I revamped the onboarding process for an English blue light emergency service few years back. Main point I concluded was if you get this right both the employer and employee benefit over period they're together. Get it wrong and it's very difficult to come back from it for either. Private companies have greater flexibility in terms culture and money spend than public service,but that isn't an excuse to leave it merely as a tick box application process driven purely by cost and function.
Questions: What are the train/transfer/re-tire procedures for each of the cases? What are some good indicators that said person is not fit for a career (e.g. Asian parental pressure)? What are the main difference between a cognitive/skill block and an affective/teamwork block?
Luca! Thank you for this. The Dunning-Kruger effect idea is so spot-on for young physicians (especially surgeons) when first practicing post-training. I'm going to use this to help young doctors gain confidence. Your writing is so helpful. I write about "Self-brain surgery," and this is very relevant- we often convince ourselves that we're less ready than we are, and we're defeated by our own minds! Good work.
A very complex but interesting topic. Thank you for your work.
Thank you Ted! It means a lot! 🙏
I revamped the onboarding process for an English blue light emergency service few years back. Main point I concluded was if you get this right both the employer and employee benefit over period they're together. Get it wrong and it's very difficult to come back from it for either. Private companies have greater flexibility in terms culture and money spend than public service,but that isn't an excuse to leave it merely as a tick box application process driven purely by cost and function.
Totally agree! The difference between good and bad onboarding is astounding, in terms of performance, engagement, retention, and more.
Yet vast majority of employers treat as something to be endured and not exploited as a positive
There are a few things that are worth knowing about Dunning-Kruger: (a) the problem of "mount piety" and "expert beginner", and that some people are stuck with 1 year of experience 10 times https://theredqueen.substack.com/p/dunning-kruger-power-effect https://www.alchemists.io/articles/expert_beginner (b) "dilettante point" of cynical thought https://everythingstudies.com/2017/08/28/dangers-at-dilettante-point/
Questions: What are the train/transfer/re-tire procedures for each of the cases? What are some good indicators that said person is not fit for a career (e.g. Asian parental pressure)? What are the main difference between a cognitive/skill block and an affective/teamwork block?
Luca! Thank you for this. The Dunning-Kruger effect idea is so spot-on for young physicians (especially surgeons) when first practicing post-training. I'm going to use this to help young doctors gain confidence. Your writing is so helpful. I write about "Self-brain surgery," and this is very relevant- we often convince ourselves that we're less ready than we are, and we're defeated by our own minds! Good work.
Thank you Lee! This means a lot 🙏 I am particularly happy when these ideas can be helpful across different domains!