult life. The book offers considerable advice regarding how to manage our personal and professional lives. As a part of this, I found it necessary to discuss techniques for a person to constantly improve themselves professionally.Continuous Improvement

Let me say from the outset that the burden of responsibility for improving your skills in your chosen profession rests with YOU, not your employer. Your company may offer supplemental training but more than anything YOU are responsible for your development, not anyone else. YOU must take the initiative. In most cases, your company will assist you in your development, but YOU must demonstrate your willingness to learn and improve.

Regardless of the type of job you have, you will observe changes over time in terms of how it is performed. This is because new methods, techniques and tools are introduced to expedite how your job is performed. Staying abreast of new technology, therefore, is an important part of your development. Continuous improvement is an inherent part of craftsmanship. You must either evolve and adapt, or be left behind.

There are numerous sources available to you for ongoing professional development:

1. Personal Observations – there is probably no better instructor than your own power of observation as you will be able to watch others succeed and fail in their assignments, their work habits and ethics, as well as their office politics. This requires an attention to detail, the ability to detect changes, and an inquisitive mind that constantly asks “Why?” As a new employee, pay particular attention to interoffice memos, not just for what they say, but why they were written.”A memorandum is written not to inform the reader but to protect the writer.”

– Dean Acheson

When studying people, consider their strengths and weaknesses, what motivates them, their character, and their formulas for success or failure, e.g., what worked and what didn’t? Never hesitate to ask questions, particularly as a new employee.

2. News and Trade Journals – just about every industry has some form of publication, either printed or in some electronic format, to report news and discuss trends. Such periodicals are invaluable in order to stay abreast of developments in your field. Many such publications offer free subscriptions, others require a modest charge. It is not uncommon for companies to pay for such subscriptions as they want to help their employees stay sharp in their field. But if such is not the case and you have to pay for a subscription out of your own pocket, the IRS will typically allow you to report it as a deduction on your income taxes.

There will also be considerable information made freely available to you over the Internet, such as the trade publication web sites, along with pertinent blogs, discussion groups, news services, and podcasts.

The important point here is you should develop a habit of staying current in your chosen profession, and you should perform such research either at home or during off hours at work. Managers generally frown on employees reading periodicals during normal working hours.

3. Participation in Industry Groups & Trade Shows – like the trade press, just about every industry has one or more nonprofit organizations to provide a forum to discuss your specialty. Such groups typically offer its members monthly meetings to listen to guest speakers, workshops and seminars, and access to a library of research papers. More importantly, it provides a venue for its members to network and compare notes pertaining to their profession. Participation in such groups are normally encouraged by businesses to promote the employee’s continued education. However, some companies are leery about participation in trade groups as it is sometimes viewed as a vehicle for exchanging resumes and changing jobs. If you still want to participate in a trade group without the support of your company, again, the IRS will typically allow you to report your dues as a deduction on your income taxes.

Major conventions and trade shows are also useful for learning about the latest technology in your field. Here you will meet vendors, obtain literature, view presentations, and touch and feel the latest gizmo. Companies encourage attendance at such shows, but typically not during business hours. And if the trade show is being held out of town, it is unlikely your company will sponsor your trip as it may be perceived as a boondoggle. The only exceptions to this is when such a trip is being used as either a form of reward to the employee or for a special fact-finding mission.

Check with your employer about their policy on participating in such organizations.

4. Professional Training – there are numerous commercial training programs offered by experts in their field. Most are instructor-led seminars or workshops held either on the company’s premises or off-site, and vary in length anywhere from a couple of hours to a week. There are also many independent study programs available that are implemented by books, DVD, or over the Internet. Regardless, your concern is the quality of education provided, and does the venue suit your needs?

5. Certification Programs – many professions offer certification programs which authenticate your level of knowledge in a subject area. Such programs typically require the person to take a test or examination, which can be rather extensive. To prepare people for the exam, the sponsor of the certification program (which is normally a nonprofit trade group) will offer a study curriculum to prepare the applicant for the test.

As a new employee, you should pursue certification programs, especially if your company supports it and pays for it. Not only will you personally benefit from it, but it could mean an increase in pay to you as well.

It is one thing to earn a certification, quite another to maintain it. Most certification programs require people to renew it periodically, such as every three years. A lot can happen in three years, which is why you should constantly stay abreast of developments in your profession.

6. Supplemental Education – many companies encourage their employees to either complete their formal education or pursue a higher degree. To this end, companies may offer financial incentives for you to complete High School or College. And if you want to obtain a Masters or Doctoral degree, they may offer programs to help you pay for such degrees. Be sure to review the benefits policies of your employer.

7. Mentors – years ago there was a period where mentors were assigned to new employees to chaperone them on their journey through the corporate world. Mentors were basically a “Big Brother/Sister” program where senior employees would offer sage advice to neophytes on adapting to the corporate world. But this is a program that has slowly been phased out over the last few years. Nonetheless, if you find someone you respect in the company who is willing to act as your mentor, by all means listen to them carefully. A mentor has three primary duties to perform:

* Role Model – a mentor has attributes the subordinate wants to aspire to attain.

* Teacher – a mentor has to be able to teach, not just academic or technical lessons but also those pertaining to corporate life; e.g., policies and procedures, ethics, socialization, politics, etc.

* Guidance Counselor – to guide the subordinate on their path through life, explaining options and making recommendations.

Very important, both the mentor and the subordinate must realize the mentor will not have all of the answers, but should be able to point the subordinate in the right direction to get the answers they need. The mentor also has to know when their work is complete and allow the subordinate to move on to the next stage of their corporate life.

8. Other Vehicles – there is a variety of other ways for perpetuating professional development in your company:

* Employee-led training or roundtable discussions – held on a regularly scheduled basis to discuss pertinent subjects. In other words, your own in-house trade group. The only problems here are: having access to suitable company facilities to hold such meetings at off-hours (most companies do not have a problem with this), and getting people to participate (many of whom will not stay beyond quitting time). But if you can develop such a forum, it can become invaluable as a learning aid.

* Private Blog or Discussion Group – to use as a clearinghouse to discuss problems and solutions pertaining to your trade. Some companies frown on such electronic forums as they suspect it is used to plot against the company or management. But if such forums are properly administered, they can be beneficial in the exchange of professional job-related information.

* Corporate Boot Camps – representing off-site retreats for in-depth discussions or training.

If such vehicles do not presently exist in your company, you might be able to earn accolades from management and your coworkers for setting up such forums.

Again I remind you, your professional development is up to YOU, not your employer. In most cases, your employer will encourage and support you in your professional development, but they cannot spoon-feed you. YOU must show the initiative.

If you would like to discuss this with me in more depth, please do not hesitate to send me an e-mail. Tim Bryce is the Managing Director of M. Bryce & Associates (MBA) of Palm Harbor, Florida, a management consulting firm specializing in Information Resource Management (IRM). Mr. Bryce has over 30 years of experience in the field. He is available for lecturing, training and consulting on an international basis. His corporate web page is at:http://www.phmainstreet.com/mba/
He can be contacted at: timb001@phmainstreet.com
Copyright © 2007 MBA. All rights reserved.Outdoor Electric Grills

How can a school become a place where all members of the staff are learning, growing, and working to increase student achievement? The answer lies in systems thinking and a focus on continuous improvement, two concepts that can transform staff development from something that people merely tolerate to something that they actively pursue to create lasting improvements in teaching and learning. Each chapter of Transforming Schools: Creating a Culture of Continuous Improvement is g (more…)

I. Questions to ask

As business owners or managers we must be asking ourselves:

“How well are we improving things within our own responsibilities?” “Are we communicating, co-ordinating, motivating, delegating better today than we were yesterday?” “How are we going to improve it tomorrow?”

The whole concept of continuous improvement is not about us or them, we are in it together and we must lead the way or it will not happen.II. Future Businesses

Successful future businesses will be dominated by people who will never be satisfied with the status quo. These people will be wanting to do the job better all of the time. They will be trying new systems, developing new products and services. Perhaps the improvements won’t be large, BUT they will be continuous, because those people know that there is ALWAYS a better way to do something, and that improvement never ceases – it’s a continuous process.III. Create the Environment and Culture

Too often there is a real disincentive to change things. The “we know best” attitude does still exist. It will be a challenge for business owners and managers to create the environment where people feel free and encouraged to give new things an opportunity. In this process mistakes will be made, but continual encouragement is necessary to make improvement, and rewarding people in any of a number of ways for their efforts will enhance the process.IV. Essential steps

The whole concept of continuous improvement must be sold to colleagues and others within the business as part of the Strategic Business Plan, and shown that failure to improve will mean that the business and they personally will fail. Individuals must be encouraged to look at everything they do, to see if there is anything, however small, which will make the product, process or service better, quicker or cheaper. Business owners must also be delegating to individuals the initiative to make improvements, and to groups to work together as teams to look for improvements.V. Benefits for all

There will be much saving in time, money and disruption. This will be passed onto customers giving them a better deal, and the business will move forward it will outperform the competition by better utilization of scarce resources. Individuals or groups who take the initiative must have their contribution recognized and how this will be done will be in the most appropriate way for the business concerned. Following a career as a Naval Engineer Officer and many successful years in Senior Management positions, and in Small Business mentoring, Bob has chosen to use the benefit of that experience to help business Owners and Managers create successful businesses. His website http://www.strategic-business-plan-4u.com contains a lot of free advisory information, and his eBook on Strategic Planning is a simple, easy to follow approach to set the pathway for a successful business.WP Robot Wordpress Autoposter

How do you know if your school is improving? Do you know what really works in reading programs . . . in writing . . . in math . . . in science? How do we measure what works? What about teaching to the test–or to the vast array of standards being mandated? How do we effectively use cooperative learning–and direct instruction–and alternative assessment? How do we sustain school reform? How do we get results–and measure them in terms of student achievement? In this ex (more…)