professional development

  1. Pros and Cons of Five Different Training Methods

    hands on instruction

    Hiring subcontractors not only closes a manpower gap on large projects; it also closes an expertise gap. Subcontractors and consulting engineers often have skills that the operating company does not.

    A familiar example might be hiring a consulting engineer to draw up system plans or draft a Statement of Work. For a company installing an FTTx system for the first time, this is often the best way to determine the optimum placement of splitter cabinets and Multi Service Terminals (MSTs). Consulting engineers have specific expertise for this task, which is not easily duplicated. They also have dedicated software to make the task more efficient and precise.

    Hiring outside talent is nonetheless a perishable solution. When the consultant departs, their expertise leaves with them. Designs, documents, and any work done by the consultant remain behind and that may represent an acceptable ...

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  2. Improve Your Bottom-line with an Investment in Training


    Well-trained employees are often a big factor in a successful company. Now more than ever, it is critical for workers to learn new skills and industry best practices to increase production, lower costs by reducing costly errors. An investment in your workforce is an investment in your organization. While this may require additional resources in the short term, the alternative (no training) often proves to be more costly in the long run.

    Untrained Workers are Inefficient - A well-trained employee increases productivity and improves processes. In today’s economy, the competition to hire and retain good employees is ever increasing. That makes it more important for your workforce to be properly trained on the knowledge and skills needed to work safely and productively.

    Lost Time and Money Due to Mistakes - Mistakes are costly! Providing y ...

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  3. Train to Retain and Gain

    construction site

    Baby boomers, those born between 1946 and 1964, are the largest generation in US history. As they continue their mass exodus from the workforce, organizations face a staggering loss of skills and knowledge.  The common term to describe the shortage of experienced workers and the growing talent gap is ‘brain drain’. Many companies report they are ill-prepared to deal with baby boomer brain drain and few have succession plans in place to address this rapid loss of knowledge.

    Complicating the situation is that today's jobs are much different then they were a generation ago. Evolving and increasingly complex network technologies require new skills and employees who have the right knowledge to problem solve.  The demand for wireless infrastructure is outpacing the industry’s existing labor pool of trained technology professionals, engineers and field technicians. Companies are s ...

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  4. Can your Front-line Talk Fiber Optics?

    Female working on laptop

    Optical Time Domain Reflectometer is a mouthful and a crucial component to understand for anyone working in fiber optics. Yet many sales representatives and support staff fumble over OTDR along with other basic principles of fiber optics when interacting with customers.

    Employees, especially new hires, frequently rely on inconsistent on-the-fly training to grasp the basics of fiber optics. Second-guessing, asking for help over a cubicle wall, or telling customers “they will get back to them” has a detrimental effect on employees and makes customers wonder if your company really understands the industry.

    What if there was a cost-effective and convenient way to enable your employees to be conversant in fiber? There is – Light Brigade’s online training courses. Just like instructor-led training, our online courses were created with 30 plus years of industr ...

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  5. Reduce Expensive Truck Rolls with Cost-Effective Training

    Reduce Expensive Truck Rolls with Cost-Effective Training

    Your organization's bottom line is impacted every time skilled technicians are dispatched into the field. Truck rolls for new installations or service upgrades generate revenue, but truck rolls to correct avoidable issues are lost revenue opportunities.

    Industry analysts estimate the average cost of a truck roll to be between $150 to $600 depending on variables like travel distance, road and weather conditions, labor regulations, and administrative costs. The Technology Service Association reports that the realistic, fully-burdened costs can exceed $1,000 due to the growing complexity of technical issues that require field staff to have more training on a wider range of technology platforms.

    To determine what an average truck roll is costing your organization; calculate the costs of your labor, vehicles, and lost opportunities ...

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