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The journey of a company founder is often characterised by ups and downs, and the challenges can be overwhelming. At such times, the support of mentors and coaches can make a crucial difference to the success of a start-up. In this article, we take a closer look at the important role that mentors and coaches play for budding entrepreneurs.
What is the difference between a mentor and a coach?
Before we dive deeper into the role of mentors and coaches, it's important to understand how these two terms differ from each other:
Mentor: A mentor is usually an experienced person who passes on their experience and knowledge to a less experienced founder. Mentors provide guidance, share advice and help overcome challenges. A mentor often acts as a kind of "teacher" and "counsellor".
Coach: A coach is more of a process facilitator. A coach supports the founder in setting clear goals, identifying obstacles and planning concrete steps to achieve these goals. A coach helps to optimise the founder's skills and resources.
The role of mentors for company founders:
Sharing experience: Mentors typically have years of experience in the industry and can offer valuable insights into best practices and challenges.
Networking: Mentors can provide contacts and relationships in the industry that can be vital to the growth of the start-up.
Motivation and support: Mentors often act as motivators and help founders stay motivated during the ups and downs of entrepreneurship.
Avoiding mistakes: Mentors can help avoid typical rookie mistakes that can waste time and resources.
The role of coaches for business founders:
Set clear goals: Coaches help founders define clear and achievable goals and plan steps to reach those goals.
Personal development: Coaches not only help with business challenges, but also with personal development and strengthening leadership skills.
Self-reflection: Coaches promote self-reflection and help founders to recognise and use their strengths and weaknesses.
Accountability: A coach holds the founder accountable and ensures that agreed measures are implemented.
Why are mentors and coaches important?
The support of mentors and coaches offers company founders a unique opportunity for personal and professional development. They can provide valuable insight, guidance and encouragement to increase a start-up's chances of success. Mentors and coaches are not only valuable to founders, but also contribute to the development of a strong entrepreneurial ecosystem where knowledge and experience is shared. Companies and organisations that recognise and promote the role of mentors and coaches help to support a promising generation of entrepreneurs and serve innovation and economic growth.
Becoming a programmer requires commitment, learning and hands-on experience. Here are the steps that can help you get started on the path to becoming a programmer:
Learn the basics:
Start with the basics of programming. Choose a programming language that is suitable for beginners, such as Python or JavaScript.
Learn the basic concepts of programming, such as variables, data types, loops and conditions. Online courses and tutorials:
Use online resources to expand your knowledge. There are many free online courses, tutorials, and learning platforms such as Codecademy, Coursera, edX, and Udacity.
Books and documentation:
Read books on programming and consult the official documentation of the programming language you are using.
Practical exercises:
Program regularly to improve your skills. Create small projects and exercises to apply what you have learned.
Open source projects:
Participate in open source projects. This gives you the opportunity to work with experienced developers and gain hands-on experience.
Programming courses and degrees:
If you want formal training, you can choose a bachelor's or master's degree in computer science or a related subject.
Specialisation:
Decide in which area you would like to specialise, e.g. web development, app development, database development or artificial intelligence.
Practical projects:
Create your own projects to build your portfolio. This can show potential employers or clients what you can do.
Community and networking:
Meet other developers and network with the programming community. Attend meetups, conferences, and online forums.
Applications and internships:
Apply for internships or entry-level positions to get your first professional experience. Continuing education:
Programming is a constantly evolving field. Keep up to date with new technologies and trends, and continue your education.
Certifications:
Consider obtaining industry-specific certifications to validate your skills and qualifications.
It is important to note that programming is a practical skill that is acquired through practice and application. The more you programme and work on real projects, the better you will become. Choosing the right programming language and specialisation depends on your interests and goals. Be patient and be prepared to learn and develop continuously, as the world of programming is constantly changing.
In times of digital change, the IT industry is booming, and with it the demand for qualified specialists is growing. Lateral entry into information technology may seem tempting at first glance, but despite the alleged shortage of skilled workers, absolute beginners in the IT industry often encounter barriers. This article examines the reasons why inexperienced career changers are only in limited demand on the job market.
Challenges for career changers in IT
The IT industry has developed into an important driver of the economy and offers numerous career opportunities for specialists. The so-called "War for Talents" has prompted companies to find innovative ways to attract qualified employees. Nevertheless, career changers who want to enter the IT industry often face significant challenges.
1. Specific expertise and know-how
The IT world is known for its rapid development and constant change. In order to be successful in this dynamic environment, professionals need a deep understanding of programming languages, system architectures, databases and much more. Absolute beginners often do not have the necessary expertise and time to acquire this knowledge.
2. Lack of practical experience
Another obstacle for career changers is the lack of practical experience. Employers often require that applicants already have relevant projects and work samples to demonstrate their skills. This represents a major hurdle for newbies in the field of IT.
3. Fast innovation cycles
The IT industry is characterized by its rapid development and short innovation cycles. This means that even established professionals must constantly learn to stay up to date. It can be difficult for career changers to keep up with this pace.
4. Team dynamics and collaboration
IT work is often team-based, as complex projects require close collaboration. Career changers who come from completely different industries not only need to develop technical skills, but also be able to work effectively in interdisciplinary teams.
5. Relevance of certificates and degrees
Although the IT field is known for its openness to self-taught knowledge, formal qualifications such as degrees and certificates are still of great importance. Lateral entrants often have difficulties in meeting these requirements.
Conclusion: The path to IT requires specific preparation
Entering the IT industry from a different angle is undoubtedly possible, but requires extensive preparation and the will to continue training. The challenges for absolute beginners are real, but by no means insurmountable. A solid foundation in relevant skills, practical experience and a willingness to constantly adapt to new developments are essential.
Companies could also help facilitate the integration of lateral entrants by offering targeted training programs and internships to ease their transition into the IT industry. After all, a balanced mix of experienced specialists and motivated career changers could further strengthen the innovative power of the industry.
It is important to realize that the path into the IT industry, especially for complete beginners, can be challenging. But with the right approach, commitment and support, career changers could also make a valuable contribution to the dynamic world of information technology.
The number of doctoral students at German universities reached a new high in 2022 with a total of 205,300 people. This means an increase of 2% compared to the previous year, as the Federal Statistical Office (Destatis) announced today. The data also show a notable gender distribution as well as interesting trends across disciplines.
The doctoral landscape in Germany reflects a balanced gender distribution. The proportion of women among doctoral students remained stable at 48% (98,400 people), while the proportion of men was 52% (106,900 people). The age structure of the doctoral students also showed differences: the average age was 30.3 years, with male doctoral students at 30.7 years being almost a year older than their female colleagues at 29.9 years. The proportion of foreign doctoral candidates is also impressive, at 23% (48,100 people).
Within the departments, the subject group human medicine/health sciences is the largest group with a share of 26% (54,000 people). This is followed by mathematics and natural sciences with 23% (47,200 people), engineering with 18% (37,600 people) and law, economics and social sciences with 16% (33,600 people).
The gender-specific distribution varied significantly depending on the department. In engineering, for example, around 78% of doctoral students were men, while in the subject group art, art science 66% were women. In terms of absolute numbers, men dominated engineering with 29,200 doctoral students, while women dominated with 33,300 doctoral students in the human medicine/health sciences subject group.
A look at the number of beginners shows that 16% (33,100 people) of doctoral students in 2022 were enrolled at a German university for the first time. This represents a decrease of 9% compared to 2021. The average age of the first doctoral students was 26.9 years, with male beginners at 27.2 years being slightly older than females at 26.6 years. Around 27% (8,800 people) of first-time doctoral students were foreign nationals.
Interestingly, PhD activity was concentrated in just four universities, which together hosted 16% of PhD students. At the top of this list were the Ludwig Maximilian University of Munich and the Ruprecht Karl University of Heidelberg, each with 8,900 doctoral students, followed by the Technical University of Munich (8,500) and the Technical University of Aachen (7,300). The Rheinische Friedrich-Wilhelms University of Bonn (6,500) and the Technical University of Dresden (6,400) also recorded significant doctoral activity.
This data comes from the doctoral statistics, which has been in operation since 2017 and records all ongoing doctoral projects at German universities. Since the statistics were still under construction before 2020, no comparable data is available for previous years.
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