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. Use Every Weapon You Have By Robert A. Kelly One of the strongest weapons available allows business, non-profit and association managers to begin changing the behaviors of their key external audiences in ways that lead directly to achieving their primary operating objectives.The name of that weapon? The fundamental premise of public relations: People act on their own perception of the facts before them, which leads to predictable behaviors about which something can be done. When we create, change or reinforce that opinion by reaching, pe… 2. 13 Comments on Bad Meetings By Steve Kaye Bad meetings are a cultural malady that senior executives pass on to new employees.Long pointless meetings are useful in that they keep incompetent people from interfering with those who are working.An employee who needs permission to buy a box of paperclips can spend tens of thousands of dollars worth of employee time on bad meetings.Many people attempt to save time by Not planning. This false short cut guarantees that everyone will spend more time later.Unstructured spontaneity leads to … 3. Five Essential Hiring Practices By Jan B. King Recruiting and hiring are often done in haste, leaving the company to repent in the long run. Today, there’s a reason to be concerned about negligent hiring. Negligent hiring means you and your company can be sued if one of your hires injures other employees, especially if you could have foreseen a problem but did not do a thorough check of the new employee before hiring.The following list of five essential hiring practices establishes the minimum you should follow:1. Require outside testing. … 4. Instantly Uncover Your Corporate Culture By Michael Mercer Best Definition of “Corporate Culture”If you ask 10 people to define “organizational culture,“ you will get 11 different answers!Fortunately, from my consulting and writing on leadership and organizational change, I created my definition of organizational culture:“Corporate culture is how every employee knows she or he must act – even if no one is watching.”Knowing your company’s culture proves crucial for multiple reasons, including:+ Only organizational changes that fit into your company’s … |
||||
