A good discussion on LinkedIn recently about experience vs. inexperience … along with another scenario that needs to be considered.
👉 Reducing cost by getting rid of experience is not usually a good idea, as it will lead to more cost through ineffective activity and mistakes (comment added by Kevin Martin)
👉 A small, experienced team can run circles around any number of inexperienced people (original post by Dipl.-Ing. Lars Behrendt)
But how do you get experienced people?
Typical methods:
- Hire.
- Move from another internal area.
- Develop.
For a small team on its own, then the first method is usually common.
For a larger organization, the second may be possible but depends in the impact of departing from the original role.
Development is an option and takes time AND people with experience to bring the less-experienced along.
No matter the route or combination, planning for succession is critical to organizational sustainability.
Don’t leave it to chance.
… or hoping that the hordes of inexperienced people (like the players in the video) will pick up *meaningful* experience by osmosis.
Our programs can help you develop people AND get ROI that pays for the program.
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