Smh and Not sure where to go with this one

[dlross]

Hi-

I am about to start our next A+ cohort. There's someone in there who took the 1101/1102 already back in 2024. In our bootcamps, we give the vouchers out with the classes and prep them hard to pass. This guy has some kind of degree in the field, and I think in his own country where he's from (I think it's India), he's worked in this field in some capacity. I have not started teaching yet, but I've seen some really weird, questionable conversations in the Teams chat- where he seems to present himself as an authority on all things IT, especially Security+ (he does not have anything other than A+ and he took a course on CCNA and got a certificate of completion). I feel like he's a bit prideful and will be a handful as well. And he does a lot of pushback with the organization who runs the bootcamp as well. He will be a firecracker!

Anyway, based on how he writes, the level of writing he has doesn't seem mature. But my bootcamp thinks that if he doesn't want to retake the 1201/1202, or do the CertMaster CE, perhaps he could do the industry experience (assuming he gets a job) or do this last part: Publish relevant articles, white papers, blog posts, or participate in recognized industry activities. I just don't see anyone who doesn't have writing experience being waved through to having their certification renewed. Is this pretty common? We are trying to decide which way to push him over the next couple of days. He's proven to be quite the arguer when presented with a situation he doesn't like or want to do!

Thanks!

DLRoss

 

[Chris Posey]

From an instructional perspective, I would focus on setting clear expectations, documenting the available renewal options, and allowing the candidate to choose the path that best aligns with their experience and goals. If concerns arise, referring back to the objective requirements can help keep discussions productive and reduce opportunities for disagreement, in my honest opinion.

It sounds like having a clear, standards-based conversation early on about what each renewal option requires may be the best way to set expectations and avoid future misunderstandings.

 

[dlross]

From an instructional perspective, I would focus on setting clear expectations, documenting the available renewal options, and allowing the candidate to choose the path that best aligns with their experience and goals. If concerns arise, referring back to the objective requirements can help keep discussions productive and reduce opportunities for disagreement, in my honest opinion.

It sounds like having a clear, standards-based conversation early on about what each renewal option requires may be the best way to set expectations and avoid future misunderstandings.

Thanks. That's the plan. But I think in this case, they want to make sure he's picking the one that he's going to have the most success achieving. I think his pride and the way he talks, like he knows everything already (I've seen some doozy Teams messages, trust me when I say this), might make him try to go for publishing. I really think he will not achieve this. Sadly, he's already threatened to sue the organization (which is nuts.... we barely started, and they're just working on growth mindset!), and if he can't achieve the certification and then feels we didn't counsel him, I fear he may come for the organization later on down the line. We could, however, have him sign something that says he understands the path he's chosen makes it his total responsibility, and if he doesn't meet the standards set forth by CompTIA, then he cannot come back to the organization to litigate or demand the vouchers. We're a nonprofit. It's not like money grows on trees for us!

 

[Chris Posey]

Thanks. That's the plan. But I think in this case, they want to make sure he's picking the one that he's going to have the most success achieving. I think his pride and the way he talks, like he knows everything already (I've seen some doozy Teams messages, trust me when I say this), might make him try to go for publishing. I really think he will not achieve this. Sadly, he's already threatened to sue the organization (which is nuts.... we barely started, and they're just working on growth mindset!), and if he can't achieve the certification and then feels we didn't counsel him, I fear he may come for the organization later on down the line. We could, however, have him sign something that says he understands the path he's chosen makes it his total responsibility, and if he doesn't meet the standards set forth by CompTIA, then he cannot come back to the organization to litigate or demand the vouchers. We're a nonprofit. It's not like money grows on trees for us!

Once the threats start, such as suing, that is when I would have to stop the conversation.

 

[dlross]

Once the threats start, such as suing, that is when I would have to stop the conversation.

I know, right? The problem is, they are there to counsel this cohort, and this cohort is paid and ready to run. There's kind of no going back. I've asked them before to please let me be part of the selection process. I've got a good feel for people and could help them select their cohorts so we don't end up with people like him. Uuuuugh. This is going to be a long bootcamp for me to teach. *sigh*