Group items tagged

3 – Provide performance consulting services, where individuals and teams need help in addressing their own learning and performance problems

4 – Rethink the use of learning tools and system

5 – Help to develop an open, enabling culture for working and learning

It is clear that formal training is not going disappear overnight, but it is also becoming apparent that we are at the beginning of a fundamental shift in the way that both learning and working is happening in organisations. This should not be seen as a threat to the L&D profession, but as an opportunity to evolve the profession to take on the new challenges it offers. The first step on the path will be to become immersed in the new social media tools that are underpinning this change. Social Learning is not something you just talk or read about; it’s something you do!

new habits of mind.

Persisting.

Managing impulsivity.

Responding with awe.

Questioning.

Innovating.

Thinking interdependently.

This hints at the concept not so much of student motivation, but student impetus.

the 21st century’s model is form and interdependence.

How the Habits of Mind develop is not as simple as merely naming them.

It is one thing to remind little Johnny to persist in the face of adversity. It is another to create consistent reasons and opportunities for him to do so, and nurturing it all with modeling, resources, and visible relevance.

The tone of thinking in the 21st century should not be hushed nor gushing, defiant nor assimilating, but simply interdependent, conjured to function on a relevant scale within a much larger human and intellectual ecology

The shift towards the fluid, formless nature of information—thinking of information as a kind of perpetually oozing honey that holds variable value rather than static silhouettes and typesets that is right or wrong—is a not a small one.