Eric Dumont

Blog

  • Are you a one-trick pony?

    It’s a baffling notion, really. Most humans possess the remarkable ability to learn more than one thing. So why do so many companies insist on hiring their people for a humiliatingly narrow set of academic achievements, work experiences, and fixed skills?

    The answer? Managers, woefully untrained in talent management, tend to ignore evidence-based findings in favour of the grumblings of their gut.

    You are NOT a one-trick pony.

    Show some self-respect and focus your job search on companies and managers who look beyond your most recently acquired skills and recognize the immense value of your experience and ability to learn new skills and capabilities. Seek out those who embrace the growth mindset, who hire well-rounded, many-hatted individuals capable of adapting their skill set to an ever evolving range of roles.

    But how do you spot enlightened employers?
    The signs are there if you know where to look:

    In the Job Posting:

    • Skills over experience: Does the posting emphasize the specific skills and competencies required, rather than demanding a laundry list of past experiences?
    • Growth-oriented language: Are they using words like “eager to learn,” “adaptable,” “problem-solver,” or “curious”? That’s a good sign they value potential.
    • Learning & development: Do they mention training programs, mentorships, or tuition reimbursement? Bingo! They’re invested in your growth.

    On Their Website and Social Media:

    • Learning culture: Do they brag about their learning initiatives, showcase employee testimonials about growth, or blog about the importance of continuous learning? If so, they might be legit.
    • Employee development programs: Do they have internal training, leadership development, or clear paths for career advancement? Sounds promising.
    • Values: Are innovation, continuous improvement, and collaboration among their values? That’s the kind of place where you can flourish. Values statement are often marketing fluff BS, but at least they made the effort. More validation is required.

    During Interviews:

    • Learning style & goals: Do they ask about how you learn best, approach challenges, or what you want for your career? That’s a good sign they care about your development.
    • Growth opportunities: Ask them directly about training, mentorship, and how they support career goals. If they get excited, you’re on the right track.
    • Problem-solving focus: Do they throw hypothetical scenarios at you? They’re probably looking for someone who can think on their feet and adapt.

    Overall Vibe:

    • Transparency & openness: Are they upfront about their learning culture and growth opportunities? That’s a sign they’re not hiding anything (at least not about this).
    • Enthusiasm for learning: Do interviewers and employees geek out about new stuff and share stories about their own growth? That’s a good sign it’s not just lip service.
    • Collaboration: Do they seem like a team-oriented bunch who love to share knowledge? That’s the kind of environment where everyone can learn and grow together.

    Don’t let yourself be boxed in by narrow-minded employers who see you as nothing more than a one-trick pony. You are capable of so much more. By paying attention to these signs, you can find a company that values your unique talents, your range of capabilities and potential for growth. Remember, you deserve a workplace that sees you as a multi-faceted gem, not just another cog in the machine.

    Go forth and find the company that’s worthy of your brilliance!

  • The Future of Work is here – it’s just not evenly distributed.

    William Gibson’s insight that “…the future is already here — it’s just not very evenly distributed” has become a mantra amongst self-proclaimed technology experts and armchair futurists of social media. Among other things influencers tell us that the pandemic forever changed the way we work. The pandemic shift to remote work seems to be having a lasting impact but few organizations are embracing this not so new approach to work even with the data showing that when it is feasible remote work enhances productivity, increases employee engagement and employee retention, many companies are insisting on employees returning to the office.

    Why?

    A majority of employers, including most supposedly effective and efficient for-profit companies fail at talent management. Two measures elucidate the issue: employee engagement and manager ability to manage employees.

    Global employee engagement is low and has been low for decades.

    According to Gallup, only 30% of employees are engaged at work. Work environment or workplace dynamics are not the only factor in employee engagement, external social factors can affect worker morale. For instance, when inflation begins to erode purchasing power, employee engagement will take a hit due to the reduction in purchasing power of employee paycheques.

    Managers are neither ready nor trained to manage people.

    Most managers ascend to the role accidentally and receive little to no training, even in large well-established companies who should know better.

    The pandemic may have pushed more people to work remotely, but the old ways of doing things are hard to shake. Even though working from home has been proven to boost productivity, keep employees happier, and even help them stick around longer, many companies are still dragging their feet. They’re ignoring all the evidence right in front of them!

    This resistance isn’t really about remote work itself, but more about a bigger problem: most companies, even the big-name ones, aren’t great at managing their people. Low employee engagement and a lack of management training aren’t new issues, but the pandemic has put them under a spotlight. So, until companies start investing in their managers and creating a work environment where people actually feel valued, the dream of a better, more flexible way of working is going to stay just that – a dream.