Shadowing
Short Answer
Imagine an apprentice following a master craftsman—shadowing means observing a colleague in real time to learn the ropes of their role.
What is Shadowing?
Job shadowing pairs a learner with an experienced employee to observe day-to-day tasks, decision-making, and stakeholder interactions. It’s a hands-on development tool for onboarding, cross-training, and leadership grooming.
Benefits of Shadowing
- Accelerated learning: Real-world context speeds skill acquisition more than classroom training.
- Knowledge transfer: Critical tribal knowledge and soft skills are passed directly.
- Career exploration: Employees gain insight into other functions before lateral moves.
- Stronger networks: Builds rapport between departments and mentors.
How to Implement a Shadowing Program
- Define objectives: Onboarding new hires, upskilling existing staff, or leadership prep.
- Select mentors: Choose subject-matter experts with strong communication skills.
- Schedule sessions: Plan short, focused blocks (e.g., 4–6 hours) to minimize disruption.
- Debrief & feedback: Capture learnings and identify follow-up training needs.
Frequently Asked Questions (FAQs)
Q. How long should shadowing last?
A. Typically 1–3 days per role, but can extend to a week for complex functions.
Q. Does shadowing count as paid work?
A. Yes—participants remain on the clock and receive regular compensation.
Q. Can remote teams shadow each other?
A. Absolutely—use screen-sharing and video calls to replicate in-person observation.
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