Tips for Skill Development Through Challenges

As part of my first software engineering job, which was at a manufacturing firm, my manager granted me freedom to choose what I wanted to work on. Little I knew that that meant independently identifying business needs and then crafting solutions. As a novice in the software engineering realm, I lacked the guidance and mentorship typically offered to newcomers. Instead, I was thrust into a role where I was expected to create my own work. In general, those skills are characteristic of mid to senior level engineers. I spent the following months observing mechanical engineers and technicians. I meticulously observed their routines, pinpointed their pain points, and identified the repetitive tasks that were consuming their time. Six months into the role and I prototyped a computer vision solution that automated visual inspection of freshly assembled medical devices. I wrote it fully in C++ using the OpenCV library, with unit tests and proper documentation. My prototype quickly garnered attention and piqued interest, evolving into a full-scale solution that significantly reduced the manual labor required, saving us tens of hours each week. This experience taught me valuable lessons about embarking on new projects and joining teams: 1️⃣ Observe and Inquire: Start by closely observing and asking questions. Take diligent notes as you go along. 2️⃣ Identify Pain Points: Understand where the team is struggling the most, and recognize the areas in need of improvement. 3️⃣ Propose Well-Considered Solutions: Suggest solutions with well-thought alternatives. Be prepared to present your ideas effectively. 4️⃣ Execute and Deliver: Put your plans into action, and ensure your implementation aligns with the team's needs. Following these steps will allow you to become an organizational asset and propel your growth. This journey not only honed my technical skills but also imparted crucial insights into the dynamics of software engineering and problem-solving in a real-world context.

One of my first mentors imparted a game-changing lesson to me: never present a problem to your boss without having at least one potential solution in hand. As the person closest to the situation, you are uniquely positioned to identify viable solutions. Instead of going to your boss saying, "I have a problem, what should I do?" pivot to, "Here's the problem I've identified, and these are the solutions I'm considering. Can we discuss the pros and cons before I proceed?" This approach not only enhanced my critical thinking skills but also empowered me to take ownership of the challenges I encountered. When faced with an obstacle, I urge you to proactively seek solutions, even if resources are limited or hurdles seem insurmountable. Remember, you are likely the best person to solve the problem at hand. While it's important to collaborate and brainstorm with your boss or colleagues, don't rely on them to provide the final answer. Always weigh the pros and cons before making a decision to ensure you're mitigating potential risks. Embrace this mindset and you'll find yourself navigating challenges with greater ease, becoming an exceptional critical thinker and problem-solver in the process. #employeeretention #employeeturnover #criticalthinking

Adversity can lead to innovation if you approach it with the right mindset. Here’s how to turn challenges into catalysts for growth: ➡️ Reframe Challenges: Teach your team to view challenges as puzzles to solve rather than obstacles that block progress. ➡️ Diverse Problem-Solving: Bring together diverse teams to tackle challenges; different perspectives can lead to unique solutions. ➡️ Post-Mortem Analysis: After overcoming a challenge, conduct a 'lessons learned' session to identify what can be applied to future situations. Adopting a proactive stance on challenges can transform your team's mindset and turn potential crises into opportunities for development.

Genuinely curious... how have you used PROBLEM-BASED LEARNING in your L&D / training solutions? What has worked / not worked with this technique? Problem-based learning is when learners are simply given a realistic and relevant problem to solve, on their own or in a small group, along with access to resources to use. There is little to no lecture. The learning happens through the doing. It's the definition of learner-centric. It's also incredibly effective and generally results in a high level of both retention and transfer to the job. IMO it's underused. In using this technique myself, I found that the facilitator is key. And I'll stress the word, FACILITATOR. Because this person is NOT a presenter. Instead of standing at the front of the room. This person stands at the back. As learners work, the facilitator is a guide when they get stuck. But they are a guide who asks more questions than they give answers. Their goal and role is to help learners THINK and PRACTICE. Not spit out pre-determined answers. This can be difficult for traditional trainers who tend to enjoy the spotlight and/or went into L&D because they love to be the smartest in the room. So, have you used problem-based learning? What challenges have you encountered? What successes have you seen? Please share your stories! Let's learn from each other and get better together. #learninganddevelopment #training #talentdevelopment #leadershipdevelopment #problemsolving #application #momentofapply