Group items tagged

Explains part-time work trends are worrisome, article by Ylan Q. Mui in Washington Post, July 2014 ""What we're seeing is a growing trend of low-quality part-time jobs," said Carrie Gleason, director of the Fair Work Week Initiative, which is pushing for labor reforms. "It's creating this massive unproductive workforce that is unable to productively engage in their lives or in the economy.""

Has great banner--WORKING KNOWLEDGE The Thinking That Leads

Interview with Kat Cole on leadership and becoming a leader, July 19, 2014. Like her emphasis on coachability and feedback and unrelenting curiosity to learn. Supports learning, leading, connecting online. Also like her other leadership insights and how she hires new people. Excerpt "What advice do you give your employees who are ambitious and want to move up? First, I talk about being incredibly coachable, because we all give each other feedback. If you want to move up, you've got to get as many inputs as possible to continue to develop. Second, take your development into your own hands and be curious about the entire company. If there's something you want to learn, go learn it. The structure here is like a start-up. "

article by John Michel, August 22, 2014. Like this excerpt: "The lesson Washington's profoundly positive example teaches is that leading people well isn't about driving them, directing them, or coercing them; it is about compelling them to join you in pushing into new territory. It is motivating them to share your enthusiasm for pursuing a shared ideal, objective, cause, or mission. In essence, it is to always conduct yourself in ways that communicates to others that you believe people are always more important than things."

Starbucks has started a college assistance program for its staff members to earn four year college degrees, ONLINE, through Arizona State University. ASU has dedicated Pretty neat if it works as described.

article by Stephanie Vozza, Fast company, LinkedIn Seven habits 1. Organized people seek out tools 2. Organized people set priorities MITs 3. Organized people have less stuff 4. Organized people choose simple solutions 5. Organized people practice maintenance 6. Organized people regularly purge 7. Organized people project themselves into the future

Manta's tips on having copy that people can and want to read. Pay attention to white space, be useful yet create a sense of urgency, use graphics and pictures, etc. Nothing we don't know but a great reminder to do, and a call to have less text but say more with what you do have.

Interesting post by Crhis McNulty at CMS Wire, July 10, 2014 on separating the signal from the noise to make sense of it quickly and accurately.

Another blog from workintelligent.ly. 3 simple signs your company is not understanding today's technology - most of which point to not trying to control what is used and how it is used, sharing tech info, knowledge and skills, and using the expertise of everyone that uses technology. A unnamed dig at Microsoft and Explorer as an example of what not to do.

A good model for us to think about: 3 signs your organization doesn't understand networked learning and/or PD could be a blog or promotional outreach for us.

A blog from Workintelligent.ly about how intranet, based on social media concepts but for working within a company, could supplant email. I found the comments very interesting - issues such as most projects are by independent contractors who don't benefit from intranets, etc.

Interview with Sharon Sloane by Adam Bryant, August 2, 2014 The third thing is that you're going to have some failures and defeats. Learn from them. My favorite expression is, examined experience is the best teacher.

nice blog post by Anna Carlson, NixonMcInnes, social media firm in the UK, 1.17.13 on hierarchical vs. networked learning

article by Gail Sessoms, Demand Media good definition of where silos may exist--one department, similar worker types, geographic,

defines costs of silo effects--draining the stored grain from a farm silo means it cannot be replenished from within, must go outside silo to get more grain (ideas, innovations, weak ties?...) Breakthrough Manufacturing is host site from 2/16/2012.

good article on planning off-sites that work by Logan Chandler and Bob Frisch, June 2006, The Magazine. Has a chart listing objectives, content, meeting design and structure, and participants 60 days out, 45 days out, 30 days out, 2 weeks out, and 1 week before the meeting.

Really good blog post by Brook Manville, 9/5/14, HBR on how the "thin we" becomes the "thick we" excerpt: To borrow language from the philosopher Avishai Margalit, the web is a "thin we" type of network. Participants tend to belong for individualistic reasons. They have little in common with other members, and they're reluctant to do much for the network. A big goal requires a "thick we" network - a community of people who feel responsible for collaborating toward a shared purpose that they see as superseding their individual needs. Members of a community - as opposed to a simple network - expect relationships within the group to continue, and they even hold one another accountable for effort and performance. When networks develop into communities, the results can be powerful. Look at the accomplishments of Wikipedia contributors, open-source software developers who find and fix bugs in Linux, or doctors who help each another with difficult diagnoses as part of the Sermo social network.

article by Joann S. Lublin, February 14, 2014, with examples of executives who overcame their fear of conflict in the workplace.

Very good article by Glenn Llopis in Forbes, 6/13/2011, on importance of authenticity in diversity management. Not a numbers or compliance game but a real effort to get the most from everyone in an organization in order to serve/sell/reach out effectively to markets, communities, customers, and clients.

interesting history of employee education at IBM including an early commitment to train college educated women in the 1920s