About me
Wendy Stone
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My question involves trying to be empathic and creative in retaining students who are faced with unexpected challenges (like illness, outside difficulties, or learning disabilities). In these cases, I feel like the best thing for the students would be to slow down, but attendnace/MTF requirements out of my control make that impossible or impractical. I usually work with them to focus on their goals and what graduating would mean to them in the long term, but I'd love to hear how others have solved this problem.
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What would be some ways in which the suggestions in thie class would need to be adjusted for a very small company? I realize that generally speaking the information applies accross the board. I would think that a smaller company would have fewer options and/or less flexibility in preparing for cirses (i.e. fewer products, less capital to explore other product possibilities) I am only at the beginning of my thinkingg around this so was curious to mine the experience of others in the course. Also, I imagine that resources - people and money - are going to afect one's ability… >>>
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I sometimes run into the problem of needing to replace someoe on short notice - not often, probably less than once a year. How have other people kept possible applicants "in the pipeline" for a long period of time?
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