Let’s look at your experience. Perhaps you think it’s time for a big promotion, more responsibility or maybe it’s time to move on to something bigger and better.
Your experience will be the first thing considered.
When you started your current position, you had no experience with that job, right? So you’ve learned much over the years.
But what is the value of that experience? Have you learned how to complete a task or how to do a job?
Most people complete tasks. They are the drones. The greater the orientation to task completion, the less valuable that person is to your business. Sure, it’s important to complete tasks, I do it all the time. Writing this post is a task. But if my main purpose in posting this is, well, posting this, it won’t be of much value to you.
If my purpose is to give you a thought, it requires a lot more of me.
How then do we determine the value of your vast experience?
The value of experience is what what we learn from it and do with it. If you’ve been doing a task for 10 years, you probably learned the most your first year on the job. You then repeated your task for 9 years. In essence, you have a year of experience and 9 years of practice.
But let’s say you’re always trying to make improvements, always looking for better ways, always trying to improve yourself. In that case, you might have learned more in the past year than the previous 9 years! You are a person with 10 years of experience.
Hiring? Do you want someone with a lot of practice or a lot of experience? Time served really is irrelevant.
Think you’ve “out grown” your position? You might ask yourself when you got your experience. What have you learned and implemented in the past 6 months? If you haven’t brought solid improvement to your position, your experience has little value.
Look for people with experience. Be a person of experience.
Chris Reich, Author of TeachU’s Business Talk Blog
Chris@TeachU.com