This is the 3rd and final post in my series on continuous developer learning. I recommend you read 2014 Developer Learning Guide Part 1 and Part 2 if you haven’t already.
When I started writing about this subject, I thought I would cover all of the options in one post.
One of the wonderful things about learning, is that there is a lot to learn about it! I’m in the process of recording a new podcast with a friend of mine and one of our first episodes will iterate just exactly why we believe continuous learning is so important. Stay tuned!
Now, the finale…
In-Person (Larger Groups/Formal Training)
This is one that I need to get more involved in. I’ve heard great things about hackathons. I only attended my very first one a couple weeks ago and it was a good experience (all WiFi issues aside).
Additional personal experience is more related to startup work even less formal than these events. There have been a couple of times I’ve tried to put together a quick app or program in a short amount of time using the MVP or “Minimum Viable Product” approach from The Lean Startup. I found that I learned a remarkable amount in a short amount of time.
I learned even more when I did this together with some friends who ranged in skills from entrepreneur to systems admin to programmer to business development.
Code Camps/Large Conferences
I’ve considered writing an entire post about these. There is nothing like being surrounded by others who are looking to improve and be awesome at what we do.
This kind of event can run from half a day to a full week. They tend to be a little heavier on the pocketbook, but you can find lower cost options as well. If you live in an area with a very active tech community, you will probably have many great local options that at least save you on the travel costs.
Conferences really get the creative juices flowing and keep you fired up about your work. Most major tech companies have at least one developer conference per year (Google, Apple, Facebook, Microsoft).
Employers with a decent training budget send their developers to 1-2 larger conferences per year (almost never 3+).
I try to mix it up like so:
- 1-2 out of town conferences. I enjoy travel and this is a nice opportunity to get out of the state for a few nights.
- 2-3 local conferences. To help keep the budget down.
- As many code camps as I can reasonably attend.
Why so many? There are a lot of topics I’m interested in and it just so happens that they are all related to my work. This year, I attended an AngularJS conference (ng-conf), an Agile conference (AgileRoots was amazing), Utah Code Camp, and DevFest Family. I’m still planning to attend a large UX conference and a more hard-core software engineering/architecture conference.
I’ve also found it extremely valuable to speak at some of these events. No one learns more than the person who stresses over getting in front of a bunch of smart people to tell them about something!
This type of training is great when you have a team that all needs to get on the same page. Schedule a trainer to come out to your company on your schedule. I will turn you loose on Google for this one… do a little research and you will find many companies offering this type of service.
My experience here is positive. On-site training sessions can be highly valuable just make sure you get a great trainer. Interview them first or suggest a trial session.
Costs, I’m not super sure on but what is published online is $1000-5000 per session. If you think you will have an ongoing need for this, negotiate a better rate.
Certifications are highly valuable for IT people although they are not be as well recognized in development circles. I have a former boss who refused to interview candidates with Microsoft’s developer certification on their resume…
Advanced degrees are valuable if you are specializing in certain areas of our field. Machine learning, concurrent programming, and human computer interaction are all excellent examples.
Both certifications and advanced degrees become considerably more valuable if your company is willing to pay for part or all of the tuition. Without that, I would probably avoid them because your return on investment may not be very good.
As you can see, the options for learning run the full gamut of price, time, and commitment. The great news is, even if your company has little or no budget for training, all you need is a couple committed developers to get started with the less expensive (free) types of training. Even better if your company agrees to a budget or commits to learning in other meaningful ways (time/food/support).
I recommend that you seek out employers who understand and value learning. I have and I couldn’t be more glad.
Remember to read 2014 Developer Learning Guide Part 1 and Part 2 if you haven’t already. Follow me on Twitter (@dubmun) for comments about development and other shenanigans.