Your response is a perfect meta-example of the side-effects of a reliance upon formally-structured knowledge transfer, i.e., waiting for the answers to be provi

Your response is a perfect meta-example of the side-effects of a reliance upon formally-structured knowledge transfer, i.e., waiting for the answers to be provided to you. This is typical of a junior engineer's approach. The second approach relies upon independent inquiry plus personal initiative, a strong requirement for a senior engineer, who may be independently approaching a problem for the first time and understands the value of time spent (e.g., avoidance of rabbit holes, the need to document one's findings, etc.). As an example–in a company full of senior engineers, the relative merit of time spent to develop training coursework is offset by the cost of getting other, more valuable work done; as a consequence, hiring decisions are often made based on a given candidate's ability to work on one's own, rather than being led. On the other hand–in a larger company that has a wider variety of experience levels, training and certification are a must-have in order to bring forth capable employees that can rise to individual challenges without hand-holding. Does that make sense?