I read an interesting article this morning in the Harvard Business Review. It is a few years old now – but I think its just as true today as it was when it was published. The premise is that while leaders strongly advocate personal development and learning, they do not really allow any time for their employees to actually do any.
In a results driven environment, the long-term gains of credible personal learning are overshadowed by the short-term needs of constant delivery.
I spend nearly 2 hours every weekday commuting to and from work. I use this time to check my social media, read the headlines / interesting blogs and educate myself about tech I am not familiar with. If I see a interesting topic it starts me thinking…:
Today’s thought was:
I read an interesting article on LinkedIn today by Liz Ryan. Posted on the Forbes website, she was responding to a letter talking about the reasons why recruiters feel the need to pry into your current / last salary details before deciding whether you would be a suitable ‘fit’ for a role.
Personally this question has always bothered me. I don’t know about you but I have lost count of the number of times I have been asked this at interviews and by recruiters. Frankly its annoying and intrusive and I will generally (albeit very politely) ask why they feel it relevant to my validity for a role – I always feel that whatever answer I give will be used ‘against me’ in any future contract negotiation.
As someone who has worked in both private and public sectors, in big cities and in some of the more far-flung reaches of the UK, the fluctuations in my salary often resemble a rollercoaster as opposed to a gentle upward curve. Looking at it for some kind of magical trend analysis of what I am ‘worth’ is akin to buying a car jack made of jelly.
The post is worth a read as the author debunks all of the usual responses provided if you challenge the requirement. Find it here if you are interested.