I think it’s a mistake to think that we’re selling a crate-training product: when people come to us, they’re not coming to us because they want an automated system for crate-training. They came in order to get a lot of help with their child’s behavior.
They came to us because we are thinking about what is best for the child and what is best for the parents. We don’t have time for an AI assistant; we have time for an expert human who knows not only how to teach a child but also how to be helpful and thoughtful and supportive and loving, using only the information from the child. We don’t have time for an AI assistant; we have time for an expert human who knows not only how to teach a child but also how to be helpful and thoughtful and supportive and loving, using only the information from the child.
Common Concerns of Nighttime Crate Training
Nighttime Crate Training, or NCT, is a popular way of getting people to learn stuff on the fly. It is an informal, hands-on approach where you teach an idea and then let them try it out on their own.
The benefits include:
• It is quick and efficient; there isn’t much scaffolding to get in the way of learning; there are no notes or assignments to keep track of; it can be done at home, on a computer or with a paper and pen
• It’s fun because you don’t have to think about it. It’s not just about learning facts and dates. It’s about going beyond that and moving from understanding abstract concepts into learning how to solve problems.
• It requires less time than traditional classroom education (although you do have to be creative with time management). In fact, it can be as little as 40 minutes per week for some users.
• It doesn’t require any special equipment — just some paper and a pen. You can use your phone in the background if needed (though you probably want to turn the sound off during this if possible).
There are several drawbacks:
• There are some downsides even when you do use NCT:
1. You need a flexible schedule that allows ample time for NCT training so that you don’t get too bored or stressed out after hours of learning new things all the time (this is not always easy). Ideally your schedule should accommodate NCT training between lunchtime and dinner time — but for consistency’s sake I would suggest using weekends for most of your NCT training so that you aren’t forced into doing NCT training during regular work hours either way (you want your work life balance as good as possible)
2. It can take quite some time before people start getting results — they often take up years before they see significant improvements in their cognitive function at all (this is partly because they are still trying new things like programing; they also may take longer than others because they don’t expect immediate results) . The best way to encourage people who aren’t ready right away? Encourage them early! But once they start getting results… well, then maybe you could consider more intense types of training… like with NIT? 🙂 3. If you really want speed up the process of teaching things through NIT/NCT then
Tips for Successful Crate Training at Night
Crate training is a widely used method of teaching software development. In the past, most developers have had to take on the task of teaching new hires how to use software development tools, and this has been done in the dead of night.
This is a quick and effective way to get your team up-to-speed on common tools, but it can be frustrating for both you as a manager and your new hires. I know: I’ve been there too!
And so, here are some tips for success:
• Get your team together at the start of each week so that everyone knows what is expected of them. This ensures everyone understands what’s going on and makes it easier to teach the basics of how to use TDD and agile development practices (and also helps with planning).
• Make sure everyone understands their individual roles within the team. It’s much easier for everyone when everyone understands who does what in his or her role (and is comfortable with making that call based on experience or other factors). Having everyone know their roles makes it easier for everyone to make decisions about how things should work, too.
• Get everyone organized so that they can easily refer back to anything they need help with. I like using sticky notes for “outline” purposes; it makes things clearer.
• You don’t have to teach every piece of software out there — if something isn’t working properly, let the team figure out why it isn’t working properly and fix whatever needs fixing (as opposed to just repeating yourself). Use exceptions as much as possible — if you can’t find an example somewhere, make one up! 🙂
• Start small — don’t start out with large projects — instead focus on small “hurdles”. In other words, if you want someone using TDD next week, start by introducing them to small tasks first then move toward larger ones after a short period of time (preferably 1-2 weeks) — this will ensure that you are actually tackling problems rather than just spending time on unnecessary “work” like chasing down errors or even having a discussion about how TDD works in general! You’ll be surprised at how quickly your participants will pick up TDD; they’ll soon realize they don’t have to spend time doing stuff they aren’t good at (which holds true whether you are developing software or not) !
I have been asked multiple times to write about alternatives to crate training at night. I have only once written about alternatives to crate training in the past and that was in this post . In this post, I share some of my thoughts on the topic…
Some time ago, I read Michael Bolton’s excellent piece on alternative approaches for building teams. It is not uncommon for companies to offer a “mock-up” of their product and team exercises as part of their commitment to developing a culture of collaboration. But it is rare for organizations to consider building a truly collaborative environment from the ground up: one that respects employees and takes care of them, challenges them and creates a sense of ownership in what they do.
Mock-ups are fantastic if you want an idealistic view of how things should be done, but they only provide an approximation. A real collaborative environment requires real collaboration skills: the ability to build trust between people; develop empathy; and foster mutual understanding. This is something which we can apply almost anywhere in our organization: no matter what department or role we are in, whether it be engineering or marketing or sales or anything else – it has to be done collaboratively when done well!
The value offered by alternative approaches is that you do not need people with those skills (or even necessarily skills all that great), because there are no people who need them: your company needs you! So why build collaborative environments if you don’t need them?
An important point here is that if you live by the principles outlined above, then you also live by the principles outlined earlier in this series: internships are not just a way for companies to try out product ideas; they should be viewed as ways for developers and designers / artists / engineers / marketing / operations folks (whatever role we might have) to learn more about each other — so that when given the opportunity we can do things better together. The key ingredients here are empathy and collaboration – which only really serve us when done right.