10 Filters for Examining Organizations Prior to Application
In the last 5 years I have been lucky enough to work for a number of excellent outdoor companies. With each program I have been able to refine my evaluative lense and have become more picky. Frequently I’ve been asked how I choose programs, and so while reflecting on that question and seeking out advice and guidance from other outdoor professionals I’ve come up with this list:
(I will probably add more to this and would love additional thoughts from others as well feel free to reach out if you have comments or suggestions)
Leadership:
I start with this because it’s arguably the most important thing in any company. Leadership in any organization has a high rate of influence on the experience of working there. The culture, opportunity, and interpretations of the stated values of the program are all greatly influenced by the quality of leadership guiding them. This leaves us to search for the types of qualities that will enable and support our growth, development and professional advancement. Leadership attributes that will aid your personal development will look like: Compassion, Openness, Direct and Depth provoking feedback, someone who is willing to allocate adequate resources to your advancement and development, someone who can challenge your self limiting thought processes and encourage you to consistently rise to the challenge.
*High Turnover in leadership roles is certainly a warning sign that additional investigation needs to be done to gain a full picture.
Risk Management Philosophy and History:
Not all programs have the same risk management philosophy, working for one with which you conflict in regards to risk management and safety management. While mitigating all risk would lead to the lack of an adventure, playing fast and loose with risk management can also lead to death, injury or otherwise for staff and clients. It’s important that while asking questions of the program you’re looking at that you’re able to assess best fit in regards to risk management. Do they do adventure sports? Do they allow clients to use knives? What support does the field team have from the Management/ Leadership? What gear is issued to mitigate environmental risks and hazards? Etc. What kind of near misses are recorded? What is their approach to documenting and reviewing documentation to provide ongoing vigilance? What major incidents have they had or have they responded to?
Values/Culture:
The strength of every tree lies in its roots and the soil it’s grown from. Great programs have not only great leaders but have strong foundings in both their industry and theory. In wilderness therapy you can often trace the “lineage” of theory and practice from one program to another, no program is truly an island. The industry is a small one, and guides, managers, administrators and even owners move leaving their mark on whatever program they go to bringing the skills and experience from previous programs. Thus as the person making the transition or the person hiring someone from another company, a significant comparison of values and approach both between the programs and between individual and the prospective program is important. Having a personal mission statement that you consistently refine is very beneficial in this evaluative process.
Product/Service:
When choosing a company it’s important to look at the product and service they’re providing. The quality of a product and the ability to stand by it and truly invest yourself in the process of its creation is increasingly important to consider when choosing a wilderness therapy or outdoor company. The ability to fall back on that belief in the program and what it offers to those who go through it; staff, students, administrators, family, is an important asset when you become spread thin. Are they known for consistency? How are they seen in the industry? What are their strengths or weaknesses? How do they compare to one another? If you’re reaching to answer these, don’t worry there’s always someone to call to get more info.
Location:
As and outdoor guide the very environment you work in strongly influences your experience of the work. Choosing an environment both within a company and world you work in is an important choice. Even the best companies to work for can be miserable if you are battling your disdain for specific environmental conditions; climate, altitude, weather, flora, fauna. While we strive to make the most of what we have as educators, and embrace the challenge, there’s benefit to working in an environment and location you’re fully invested in and love both in and out of the field. Conversely these same conditions can create an ideal environment for growth, the more you invest yourself in the exploration, utilization and integration of your work environment the more it will have a re-energizing effect on your work.
Choosing the right setting:
The Outdoor industry is broken down into 5 main categories; Recreational, Educational, Environmental, Developmental, or Therapeutic. Within these occupational categories one should consider the population you’ll be working with, and in what capacity. Some people aren’t a good fit for therapeutic work but excel in recreational and educational environments, similarly others enjoy the accountability, directness and depth of therapeutic programs but struggle in the recreational arenas where the customer’s experience is the main focus. Having experience among all of these areas will build on one another and make both stronger, and more connected guides in their prospective environments.
Population served:
Are you working with Adults or Adolescents? What are their presenting issues? Average household income/ socio economic status? Are they court mandated or private referrals? Do they come from programs or go to them afterwards? What’s the level and intensity of care? What are their expectations as clients, students, participants, etc. What region of the states/ what country of the world do they come from? Cultural differences to be aware of!!? What are their intentions with the experience? What are yours/your organizations/other stakeholders? These questions typically get filled in quickly, but what additional questions might you ask to get a fuller picture of your future working environment as it pertains to the population you’re working with?
Schedule:
What kind of schedule will you be working? The Schedule if not suited to your personality or preferences can be the single most impactful determinant of longevity. Being selective both of the schedule, it’s flexibility, the effect of that schedule on your work and job performance and the way in lines up with your desired lifestyle is quite important. Designing your lifestyle around the schedule and the schedule around your life is an intricate balancing act that’s important to take into consideration when selecting which program you’re interested in working for. Is the work seasonal or year round is it 2 weeks on 2 weeks off? 6 days off 8 days on? 4 days on 3 days off? 25 day excursion style? Are you out of service/ contact with family and friends? The more you know the more you’re able to compare, contrast and make a solid decision.
Finance and benefits:
How often can you get a raise and promotion? Is the schedule for such at your own pace? What benefits are offered; healthcare, retirement benefits, PTO, professional development funds, bonuses? Will they pay for certifications, certificates or external training necessary for your positional advancement? Will they send you to conferences, educational or networking events? How do they estimate your pay if you’re on site for 24hrs a day? is it 15 hours paid?16? are you paid when you’re sleeping but also responsible for the care of a client?
Opportunity:
Is there a culture of growth? When looking at those in leadership positions, and their experience level, is it clear that they’ve been internal hires or developed into their role? If you’re just looking for seasonal employment, do they show their appreciation and support of having returning staff? Is there a vacuum at the top continually pulling all the talent out of the client facing positions or is there a restrictive number of positions to move into that will prevent upwards mobility? Will you be challenged consistently with an eye towards growth? Does the culture show a high degree of professional excellence and mentorship? Is the company’s reputation valuable on your resume? Will your knowledge and experience transfer well within the field or industry? How are they perceived by the rest of the industry? Will your training transfer directly, indirectly, laterally or give you something to build off of?
As always, I’m open to thoughts feedback and continual revision on posts, please feel free to message me any thoughts you have and I’ll review, respond and take them under consideration for future edits thanks for your time and energy!
