Relooking at Experience Gaps

Over the years, I have come to believe that low or non-existent experience is not a show stopper, provided the resource follows one or all of these three approaches

• Accepts ambiguity with equanimity. This is a very critical trait for successful individuals aiming to transition to new areas. As more and more unfamiliar situations come up, accelerated either by the ‘need of the hour’ or ‘learning curve’, it is an absolute must that the resource a) maintains a log of all experiences for future reference and also as a journal b) seeks support from an identified network and c) seek additional training to smoothen the rough edges

• Accepts inputs with open mind. This is difficult across different levels and ego can be a stumbling block. He/she should remember that adults learn faster by ‘experience’ and that is best received from inputs shared by the stakeholders, peers and juniors.

• Accepts tough learning curves is an absolute must. The candidate should ideally pursue 3 major tracks and not more than 2 minor learning tracks. It is important to remember that the candidate should not feel bad or punish himself for missing targets. He should always keep encouraging himself since our sub-conscious responds better to positive vibrations. ( This is a scientifically proven fact)