HR and (ahem) learning partners do not easily recognise that talent and skills are different. If someone isn’t up to scratch, can they be trained? Certainly the very best, in my experience, shun formal learning.

The HR view is supported by a certain amount of budget allocated to “up-skill” people. I guess this helps with ISO certification and whatnot.

I wrote this in an email to someone who was interested in joining the community I’m part of today, dunno if it resonates…

“We expect software engineers who work for our company to constantly keep their skill sets up to date, and to be at the top of their game. Developers in this modern world are often expected to learn a new language, or a new framework, in very short order indeed, and then share their learnings with others. This is not to say there isn’t space for specialists, but, in general, flexibility, adaptability, and a passion for self-learning are core to the craft.

My personal opinion is that while courses have their place, the very best, those we want to hire, are often self-taught; it is the drive and thirst for knowledge which makes them valuable. There is nothing like deciding to build a hobby project in an unfamiliar language to bring you up to speed, and show you what you don’t know, and this is a behaviour I strongly encourage (and adhere to myself)”

Good people will share their knowledge, and their reward is part smugness, and part philanthropic pleasure.

I have maintained for many years that I always aim to hire people who are better than me. If I hire them and deploy them well, then I look good, have less to do myself, and I may learn a thing or two off them. Sure, they may get promoted past me, but I like to see that, it means I’m helping the company; which in turn, DOES help me. Plus I get owed a few wee drams here and there.