Summit K12’s Post

if you were wondering about what bringing a former teacher on board can do for your organization -- check out below to name a few!!

Thinking about expanding your corporate team? Here’s why you should consider hiring a former teacher: • Strong Communication: Teachers excel in clear and effective communication, a crucial skill in any corporate setting. • Adaptability: Educators are experts at adapting to change, a valuable trait in today's fast-paced business world. • Problem Solvers: Teachers are skilled at creative problem-solving, a quality that can drive innovation in your company. • Patience & Empathy: These qualities foster positive workplace relationships and enhance customer interactions. • Organization: Teachers' organizational skills can streamline operations and boost productivity. • Lifelong Learners: Former educators are committed to continuous learning, an asset in staying competitive. • Data-Driven Decision-Making: Teachers use data to tailor their instruction. This analytical mindset can lead to data-informed decision-making in corporate strategy. • Team Collaboration: Educators thrive in collaborative environments, fostering teamwork and cohesion within your organization. While job functions can always be taught, the invaluable work ethic and habits cultivated by teachers are truly beyond measure. Teachers bring a unique perspective and valuable skills to your team. #Hiring #Education #corporateculture #formerteacher

Attention: #Recruiters and #Employers! Recently, I had a conversation with a group of teachers facing the disestablishment of their roles*. As they discussed updating their resumes/CVs, one poignant remark stood out: "Employers often overlook teachers, assuming they lack business acumen." This misconception couldn't be further from the truth. Teachers are akin to skilled sales reps, crafting personalised pitches and delivering tailored outcomes to their 'customers' (students) year after year. They are masters of agility, constantly pivoting to meet evolving demands and ensure optimal results. But teaching isn't just about delivering subject content—it's about managing diverse personalities, navigating complex issues, and fostering a supportive environment for all, a bit like managing a commercial brand or product. Teachers collaborate with colleagues and the wider communities, ensuring consistency delivery across the board. In the classroom, teachers make split-second decisions in response to various demands, much like agile project managers do. They analyse data, manage risks, and adapt their strategies to meet the unique needs of each clients (students). And don't think that IT is the only place with groovy acronyms, there is a plethora of acronyms in education, and teachers effortlessly navigate them NCEA, PB4L, e-asTTLe, to name a few. Behind each acronym lies a commitment to student success and holistic development, not just groovy ways to use X. So just a reminder to recruiters and employers, the next time you encounter a candidate with a background in teaching, remember this: they are some of the most qualified, outcome-driven, and people-focused professionals you'll ever meet. Let's redefine the narrative surrounding teachers and recognise the invaluable skills they bring to the table. After all, behind the title of TEACHER lies a world of expertise waiting for your company to tap into. Let's give credit where credit is due!

Did you know that, in addition to digital skills, the World Economic Forum estimates six in ten workers will require communication skills training by 2027? In fact, 92% of talent professionals say that such skills matter just as much, if not more, than the traditional ‘hard’ skills today.   You could ask me! With a background in physics and engineering, I’ve gone on to do all sorts of coaching certifications and public speaking activities to excel at my job.

Updating your “Teacher” language to “Corporate” language series continues! 🎉Here's part 8! I’ve reviewed hundreds of teacher resumes and because I see this a lot I figured it time to start a series of examples for you all 😊 Go back to review parts 1-7! This next example is great for all #transitioningteachers who have skills related to technology integration, digital resource management, and problem-solving. These skills are transferable to roles that involve digital transformation, technology implementation, or process optimization. Lets go! 🔠Educator Task: "Implemented innovative technology tools and digital resources to enhance instructional delivery and student engagement in the classroom." 📣Adapted for a Corporate Role: "Utilized cutting-edge technology solutions and digital platforms to optimize business operations and client interactions." Breakdown of Transferable Skills: ⭐️ Technology Integration: Demonstrates proficiency in leveraging technology tools or platforms to streamline processes, improve efficiency, and drive innovation in educational or professional settings. ⭐️ Digital Resource Management: Shows the ability to curate, implement, and manage digital resources or tools effectively, enhancing access to information and facilitating collaboration or communication. ⭐️ Problem-Solving: Highlights the skill of identifying challenges or opportunities, exploring technological solutions, and implementing strategies to address them, fostering continuous improvement and adaptation. ⭐️ Adaptability: In both educational and corporate contexts, this involves being flexible and open to embracing new technologies, methodologies, or practices to enhance performance and outcomes. Please take this and apply it to your resume if the experience aligns! Want more personalized resume help? Comment “resume” to get the conversation started. Talk soon🚀

Research highlights the significant link between skill development and employee retention. Traditional training methods, like lengthy documents or presentations, are becoming less effective. Instead, innovative tactics are proving to be more impactful. Key strategies include: 1️⃣Set Clear Expectations: Begin with transparent communication about roles and responsibilities. 2️⃣Microlearning: Implement short, interactive learning sessions for better engagement and retention. 3️⃣E-learning: Leverage online resources for flexible, accessible learning, especially for remote teams. 4️⃣Job Shadowing: Hands-on experience through shadowing colleagues provides practical, real-time learning. 5️⃣Regular One-on-One Meetings: Foster personal development through structured, biweekly discussions between employees and supervisors. 6️⃣Mentoring Programs: Pair new hires with mentors for guided professional growth. 7️⃣Lunch-and-Learn Sessions: Casual, interactive sessions promote learning in a relaxed atmosphere. 8️⃣Video Training: Offer recorded sessions for convenient, on-demand learning. Remember, customization and employee feedback are vital for effective training. Embrace these strategies to nurture a skilled, motivated workforce. #employeeengagement #professionaldevelopment

Learning is a never-ending journey that underpins our commitment to staying competitive in a rapidly evolving business landscape! This is how we ensure its fostering: ✨ Continuous Learning Culture: We nurture a culture of ongoing learning, providing access to online courses, workshops, and conferences. 📚 ✨ Microlearning: Bite-sized modules fit into busy schedules, allowing for incremental learning. 📖 ✨ Mentorship Programs: Experienced team members guide and support newer ones, facilitating knowledge transfer and skill development. 👥 ✨ Remote and Online Learning: We've embraced virtual training, making it accessible worldwide. 💻 ✨ Certification and Recognition: Achieve industry certifications for financial incentives and promotions. Recognizing achievements motivates growth. 🏆 ✨ Soft Skills Training: In addition to technical skills, we focus on communication, teamwork, and leadership training. 🗣️ ✨ Remote Work Skills: We offer training in remote work best practices, time management, and digital collaboration tools. 🏡 Thus evolving our approaches to employee development and learning to promote employees' career growth and adapt to the ever-changing tech environment!  #xenabler xenabler #ITcompany #ContinuousLearning #EmployeeDevelopment #SkillsTraining #Mentorship #RemoteWork #LearningCulture #CareerGrowth #SoftSkills #HR #LnD

There are several learning strategies that exist for students and professionals alike, but did you know that there are 5 particular approaches backed by decades of substantial cognitive psychology and educational research? 1.      Spaced, Retrieval Practice: Create a study schedule that expands content over a period time and during each period develop ways to bring information from long-term memory to mind. 2.      Interleaving: Study multiple – preferably similar – topics and change the order in which you study them each time. 3.      Elaboration: Explain to others, or yourself, the what, why, and how of your topic. 4.      Dual-Coding: Utilize images and words to enhance your understanding of a topic. 5.      Concrete Examples: Translate an abstract idea or theory into a specific, real-world example. We may know how we could apply these strategies in a classroom or formal learning environment, but how can we adapt these strategies to professional learning? Here are a few recommendations: 1.      Ask learners to sketch out the procurement process steps while labeling key components from a provided word bank (dual-coding). 2.      Have your new employee explain back important office policies, and use redirection to guide them to correct responses (elaboration). 3.      New managers in a supervisor training program can alternate between hiring practices, on-boarding procedure, and employment laws/regulations during group discussion times at the end of each day (interleaving). 4.      Employees participating in an organizational communication seminar take each theory and write a scenario to illustrate it in action (concrete examples). 5.      When studying for the PMP examination, create a study plan assigning modules to each week over the next 3 months (spaced practice) and connect study terms to your experiences working on recent projects (retrieval practice). 

Remote learning doesn't have to feel isolating! 💻💬 Engaging in collaborative and social learning is key. Here are some tips: 1️⃣ Independent Study: Dive into theory independently, then come together to discuss and apply what you've learned. 2️⃣ Regular Checkpoints: Schedule online meetings to discuss progress and tackle challenges as a team. 3️⃣ Peer Reviews: Engage in peer reviews for assignments; it offers fresh perspectives and motivation. 4️⃣ Discussion Topics: Encourage open discussions to share thoughts and learn new viewpoints. 5️⃣ Personal Feedback: Offer and receive personal feedback—it's invaluable for growth. Remote learning requires self-direction, but support from others is crucial. 🤝 #RemoteLearning #TeamLearning

Navigating the first steps in a new role, newly hired employees often arrive with a suite of expectations for learning and development. Here's what they're looking for: 1. **Tailored Training**: Gone are the days of one-size-fits-all. New starters anticipate personalised training that recognises their unique skills and gaps. They expect a learning path that aligns with their role, career aspirations, and previous experiences. 2. **Engaging Content**: Engagement is key. Employees seek interactive, dynamic learning materials that capture their attention and facilitate retention. Think beyond the traditional manuals - videos, webinars, and gamified learning are on the rise. 3. **Mentorship and Support**: The value of human connection cannot be overstated. New hires often look for mentorship opportunities and regular feedback to guide their development journey. A supportive environment where questions are welcomed and guidance is readily available is crucial. 4. **Flexibility and Accessibility**: With the rise of remote work, learning must be flexible. Employees expect to access training from anywhere, at any time, with the ability to pace their learning to fit their schedule. 5. **Career Progression**: It's not just about the now. New employees are thinking ahead. They want to see a clear pathway for growth and how their development ties into potential career advancement within the company. 6. **Relevance and Application**: Learning should be practical. Employees look for training that they can apply directly to their daily tasks, enhancing their efficiency and effectiveness on the job. 7. **Culture and Community**: Finally, new hires want to feel part of something. Learning and development experiences that foster a sense of belonging and embed the company's values and culture are highly sought after. As employers, it's our responsibility to meet these expectations, crafting learning experiences that not only equip new hires with the necessary skills but also engage and inspire them to grow with the company. #LearningAndDevelopment #EmployeeEngagement #CareerGrowth