{"id":5161,"date":"2018-08-21T09:25:34","date_gmt":"2018-08-21T14:25:34","guid":{"rendered":"https:\/\/pmaworks.com\/observations\/?p=5161"},"modified":"2018-08-21T09:25:53","modified_gmt":"2018-08-21T14:25:53","slug":"it-pays-to-be-an-expert-are-you-one-2","status":"publish","type":"post","link":"https:\/\/pmaworks.com\/observations\/it-pays-to-be-an-expert-are-you-one-2\/","title":{"rendered":"It Pays to Be an Expert. Are You One?"},"content":{"rendered":"

Hi and Summer Greetings!<\/p>\n

A vital component in our\u00a03 Goals System<\/strong>\u00a0is the importance of becoming an expert.<\/p>\n

I\u2019ll cut right to the most immediate reason:<\/p>\n

Research shows that experts in any field or role make more money.<\/strong><\/p>\n

In high complexity jobs like professionals, the top 10% produce 80% more than average and 700% more than the bottom 10%[i].<\/p>\n

But this is also true in less complex jobs, where it was found that the top 10% of workers produce 25% more than the average, and 75% more than the bottom 10%.<\/p>\n

Aside from high school interns that help file and run errands, all the roles in your office are high complexity.<\/p>\n

So, how do you become an expert?<\/p>\n

A Desired Goal<\/strong><\/div>\n
Becoming an expert must be a\u00a0goal\u00a0that is desired to be achieved. It should be a\u00a0core value.\u00a0There must be a commitment to be an expert.<\/strong><\/div>\n

From the book, the\u00a0Talent Code[ii]:<\/p>\n

With the same amount of practice, the long-term-commitment group outperformed the short-term-commitment group by 400 percent. The long-term-commitment group, with a mere twenty minutes of weekly practice, progressed faster than the short-termers who practiced for an hour and a half. When long-term commitment combined with high levels of practice, skills skyrocketed.<\/div>\n

 <\/p>\n

Most employees in offices do not intend to become experts. It has never been a requirement for any job they have ever had. Plus, it is characteristic of modern culture to not value mastery. Why go through the long and uncomfortable task of becoming truly skilled and produce quality outcomes when it has never been expected of them?<\/div>\n

Plus, I believe that through advertising we have been encultured to think in terms of instant gratification – I can get a \u201cmeal\u201d through the drive-in at McDonald\u2019s and replace that broken appliance through Amazon Prime.<\/p>\n

And providers… you too are often so distracted by organizational issues that, well, good enough is good enough. You get fine results, right?<\/p>\n

But I will remind you of Clarence Gonstead.<\/p>\n

He continually worked at developing his skills<\/strong>\u00a0and methodology. Everything else followed, including thousands of patients, so many in fact that he had to build a hotel next to his clinic for those coming from out of town.<\/p>\n

Deliberate Practice<\/strong><\/div>\n
Keep your own checklist of procedures and work on them. Find how you can improve the manner in which you perform the most important tasks – and then improve some more. Much like you were practicing a musical piece on the piano or working out how to run the high hurdles faster – practice.<\/div>\n

And the key is\u00a0deliberate. Take some aspect of your job and work –\u00a0deliberately.<\/strong>\u00a0You might be surprised on how you might have taken some procedure for granted as working but when you examine it, you discover that there is a lot of room for improvement.<\/p>\n

Research shows that doctors who have been in practice for twenty or more years\u00a0do worse on certain objective measures of performance<\/strong>\u00a0than those who are just two or three years out of medical school.<\/p>\n

The reason for this is that doctors working day-in and day-out can begin to go on automatic because their work no longer pushes them out of their comfort zones[iii].<\/p>\n

Find a Coach – Be a Coach<\/strong><\/div>\n
Coaching others will help you master your own skill. An old phrase applies:<\/div>\n
\u201cTo teach is to learn twice.\u201d<\/strong><\/div>\n
Seek out a coach, or coaches and mentors and learn from them. Have a \u201cbeginners mind,\u201d or \u201cShoshin\u201d — a term used in Japan meaning no matter how much you already know, always train as if you are beginner.<\/div>\n
<\/div>\n
Schedule Training Time<\/strong><\/div>\n
Whether it is watching a webinar, reading a book, coaching a teammate, or reviewing an x-ray with a colleague, block out the time and interruptions. This is sacred time. Just a few minutes each week can produce definite results.<\/div>\n

I know… I talk about this all the time …and will continue to do so as it is one of\u00a0the least expensive methods\u00a0to improve your business and increase income. And I know you also know this! So, this is just a friendly reminder\u00a0to train and encourage your team to become\u00a0experts.<\/strong><\/p>\n

I suggest your goal is to create a team of experts, and… and Expert Team!<\/p>\n

Training Sayings<\/strong><\/div>\n
I have been keeping a list of \u201ctraining maxims,\u201d or aphorisms. I have listed a few on the next page.<\/div>\n
<\/div>\n
Just for fun, could you offer others?<\/div>\n
Stay curious and keep training!<\/div>\n
<\/div>\n
Ed<\/div>\n
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References<\/div>\n
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[i]\u00a0Hunter, J. E., Schmidt, F. L., Judiesch, M. K., (1990) \u201cIndividual Differences in Output Variability as a Function of Job Complexity\u201d, Journal of Applied Psychology<\/p>\n

http:\/\/psycnet.apa.org\/index.cfm?fa=fulltext.journal&jcode=apl&vol=75&issue=1&page=28&format=HTML<\/a><\/p>\n<\/div>\n

https:\/\/80000hours.org\/2012\/09\/how-good-are-the-best\/<\/a><\/p>\n

[ii]\u00a0The Talent Code: Greatness Isn’t Born. It’s Grown. Here’s How. by Daniel Coyle<\/p>\n

[iii]\u00a0Peak: Secrets from the New Science of Expertise by Anders Ericsson<\/p>\n<\/div>\n<\/div>\n

 <\/p>\n

Ed\u2019s Training Maxims<\/strong><\/p>\n

I am working on some sayings, or aphorisms on training and study. I have come up with a few.<\/p>\n

Don\u2019t cringe\u2026!<\/p>\n

Can you add any?<\/p>\n