Why Don't We Help Each Other Learn?Learn Management Articles on management-info.biz. Why Don't We Help Each Other Learn? article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
The underlining message the speakers were giving was buy my services and I'll give you this information for a fee. Which on its face value is fine if that is the only view you wish to evaluate. We flock to hear these experts pronounce what should be done to solve our problems simply because in most cases it is easy. It got me wondering why more practitioners aren't sharing their knowledge and experience. After all we are the ones with the hands on experience and practical knowledge that is applied everyday on the job. We constantly solve problems and create new opportunities for success without the help of consultants, academics or government experts. But we don't share our knowledge and experience. Sharing information, knowledge, experience, or a technique is the best and fastest way to become famous, particularly if your knowledge helps someone solve or prevent a problem. I also believe it is a hallmark of a skilled professional. So why don't we seek out other practitioners, a fellow administrator, director of nursing, department manager or supervisor to learn from, to give presentations with or to write articles with? It is inexpensive, quick, fun and you share similar experiences. It is more practical and does not require any translation from a consultant, academic or government expert who has never done what we do daily to apply the information immediately on the job. Is it because we are uncomfortable speaking in public, or self-conscious of our writing skills, don't have the time, or don't know where to start? Are we concerned about what others will say about our efforts? No one knows more about the job than those of us who are doing the job. Or are we afraid we will lose a base of power and control that then makes us vulnerable to others taking our positions? Or is it that we are simply more interested in entertainment that learning? It is time to place that self-consciousness behind you and never look back, creating a legacy for future administrators, director of nurses, department managers and supervisors. It is a gift that will live beyond our tenure in our profession. Don't think about it, do it. Share your knowledge and experience. Pick up a pen, sit at your keyboard and write an article, a book, a course, give a speech, leave an easier path for the next generation of health care workers. Ask for help from a friend if you're not sure where to start. In fact E-mail me knnethstrong@greateststrategies.com and I'll help you get your message out and make you famous! There is no try, there is only do! And I know you can do it.
Feel free to use this article, in your publications; in its entirety provided you include the following notice:
© Copyright 2006 GreatestStrategies.com, Virginia Beach, Virginia, USA, http://www.greateststrategies.com
|
More Articles:1. Focus On the Prize By Lorraine Cohen People talk to me about making personal and professional changes in their life. I hear comments about how hard they think it will be, concerns about their ability to be successful, pressure on themselves to produce results, etc. The anticipation (what you imagine or assume will happen) of the experience can be daunting enough to deter a person from taking the first step! How often does the anticipation match the reality of what happens? If your thoughts and emotions are getting in the way of … 2. How to Coach Your Emplyees and Increase Motivation By Andrew E. Schwartz It is easy to spot the difference between a work team that is “motivated” and one that just goes through the motions. The motivated team produces at or above the level expected by top management, has only occasional absences or tardiness, and low employee turnover. The second group has trouble meeting its goals, greater absenteeism, and higher turnover. In addition, members of the latter work team may be more apt to argue with one another or to band together against their supervisor. Can a sup… 3. Improve Profitable "ROE" with Retention 'R.O.E.: Return On Employee --A measure of corporate business performance as determined by the gross revenue achieved per staff employee.'by Phil McCutchenMarketing Manager, VCG, Inc.As the definition above points out, ROE (Return On Employee) focuses on your staff, the people who generate the revenue that makes your operation profitable. For any business with above-average employee turnover, ROE is a critical component of success that is too often neglected by management. For the purposes of th… 4. New Job, New Culture: Do You Fit In? By Barbara Callan-Bogia It seemed like a good decision at the time. A 10-percent raise, an easier commute and a chance to move up the corporate ladder.Now, six weeks into the new job you know in your gut and sleepless nights that maybe, just maybe, you’ve made the biggest mistake of your career. Your new company is a 180-degree change from your former one.Are you finding any of the following? Your new company hardly holds meetings while your former company had constant meetings. You’re now faced with status-quo think… |
||||
