Next week the first of two new recruits joins our team. Both are graduates and whilst neither graduated from a Technical Writing based course they both have a good mix of skills, coming to the position through different routes. It’ll be a challenge for them, and a challenge for us, to integrate them to the team smoothly and successfully. I’m sure they will both do well, but to give them the best chance I’m preparing a few weeks of training for them, in various aspects of the job.

I’m trying to anticipate what they need to know, and when they need to know it, and whilst I’m very wary of letting my own experience get in the way it does mirror what they will be going through as my route into this profession was via an Electronic Engineering course, and I too had no experience in Technical Writing.

Training on our authoring tool (Author-it) is straightforward enough, and we will be mentoring each of the recruits as well so day to day questions we can handle.

We will likely use the IBM book “Developing Quality Technical Information” to provide a grounding in the basics of Technical Writing, along with an eLearning book titled Basics of Technical Writing that we purchased from CherryLeaf a few years ago.

They will have to learn how we do things, our specific processes, and learn how the overall Development team works so they understand where they fit, and they will receive a series of training exercises to complete before they take our product training course. On top of all that they will have a week long company Induction.

I’m a great believer in people learning by doing, so I’m planning a set of small tasks which will be checked and reviewed, and which will ultimately find their way into our documentation set.

Beyond that, I’ll be looking for them to ask questions, try things, make mistakes and learn from them, and then ask more questions. This industry is too varied to try and learn everything at once, and ultimately it’s down to them to decide what areas they want to push into… user experience? content design? API information? Who knows.

I do know it’s a challenge, for everyone involved, and that’s one of the things we, as a company, do best. There is a saying we have about being two feet outside your comfort zone, that’s where you learn best, that’s where you grow and start to understand your capabilities, so we will see how our recruits get on!

For me it’s doubly exciting as this is only the second time I’ve taken on graduates. I learned a lot the last time, both about how to train them and about my own foibles and attitudes to my profession so I’m brushing up my own knowledge to make sure I, and the rest of the team, give them the best change they have. In saying that, the first time I did this I was in my first ‘senior’ position, that was 10 years ago so hopefully by now I’ve gained a little bit more experience!

After all, you learn something new every day.

Have you brought a graduate into your team? Or are you involved in training or mentoring new recruits? If you have any suggestions I’d love to hear them.

“The time has come,” the Walrus said, “To talk of many things…”

It’s that time of year again, with the UA Conference currently underway (see what people are saying about it on Twitter) and the Technical Communication UK conference just around the corner.

We are lucky enough to be able to get to such events, even though we still need to pick and choose due to budget constraints and, once again, the multi-stream approach of TCUK makes it easier to justify. Looking at the programme for this year, there are always two sessions of interest, sometimes three.

As ever, and this is something I’ve commented on before, the benefits of attending conferences go above and beyond attendance at the sessions. The conversations over lunch, or dinner, or over a quick coffee between sessions make all the difference. Being able to bounce ideas off fellow professionals from different companies (working in different industries) gives you some unique views and solutions which you would struggle to get otherwise.

Add in the additional interaction via Twitter and conferences can become a mind-bogglingly fast-paced solution centre!

Of course implementing those solutions is a different challenge but I’ve yet to come away from a conference NOT feeling energised and ready to tackle things and, again, social media then helps extend those conversations.

Creating the business case for attending a conference is usually centred around the sessions, and what the value and benefits of attending will be to the company, but I think it’s also worth factoring in the availability of your peers as part of that discussion.

Whilst compiling my column for the ISTC newsletter this month (I offer a round up of the ‘best’ blog posts from the past month, hugely subjective I know) I was worried I’d skewed the resulting list of blog posts somewhat.

You see the team I’m part of are about to embark on a couple of brainstorming workshops to try and better improve the quality of our work and, lo and behold, it seems that there have been a few blog posts last month that feature, or discuss, how to be better, how to improve quality.

I scanned back through my Instapaper account (an excellent bookmarking/article reading facility) but it was true, it seemed that other people were thinking similar things at a similar time.

Coincidence? Perhaps, but this kind of thing seems to happen too often to be just that. I wonder if there is some sort of cycle involved here, and that the people who share their ideas on blogs are falling into a similar pattern.

Or perhaps that pattern already existed but it’s only becoming evident now as more and more people discuss and share ideas online?

Regardless, that sharing of ideas is hugely beneficial and reminds me that I really should do more of that here. Whilst no two situations, companies, or teams are the same, there is always a common level of information and experience from which we can all learn.

Whether it’s back to basics reminders, or more in-depth analysis of a specific issue, being able to tap into the collective mind of so many talented, intelligent and helpful people is something that is worth remembering.

We are all awesome.

Random thought: Has the rise of (talk of) emotional content (affective assistance) been driven by the concentration, over the last few years, on technological solutions?

Single sourcing, XML, DITA, DocBook, and all the rest have (rightly) taken our profession forward, so I guess it’s natural that the general trends, as well as refocussing on the content itself, are looking for how to better engage with a modern audience.

The evidence suggests that that modern audience is Facebooking, Twittering, and blogging, and wants content in easily digestable chunks.

That plays nicely into the hands of single sourcing (chunks) and the idea of emotional content through connecting to the user, using friendly language to make the content easily digestable.

So, if you’ve already got your technology sorted out, why aren’t you looking at how your content is presented?

I’m currently in the midst of some thinking. I’m thinking about how we can improve what we do, how we measure those improvements and ultimately how we make a step change in the quality of our output.

Oh no, I used that word, didn’t I.

Quality.

At this point I will veer away from that word, for fear of plunging headlong into the land of metrics, and instead outline some of the things floating around in my head.

To improve the perceived quality of the information, there are some things we can do:

• Improve the navigation
• Improve the findability of the information
• Improve the technical accuracy of the information
• Improve the completeness of the information

Navigation and findability are linked and we have some ideas on how to tackle those through better indexing, better understanding of the structures, addition of signposts and all those good things.

Improving the completeness and technical accuracy can be a little trickier to nail down though. No product documentation is ever complete but by improving our approach to collating information and the questions we ask, we can take start to make improvements, those same questions should also help improve the technical accuracy, as will a beefed up review process.

With all of this in mind, we will be running some workshops early February to revisit the basics. We will cover off every aspect of how we work, and step through how we can improve the outputs of all our hard work (well, all the hard work the team do, I mostly try and keep out of the road thesedays, they seem to work better that way!).

I’ve been with my current company for four years and, for each of those years the team have managed to make significant improvements in a variety of areas. Year One, the first members were hired and we set about improving the quality of the content, Year Two we launched our developer website as a means to make it easier to access the content we were creating (that website is about to relaunch in it’s third iteration), Year Three we transitioned from FrameMaker to Author-it and publish our Knowledge Centre to the developer website, and this coming year… well, time will tell.

I’ve no idea what we will decide to do, what processes we will change or adopt, what new ideas and challenges we will set ourselves, but this part of the job is the one I enjoy the most. Everything is fresh, new and exciting.

Roll on 2011!

I’m writing this whilst it is still fairly fresh (and only addled by a couple, ok ok, three pints of Guinness)…

At the ISTC West of Scotland Area Group meeting last night talk turned to the fairly common topic of “no-one knows what we do”. There was some chat about the value we can bring but, frequently, documentation is still seen as a “tick in the box”, a necessary evil or, even worse, an apathetic acceptance even though no-one else in the company quite knows why we exist other than the fact that we do.

I had made a point earlier about selling ourselves, marketing our services and capabilities and once again it seems obvious that, and I acknowledge that I’m no better than anyone else in this respect, we must do a better job of raising our profiles as professionals within our organisation, and of the profession itself.

Talk of past redundancies confirms this, documentation can easily be seen as an expensive cost, something which, surely, could be cheaper to create or be created by cheaper individuals or perhaps be done away with altogether? After all, no-one reads the documentation and everyone can write, how hard could it be?

But how?

Alas we didn’t get to that during our discussions, but I have a few ideas. For starters, we need to:

• Identify champions, people within our organisation who understand the value we add to the product, and ask them for help.
• Confirm our main customers are getting what they need from us (what they really need, not just the tick-the-box documents they’ve always received).
• Communicate with our areas of the company more regularly so they know what we do

Nothing startlingly original there but one thing we all agreed on last night was that it was very easy to get into ‘head down’ mode, when you come into the office and work hard at to produce documentation, help systems, training guides, whitepapers, instructional videos, and more.

We need to, as a profession and as individuals, try to break out of those habits.

Yes, it’s hard, very hard in some situations, but most companies should be receptive to ideas which help make things better. It may be that your first port of call is to your boss to discuss why it would be a good idea to spend more time talking to the customers of your documentation, or it may be that another department is struggling and would welcome some helpful tips and a bit of direction.

We are professionals, and have much more to offer an organisation than information products alone. It’s just that sometimes we need to remind people of that, including ourselves.

Have you successfully conquered this? Do you indulge in PR and Marketing of your services, or the services of the team you are in? What has worked for you? I’d love to hear your thoughts and comments on this one.

Where do you want to be in 5 years time? Hands up everyone who has been asked that in an interview at some point (now quick, put your hand back down or your colleagues will start to stare..).

Having been in my current job for just over 3.5 years, I thought it would be interesting to look back at where I started and ahead to where I want to be, and it was at that point I realised I have a problem (well, I have many, but I’m not discussing those here, thank you very much).

The thing is, I’m not entirely sure where I want to be in 5 years time, all I know is that I don’t want to be doing the same job I’m doing today. Which is lucky as, given the continuing impact the internet has on our profession and the software industry in general, and that my company is always willing to embrace new ideas, it’s entirely unlikely that I’ll be doing exactly what I’m doing today, even if I wanted to.

Which begs the question, what WILL I be doing?

I’m not entirely sure but looking at the way a number of discrete jobs are starting to come together, I’d imagine it would be some sort of merge of Technical Writer, Information Architecture, Content Curator, Community Manager and Social Media Advocate all bundled into one, an Information Advocate Content Curation and Interaction Specialist?? (Ugh, I hate job titles).

As we continue to explore and understand how people want to access information, as well as how we can streamline our own production processes, it’s looking more and more like the traditional technical writing role is on the way out. Admittedly that might be a long slow path of evolution, particularly for the heavily regulated industries, but more and more it seems that the expectation of customers is to have access to information online, rather than in printed form. This is not a new trend, and let’s be honest, we are not exactly quick at adopting new ways of working here in the UK, but it’s certainly where I’m looking when I consider my role in the future.