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Hello, everyone. My name is Chelsea Kaufman, and I'm the co-founder and CEO of Learn Academy. I'm also the founder of the Software Residency. I'm a career transitioner, and I'm curious to know if we have any other career transitioners in the audience. Excellent! I did not start my career in technology; I actually began in the field of theater.
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In fact, my background is in theater education. I didn't go to school specifically to learn how to teach theater. Instead, I learned how to use theater as a tool to teach various subjects, such as math, science, and history. As I progressed through my education, I began to think critically about the environments we learn in and how we can be effective teachers.
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I realized the importance of setting expectations, organizing the learning space, and creating an environment where students could explore, collaborate, and learn through different techniques. Eight years ago, I founded Learn Academy, a Workforce Development institution where we have been helping individuals transition their careers into web development.
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What we aimed to do was transform the typical classroom experience. We wanted to create an environment that integrated the workplace feel into our learning space. This way, students would find comfort in both their classroom learning and their first job experience. Over the past eight years, we've seen amazing transformations as so many students have come through our program.
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However, my vision went beyond just providing that initial step into their new industry. I wanted Learn Academy to be a long-term community supporting individuals throughout their careers. We've been dedicated to helping not just with their first job but also with their next career steps and skill development.
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In recent years, we've focused on understanding how we can assist middle-stage developers who feel stuck in their careers. Throughout the industry, we recognize the challenge of transitioning from junior to mid-level and then to senior roles.
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I went to a job board yesterday and noticed the abundance of job opportunities available, which is great news! However, I was struck by the lack of entry-level positions compared to the overwhelming number of more senior roles. As an industry built on continuous learning, we must do more to support those who feel they are trapped in the middle of their career progression.
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Today, I want to discuss how we can facilitate continued growth for developers within our own companies. It's vital for those who are not in management roles to understand that support comes from every individual. We all need to take part in this collective effort to cultivate a thriving, diverse community of developers, particularly as we face the industry-wide concern of a senior developer shortage.
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About three years ago, we initiated a new program called the Software Residency, launched a pilot about a year and a half ago. This program is designed to provide companies with a framework to work effectively with middle-stage developers. The idea is to help these developers unstick themselves and defined pathways for their growth.
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At the core of our approach is the 'Learn it, Do it, Teach it' model. Although this concept isn't new, we sought ways to incorporate it into daily practices that wouldn't overwhelm developers with expectations.
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Learning involves easy, accessible actions such as reading documentation, engaging with tutorials, and attending conferences. It’s crucial that developers are actively participating in learning opportunities, and I hope that many of you have learned something valuable in these last few days.
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As I discuss this process, it’s important to recognize that everybody in this room is likely already involved in some form of informal teaching and learning. Therefore, let's explore some actionable ideas that enhance this process effectively. One focus is on 'teaching' as an essential component, which we will address shortly.
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So, let’s start with the learning aspect. Learning can be integrated into everyday activities—like documentation reading or attending workshops. As coaches, it’s easy to guide others in their learning journeys, and sharing this knowledge is a natural and rewarding process.
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In addition to learning, engaging in practical applications is critical. When working in day-to-day tasks, developers often have opportunities to get their hands dirty. For instance, pair programming or mob programming not only provides a chance to work alongside others but also offers opportunities to learn and do simultaneously.
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This collaboration integrates the 'learn it' and 'do it' approaches well. Participating in workshops, where individuals can apply what they’ve learned alongside others, also supports this dual process. These structured settings foster applied learning and help reinforce concepts quickly.
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Finally, we discuss the 'teach it' component of our model. Teaching is not just about lecturing from the front of the class; rather, it should be an interactive experience where learners explain concepts to their peers. This form of teaching solidifies their learning and helps them internalize their newfound knowledge.
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The act of teaching someone else is an effective learning strategy. Over the last few days, if you found something exciting and shared it with someone, you were engaging in this process. Explaining concepts enhances retention and helps identify gaps in understanding.
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To facilitate this teaching approach within your workplace, simply ask your colleagues to explain their work or share their learning experiences. This practice contributes to their growth, fosters communication, and enriches the team's collaborative spirit.
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Additionally, mentorship plays a pivotal role in this model. Mentoring should not solely be the domain of senior developers; instead, it’s beneficial to empower your mid-level developers to serve as mentors themselves. When they share their recently acquired knowledge, they reinforce their understanding and experience.
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This concept is rooted in the Protege Effect, which suggests that teaching enhances learning. When developers take on mentor roles, they internalize knowledge deeper than simply attending a class or reading from a textbook. In our program, we encourage alumni to return as mentors, thereby creating a sustainable cycle of learning and growth.
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Ultimately, we aim to create learning environments within our teams that promote this culture of mentorship. Encourage early-career individuals to take on roles that may traditionally be seen as for those further along in their career path. This not only benefits newcomers but creates a sense of community across different skill levels.
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Recapping the key points we covered: when we teach, we solidify our own learning; teaching creates opportunities for team members to articulate their understanding; and fostering a culture of mentorship across all levels is crucial for sustaining growth. Everyone can participate in this process, regardless of their position in the organization.
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I encourage you to engage with your peers about their projects and ideas. By creating an environment open to discussion and feedback, you'll be contributing to a thriving community of learners in the tech world.
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As we conclude, I want to leave you with an image of my daughter, who inspires me every day to learn and grow. Just as she has made me a better person, we must cultivate the same nurturing culture among our junior and mid-level developers, empowering them to thrive.
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Thank you for your time today, and enjoy the rest of the conference!
