It’s been a few weeks since I last blogged, but when you are a fairly new one-and-one-half woman company and have the opportunity to do new client work or meet with new clients, that has to be your number one priority. Regardless of how busy “Results Communications and Research” gets in coming months, I hope to always find some time each month to post something new here. I find both work and personal life provide new lessons every day if you just keep your mind open to what is being revealed to you. There’s always some new insight I want to share with colleagues, clients, friends, and family. A couple of weeks ago, I promised a reader who commented about the great education and training that volunteering can offer someone who is looking to grow their skill set and/or make a career transition, that she would like my next post. I had already planned at some point to provide support and make a plea for internships for more seasoned, senior (both age and experience) workers, and her comment just prompted me to make my case regarding this topic sooner rather than later.
While some of the antics and activities that go on in the 2013 movie “The Internship” are a bit outlandish and unrealistic, I actually found it both very funny and truly inspirational. For those who don’t know the storyline, two salesmen, very seasoned in developing and maintaining client relationships, who also have the ability to think outside the box because of the broad spectrum of work situations they’ve dealt with in their careers, obtain mid-career internships at Google. The salesmen, played by Vince Vaughn and Owen Wilson, demonstrate to their colleagues who are less-seasoned and who have significantly fewer workforce/workplace battle wounds, that while they aren’t up-to-speed on the latest and greatest technology, they’ve learned a lot throughout their long and diverse careers that can be applied very effectively to workplace challenges and opportunities.
Most online or print notices announcing paid or non-paid internships seek college or graduate school students, or recent college or graduate school grads, and without a doubt, there are benefits to hiring less-seasoned individuals. But, the purpose of this post is not to provide negative or positive reinforcement of the aforementioned practice, but rather ask that, in addition to internships for less-seasoned individuals, employers consider implementing some “seasoned internships”. To me, “seasoned internships” are a no-brainer and create a win-win situation. Not only will an employer benefit from having a seasoned employee who is likely to bring, at a very minimum, the ability to form and lead teams as well as just participate as a strong team player related to any team project or event, the seasoned intern — so thrilled to have a rare internship opportunity in a desired field made available to him/her — will probably absorb more helpful information, have a bigger impact, and participate more fully than any employer would have ever anticipated.
So, if you are ever in a position of posting an internship or even a volunteer opportunity, give some extra thought to who you’ll make eligible for and who you really want to assume the position. Today’s “seasoned” workers are likely to want and need to work for many more years. Why not give both them and your organization the opportunity to benefit from an internship or volunteer position?
I’ll close with the fact that while “Results” is still in its infancy, I regularly mentor and share information about marketing and communications with those who are looking to grow in that area. While it may be some months before I can offer a “paid” internship, I’d be more than glad to consider in the immediate future non-paid intern candidates future with all levels of experience to grow along with me and “Results”.
P.S. Please continue to share your insights with me as well. I love hearing and learning from them!