You might think I am crazy … but I am keenly interested to work with an organization / institution in crisis.

 

Yes, you read that right.   Put simply, I am looking to help alleviate any organizational / educational nightmares your group may be experiencing. 

I am an Education Management Professional, Canadian, with an M.Ed from Australia who has just completed a social enterprise project in the Philippines.  I am now however, looking abroad for a seemingly insurmountable challenge.

Is your group:

 

  • Struggling with institutional chaos?
  • Concerned a major project is going off the rails?
  • Realizing the business model is unrealistic?
  • Dealing with a wayward school, dysfunctional staff or an unfocused curriculum?
  • Searching for someone to help you with a shift in organizational behaviour or corporate culture?
  • Facing diversity issues?
  • Needing someone who is solutions focused and is not afraid to ask the hard questions or take responsibility for the hard decisions?

Then please reach out:  first.jeffcarter@gmail.com

A few achievements from the past 25 years:

  • As a Dean, started a private college in Vancouver from scratch. (Yes it is still running strong).
  • Facilitated the curriculum development for six TVET colleges in KSA.
  • Created an online content to assess 20,000+ Filipinos for BPO jobs.
  • Worked in 5 countries and conducted Biz Dev trips to an additional 10.
  • Created 10 welfare-to-work programs (BPO, Stagecraft, chef training, career prep, etc.) in a few different countries.
  • Taught (Biz, OB, Hospitality, ESL) to students from over 25 countries.
  • Created thousand plus hours of curriculum (old school, blended & online learning) and assessments for institutions in 10 countries.
  • Completely revamped a Canadian Young Offender program into a more holistic approach.
  • Conducted numerous corporate training staff development gigs throughout South Korea (Samsung, Hyundai, etc.).
  • Honoured to have worked with (and for) peoples from all faiths, cultures and gender orientations.
  • Equally at home in the boardroom, the classroom, the shop floor or the areas of town most people don’t like to go.

 

I am certainly no superman, and even after all these years still have a few rough edges – but am somewhat fearless and have a strong desire to take on a monumental task.

If seriously interested: first.jeffcarter@gmail.com

alberteinstein1

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Exp. Graph vs. Resume 2: Yet another approach

A second idea presented in Gary’s article (article herefirst blog here) is that of being able to connect the dots from a number of different experiences.  The article uses this image to show the relationship of many different milestone activities of a fictitious ‘Lucy’.  It posits how data collection can be used to provide a better understanding of someone’s experiences.

xapi-graph

Great idea, but there are a few elements to this model that are lacking.

  1. It is only based on what someone does, not what they contributed or learned from the doing.
  2. It is only based on a current starting point moving forward. What about the years of previous experiences?
  3. It does not compile who mat have also been involved in these activities, nor the impact on the person these other players may have been.

I will address all of these points in further detail in 2017, but for now Gary’s article will get many people thinking in many new ways about how we gather information, connect information and present information about someone’s life experiences.

On this same theme, Michelle Weise presents a different approach in her HBR article, We need a better way to visualize people skills.   She proposes using a GitHub method used in the world of coders. The image below tracking the when and how much time someone is using the portal to write, edit or manipulate code for multiple work projects over a year.

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I tried to imagine how this might look for a teacher over a ten-year period.   Imaging if it could capture teaching time, tutoring time, student achievement, course development time, committee time, extra curricular time (sports, drama etc.)?  Then run all this data through a 3D GitHub type of visualization – or even better – something like the first article that can also show all the connections to each other as well as other people?  WOW!

A few years ago I messed about with an infographic resume.  Here is a section where I tried to show courses developed, courses taught and teaching hours for six different segments.

diverse-exp-copy

Below is an image where I tried to visualize the extent of my overseas experience. I differentiated between business travel (top list) and where I had actually worked and lived (bottom). (You can tell it is a few years old as both Mexico and KSA are missing)

exploring-copy

This last crude image is what I think both the articles are actually trying achieve.  A way to provide a person with a way to present some aspect (or all aspects) of their life in some form of image that can give a 3rd party a deeper understanding of who they are and what they can contribute to an organization.

expertise-copy

You will see years along the ‘life long learning’ axis. This represents the number of years I have been involved with that ‘subject’. Colour represents level of expertise and also implies depth of understanding.  This is obviously a ‘quick glance’ graphic.  The more time you spend on it the more you will get to know me – even before we meet.

I am in no way proposing there is ONE BEST WAY to visualize a person’s experiences and expertise.  Nut I am in complete agreement with both Goldon & Weise when they are advocating for something so much better than the basic resume.

What are your thoughts on the subject?

Experience Graph vs Resume

A few months ago Garry Golden published an interesting article on Tech Crunch titled:  “Why LinkedIn should kill the résumé and replace it with the experience graph”  If for some reason you have not read it, I suggest you save the link and take some time to delve into it.

This is the first of a series of blogs I am writing that will address (some likes and some way off base) ideas presented in the article.  I had been playing with same idea for quite a while and decided to try and produce my own experience graph CV and would love some feedback from readers!

The main premise of the article is that LinkedIn should scrap the traditional resume and help people produce their own individual graphs.  Bottom line is that in a digital social world, old fashioned CVs and resumes are outdated –  A concept I whole heartedly agree with.  Think of it as the difference between making a decision about a house by  looking at a static B&W image, vs. an interactive image that provides information and the important connections about the information.

So as I waded into this project I came up with a two page document (full PDF attached here).  Page 1 provides a quick overview of the main Education positions from the last decade or so, as well as a key points snapshot down the left side.

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Page 2 is my foray into an experience graph (using Excel & Word) that I will dissect to explain my approach and how I tried to connect relevant data.

pg2-full-copy

Let’s start by looking at the legend section. This is where I tried to provide the time frame used, the different countries I worked in, and the colour code of main functions (transferrable skills?) that I broke down by % to show how that changed over the years.

pg2-legend-copy

In the top section of the page (so it is emphasized) I included some info about my M.Ed. degree, including a link to an intriguing YouTube video overview of the project.

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The letters blocks along the bottom of the graph correspond to the positions listed in detail on page one.  This was the easiest way to bring some reference to these experiences without cluttering the graph.

pg2-connect-to-page-1-copy

Though my freelance experiences are much more extensive than is listed here, I had to prioritize what I thought would be important.  This is a section that may need to change depending upon any future positions I may be interested in?

pg2-freelance-copy

Going for a test Drive 🙂

So I decided to apply for a few positions that I think I am qualifies for just to see what would happen.  I chose three smaller institutions and a few multinationals.  Reality check time LOL!  Of course you know dear reader what happened when I logged onto a multinational site – it asked me to upload my ‘resume’ and then the ‘software’ convert it into their format.  I won’t go into a full rant about online HR systems (I did that here) but whatever algorithm they used, it completely butchered my experience graph.

Thus we are faced with an age-old challenge:  How do new ideas (experience graphs) and technologies (data mining) fit with an outdated approach to hiring (HR systems)?

Please feel free to share your thoughts & ideas about my graph – and even share your own versions of an experience graph.

You can view the full PDF here: oct-16-vis-cv