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How to Be A Genuine Expert in Your Field

How to Be A Genuine Expert in Your Field

In 2015, an eighth grader did some research into the story behind the ‘No Irish Need Apply’ signs that were alleged to have existed in 19th century United States. Despite claims in 2002 from a distinguished historian that the signs were a myth and had never existed, the eighth grader Rebecca Fried was able to prove the historian wrong simply by doing some basic research on Google.  Not only did Fried found photographic evidence of the signs – but she found lots of it.[1]

Just because something is stated by an ‘expert’ doesn’t necessarily mean that it’s true.

Back in 1830, scientific writer Dr. Dionysius Lardner said rail travel at high speed is not possible because passengers, unable to breathe, would die of asphyxia.  And in 1903, the president of the Michigan Savings Bank advised Henry Ford’s lawyer not to invest in the Ford Motor Co because the horse is here to stay but the automobile is only a novelty – a fad.[2]

There are many more examples like these, and this is why not all experts are as highly regarded as they used to be.

How Society has Raised the Bar for Experts

Until recently, society looked up to and respected all experts and their opinions. However, in our new internet-age, knowledge is available to all at the click of a button.

Previously, years of education, work experience, and formal titles were the ways most people used to recognize experts.  Unfortunately, these are no longer good indicators.  For example, materials studied in the past can now be outdated. And as for those people with extensive work experience, this doesn’t guarantee they operate in an efficient or high-quality way.

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Titles like doctor of ____, or psychologist of ____ are licensed/exams-based, but whether qualifications are up-to-date is open to question.

Judging whether a person is an expert based on the above indicators fails to take into account for the way information and knowledge changes over time. Not all experts will be dedicated enough to keep up with the latest developments in their chosen field.

Traditional experts became experts by taking a lot of time to investigate topics, but nowadays, the internet has massively reduced the time needed to research or learn a topic. You could think of it this way: In the past, experts owned the knowledge, these days this knowledge is freely available on the web.

Clearly, the internet has rapidly shifted information from the hands of those who have it – into the hands of those who do not.[3]

Of course, the development of the internet hasn’t wiped genuine experts of the face of the earth.  We should still respect real experts, especially those who have gone through the stages outlined below.

The Five Stages That All Genuine Experts Must Go Through

The Dreyfus model of skill acquisition lays out five distinct stages that all people must go through on their way to becoming experts.

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    Credit: Dreyfus Model of Learning

    Stage 1: Novice

    • Follows the rules and plans they are taught.
    • Lacks flexibility in handling works and challenges.
    • Doesn’t know how to make judgements based on what they’ve learned.

    Stage 2: Advanced beginner

    • Has more experiences and starts to interpret different situations.
    • Uses the same approach for different situations because they don’t have enough experiences to look deeper at each scenario.

    Stage 3: Competent

    • More holistic in handling problems.
    • Starts to know how to interpret different situations with flexible plans.
    • Starts to formulate their own routines to achieve things.

    Stage 4: Proficient

    • Able to solve problems intuitively.
    • Continuously adjusts their ways and approaches.
    • Perceives deviations from the normal pattern.
    • Gives suggestions and guidance to others based upon their knowledge and experiences.

    Stage 5: Expert

    • Understands the whole picture intuitively with a deep and tacit comprehension.
    • Creates the guidelines, plans and rules for others.
    • Continuously self-tunes and self-learns.
    • Knows how to handle problems that have never happened before based on their knowledge.

    As the stages show, experts don’t need to be child prodigies or intellectual giants. In fact, ordinary people can become experts, provided they are willing to invest the necessary time and effort.

    The Dreyfus model of skill acquisition not only shows how true experts are made – but also reveals what’s missing from fake experts. Let’s take a look at these people now.

    Don’t Be Fooled by ‘Fake Experts’

    Many people who claim they are experts are actually just at stage 2 or stage 3 of the Dreyfus model.

    These people have gained some knowledge and experiences, but they have not embraced the continuous learning and self-tuning process that real experts have. Because of this, when these ‘fake experts’ encounter problems that they’ve never seen before, they fall back on the same approaches and methods that they’ve been taught.

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    However, when it comes to these challenging cases, traditional methods may not work, and so-called experts will be unable to come up with original resolutions. (Unlike genuine experts who have reached stage 5.)

    You now understand what makes a true expert. Read on to find out how to become one.

    The Journey to Become a True Expert

    To become a genuine expert, you must start as a learner and move naturally through each stage. There are several things to pay attention to when you experience each of the stages, and here’s the guide to help you get through each stage efficiently.

    From Novice to Advanced Beginner: Log Your Experiences and Knowledge

    Your step from moving from novice to advanced beginner should involve the development of a personal library of experience. A logbook of experience and knowledge learned should be completed to show your progression. Ask for feedback from your tutor/instructor, and add this information into your logbook. Finally, log your reflections for actions you’ve taken.

    Let’s say that you want to learn how to play guitar, as a budding guitarist, at this stage you’ll be learning more and more chords, scales and techniques. Be sure to note down as much as possible in your logbook, so that you can easily come back to what you’ve learned.

    From Advanced Beginner to Competent: Grab Every Opportunity to Practice Knowledge

    Learning is by participation and interaction with others. Normally, this takes place through the exchange of ideas and opinions. As you move from advanced beginner to becoming competent, you’ll evolve from the acquisition of knowledge to participating in learning. You’re likely to find yourself starting to see beyond the normal situations and beginning to suggest ways to do things based on what you’ve learned.

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    In the guitarist world, this is the stage where you’ll find yourself practicing more – and even starting to experiment with your playing.

    From Competent to Proficient: Reflect, Reflect, Reflect

    This stage will take you the longest because it’s rooted in continuous exposure to different cases and reflections. You’ll learn to look at things from different angles, and suggest different approaches based on what you’ve learned. With continuous reflections and experiences in guiding others to perform, you’ll deepen your knowledge and skills.

    This is the stage where your guitar playing is good enough that you could start to help others to learn and improve.

    From Proficient to Expert: Continuous Learning and Tuning

    A true expert doesn’t stop learning. They continue to look for new methods and approaches for different cases. They also reflect on what they can do better, and keep a close eye on the ever-changing information world. If you’ve reached this stage, but stop learning and reflecting, you’ll eventually fall back to previous stages.

    At this point in time, you’re a genuinely expert guitarist. You’ll be good enough to perform professionally – or to be a top guitar tutor.

    True Experts Don’t Possess Knowledge, They Explore and Share Knowledge

    Due to the impact of the internet, knowledge is no longer exclusively in the hands of qualified experts. However, just because we can now Google information at the tap of a key, this doesn’t mean that we’re all now experts. Genuine experts still need to go through the five stages of skill acquisition.

    Now you know what you need to do to become an expert in your field. Follow the five stages, and work your way up to becoming a true expert.

    Reference

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    Leon Ho

    Founder & CEO of Lifehack

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    Last Updated on January 6, 2021

    14 Ideas on How to Measure Productivity to Make Progress

    14 Ideas on How to Measure Productivity to Make Progress

    Everyone has heard the term productivity, and people talk about it in terms of how high it is and how to improve it. But fewer know how to measure productivity, or even what exactly we are talking about when using the term “productivity.”

    In its simplest form, the productivity formula looks like this: Output ÷ Input = Productivity.

    For example, you have two salespeople each making 10 calls to customers per week. The first one averages 2 sales per week and the second one averages 3 sales per week. By plugging in the numbers we get the following productivity levels for each sales person.

    For salesperson one, the output is 2 sales and the input is 10 sales: 2 ÷ 10 = .2 or 20% productivity. For salesperson two, the output is 3 sales and the input is 10 sales: 3 ÷ 10 = .3 or 30% productivity.

    Knowing how to measure and interpret productivity is an invaluable asset for any manager or business owner in today’s world. As an example, in the above scenario, salesperson #1 is clearly not doing as well as salesperson #2.

    Knowing this information we can now better determine what course of action to take with salesperson #1.

    Some possible outcomes might be to require more in-house training for that salesperson, or to have them accompany the more productive salesperson to learn a better technique. It might be that salesperson #1 just isn’t suited for sales and would do a better job in a different position.

    How to Measure Productivity With Management Techniques

    Knowing how to measure productivity allows you to fine tune your business by minimizing costs and maximizing profits:

    1. Identify Long and Short-Term Goals

    Having a good understanding of what you (or your company’s) goals are is key to measuring productivity.

    For example, if your company’s goal is to maximize market share, you’ll want to measure your team’s productivity by their ability to acquire new customers, not necessarily on actual sales made.

    2. Break Down Goals Into Smaller Weekly Objectives

    Your long-term goal might be to get 1,000 new customers in a year. That’s going to be 20 new customers per week. If you have 5 people on your team, then each one needs to bring in 4 new customers per week.

    Now that you’ve broken it down, you can track each person’s productivity week-by-week just by plugging in the numbers:

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    Productivity = number of new customers ÷ number of sales calls made

    3. Create a System

    Have you ever noticed that whenever you walk into a McDonald’s, the French fry machine is always to your left? 

    This is because McDonald’s created a system. They have determined that the most efficient way to set up a kitchen is to always have the French fry machine on the left when you walk in.

    You can do the same thing and just adapt it to your business.

    Let’s say that you know that your most productive salespeople are making the most sales between the hours of 3 and 7 pm. If the other salespeople are working from 9 am to 4 pm, you can potentially increase productivity through something as simple as adjusting the workday.

    Knowing how to measure productivity allows you to set up, monitor, and fine tune systems to maximize output.

    4. Evaluate, Evaluate, Evaluate!

    We’ve already touched on using these productivity numbers to evaluate and monitor your employees, but don’t forget to evaluate yourself using these same measurements.

    If you have set up a system to track and measure employees’ performance, but you’re still not meeting goals, it may be time to look at your management style. After all, your management is a big part of the input side of our equation.

    Are you more of a carrot or a stick type of manager? Maybe you can try being more of the opposite type to see if that changes productivity. Are you managing your employees as a group? Perhaps taking a more one-on-one approach would be a better way to utilize each individual’s strengths and weaknesses.

    Just remember that you and your management style contribute directly to your employees’ productivity.

    5. Use a Ratings Scale

    Having clear and concise objectives for individual employees is a crucial part of any attempt to increase workplace productivity. Once you have set the goals or objectives, it’s important that your employees are given regular feedback regarding their progress.

    Using a ratings scale is a good way to provide a standardized visual representation of progress. Using a scale of 1-5 or 1-10 is a good way to give clear and concise feedback on an individual basis.

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    It’s also a good way to track long-term progress and growth in areas that need improvement.

    6. Hire “Mystery Shoppers”

    This is especially helpful in retail operations where customer service is critical. A mystery shopper can give feedback based on what a typical customer is likely to experience.

    You can hire your own shopper, or there are firms that will provide them for you. No matter which route you choose, it’s important that the mystery shoppers have a standardized checklist for their evaluation.

    You can request evaluations for your employees friendliness, how long it took to greet the shopper, employees’ knowledge of the products or services, and just about anything else that’s important to a retail operation.

    7. Offer Feedback Forms

    Using a feedback form is a great way to get direct input from existing customers. There are just a couple of things to keep in mind when using feedback forms.

    First, keep the form short, 2-3 questions max with a space for any additional comments. Asking people to fill out a long form with lots of questions will significantly reduce the amount of information you receive.

    Secondly, be aware that customers are much more likely to submit feedback forms when they are unhappy or have a complaint than when they are satisfied.

    You can offset this tendency by asking everyone to take the survey at the end of their interaction. This will increase compliance and give you a broader range of customer experiences, which will help as you’re learning how to measure productivity.

    8. Track Cost Effectiveness

    This is a great metric to have, especially if your employees have some discretion over their budgets. You can track how much each person spends and how they spend it against their productivity.

    Again, this one is easy to plug into the equation: Productivity = amount of money brought in ÷ amount of money spent.

    Having this information is very useful in forecasting expenses and estimating budgets.

    9. Use Self-Evaluations

    Asking your staff to do self evaluations can be a win-win for everyone. Studies have shown that when employees feel that they are involved and their input is taken seriously, morale improves. And as we all know, high employee morale translates into higher productivity.

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    Using self-evaluations is also a good way to make sure that the employees and employers goals are in alignment.

    10. Monitor Time Management

    This is the number one killer of productivity in the workplace. Time spent browsing the internet, playing games, checking email, and making personal calls all contribute to lower productivity[1].

    Time Management Tips to Improve Productivity

      The trick is to limit these activities without becoming overbearing and affecting morale. Studies have shown that most people will adhere to rules that they feel are fair and applied to everyone equally.

      While ideally, we may think that none of these activities should be done on company time, employees will almost certainly have a different opinion. From a productivity standpoint, it is best to have policies and rules that are seen as fair to both sides as you’re learning how to measure productivity.

      11. Analyze New Customer Acquisition

      We’ve all heard the phrase that “It’s more expensive to get a new customer than it is to keep an existing one.” And while that is very true, in order for your business to keep growing, you will need to continually add new customers.

      Knowing how to measure productivity via new customer acquisition will make sure that your marketing dollars are being spent in the most efficient way possible. This is another metric that’s easy to plug into the formula: Productivity = number of new customers ÷ amount of money spent to acquire those customers.

      For example, if you run any kind of advertising campaign, you can compare results and base your future spending accordingly.

      Let’s say that your total advertising budget is $3,000. You put $2,000 into television ads, $700 into radio ads, and $300 into print ads. When you track the results, you find that your television ad produced 50 new customers, your radio ad produced 15 new customers, and your print ad produced 9 new customers.

      Let’s plug those numbers into our equation. Television produced 50 new customers at a cost of $2,000 (50 ÷ 2000 = .025, or a productivity rate of 2.5%). The radio ads produced 15 new customers and cost $700 (15 ÷ 700 = .022, or a 2.2% productivity rate). Print ads brought in 9 new customers and cost $300 (9 ÷ 300 = .03, or a 3% return on productivity).

      From this analysis, it is clear that you would be getting the biggest bang for your advertising dollar using print ads.

      12. Utilize Peer Feedback

      This is especially useful when people who work in teams or groups. While self-assessments can be very useful, the average person is notoriously bad at assessing their own abilities.

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      Just ask a room full of people how many consider themselves to be an above average driver and you’ll see 70% of the hands go up[2]! Now we clearly know that in reality about 25% of drivers are below average, 25% are above average, and 50% are average.

      Are all these people lying? No, they just don’t have an accurate assessment of their own abilities.

      It’s the same in the workplace. Using peer feedback will often provide a more accurate assessment of a person’s ability than a self-assessment would.

      13. Encourage Innovation and Don’t Penalize Failure

      When it comes to productivity, encouraging employee input and adopting their ideas can be a great way to boost productivity. Just make sure that any changes you adopt translate into higher productivity.

      Let’s say that someone comes to you requesting an entertainment budget so that they can take potential customers golfing or out to dinner. By utilizing simple productivity metrics, you can easily produce a cost benefit analysis and either expand the program to the rest of the sales team, or terminate it completely.

      Either way, you have gained valuable knowledge and boosted morale by including employees in the decision-making process.

      14. Use an External Evaluator

      Using an external evaluator is the pinnacle of objective evaluations. Firms that provide professional evaluations use highly trained personnel that even specialize in specific industries.

      They will design a complete analysis of your business’ productivity level. In their final report, they will offer suggestions and recommendations on how to improve productivity.

      While the benefits of a professional evaluation are many, their costs make them prohibitive for most businesses.

      Final Thoughts

      These are just a few of the things you can do when learning how to measure productivity. Some may work for your particular situation, and some may not.

      The most important thing to remember when deciding how to track productivity is to choose a method consistent with your goals. Once you’ve decided on that, it’s just a matter of continuously monitoring your progress, making minor adjustments, and analyzing the results of those adjustments.

      The business world is changing fast, and having the right tools to track and monitor your productivity can give you the edge over your competition.

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      Featured photo credit: William Iven via unsplash.com

      Reference

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