Maybe,

but then I should at least credit you for summarizing my points.

So I guess you score for brevity but you take a hit on style.

Maybe you should email Larry. Flaming has a rhythm and a feel to it. He has
gotten very good at it over the years. It looks like a mentor would aid you
no end.

Good luck

Chris Flynn

On Fri, Apr 20, 2012 at 8:49 AM, Laura Brooks <[log in to unmask]>wrote:

> When training anyone, Records Analyst or any other person, be clear and
> concise, share your knowledge, don't throw them at the wolves, introduce
> them to tools and literature that will help them.  Slowly give them more
> difficult tasks.  Access their abilities and initially give them tasks that
> will give them wins.  Do not be abusive.  If the person is not the right
> fit for the job, guide them to some other arena if possible.  This sounds
> like a lot but if they have any brains and initiative that should do it.
>
> I am becoming increasingly disheartened by the lack of professionalism in
> the replies on this listserv.  Most of the comments are pithy and shed no
> positive light on the profession.  Yes humor is okay for a while but...
>
>
>
>
> Wow,
>
> Great care should be given anytime you are grooming anything never more
> than a Records Analyst. Keep in mind you should always brush agains the
> grain. Go slow find out what they like. positive reinforcement is critical.
> always provide positive feedback, treats help. When water is pooring down
> on them make sure you protect their eyes. Your role is make sure they have
> as positive an experience as possible. One mistake and they will be
> skittish for some time. Be careful with their teeth. Your anaysts think
> they can chew anything. make sure their food is platable, not to soft, not
> to hard. You want their teeth to get strong over time. Young analyst have
> sharp teeth and will want bite. Let them dull over time, hopefully without
> damaging others to much.
>
> Begin training with due caution. Young analysts are hyperactiv eand will
> charge all around. Reign them in. Let God be your guide, never give them
> more in life than they can handle. Don't coddle them. Keep close attention
> on their progress and keep challenging them or they will get bored. A bored
> analyst is a receipe for disaster. Keep them busy.
>
> Know your limitations. You will be responsible more the majority of their
> growth in the profession. However few of us, Larry and Bill excluded, know
> all there is to know about the profession. That being said, direct the
> young analyst towards training that will leverage your guidance. Fill in
> the gaps. Be very careful that you gage their training correctly. DOn't
> sign them up for CRM training when they should be doing CIP training, Start
> them at the absolute botom remedial training and move them up as they show
> their capability. Pay close attentio to apptitude. Some young analysts will
> want to be CRM, when thier talent lies forms design.
>
> Watch out for conferences, A very dangerous environment for an unescorted
> analyst. Always keep a close eye on the analyst in a group environment,
> Some do very well in an environment like a ARMA conference, some develop
> reputations (I didn't mention you specifically peter) oops I guess I
> did.Luckily Ray keeps tabs on you.
>
> Bottom line grooming a young analyst is a great responsibilty. In the old
> days it was more of shared responsibilty. Today because of the economy and
> other societal forces it is increasingly an individual load.
>
> Good luck
>
> ]Chris Flynn
>
>
>
>
> On Fri, Apr 20, 2012 at 7:21 AM, Todd Johnson <[log in to unmask]>
> wrote:
>
> > I recently had an employee move into the RIM group from another area of
> the
> > Company and my hope is to prepare her to be a RIM Analyst. Her background
> > suits her well for a long-term career in RIM; however, her knowledge of
> the
> > professional is still in its infancy. I had her take the Essentials of
> RIM
> > course
> > through ARMA and that was extremely beneficial in helping her gain
> > foundational knowledge of the profession. I'm now looking for recommended
> > books, multimedia, etc. that will further add to her knowledge and skill
> > set.
> > What resources have others found beneficial as they grew in their
> careers?
> >
> > Your insight is appreciated.
> >
> > Todd Johnson, CRM, ERMm
> > Manager – Records & Information Management
> > Southern Star Central Gas Pipeline
> > [log in to unmask]
> >
>
> List archives at http://lists.ufl.edu/archives/recmgmt-l.html
> Contact [log in to unmask] for assistance
> To unsubscribe from this list, click the below link. If not already
> present, place UNSUBSCRIBE RECMGMT-L or UNSUB RECMGMT-L in the body of the
> message.
> mailto:[log in to unmask]
>

List archives at http://lists.ufl.edu/archives/recmgmt-l.html
Contact [log in to unmask] for assistance
To unsubscribe from this list, click the below link. If not already present, place UNSUBSCRIBE RECMGMT-L or UNSUB RECMGMT-L in the body of the message.
mailto:[log in to unmask]