Encouraged by Watson Sr. and his executive team, employees often formed their own study groups. One, known as the Owl Club, allowed employees to study any subject they wanted at company expense. Such programs evolved into adult learning classes, and eventually into grants for employees to pursue college credits and degrees
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shared by Doris Reeves-Lipscomb on 28 Oct 15
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IBM100 - A Commitment to Employee Education - 0 views
www-03.ibm.com/...employeeedu
IBM training learning commitment women workforce development womenslearningstudio
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Today, industry specialists around the world in IBM Global Business Services use an array of e-learning tools—including podcasts and Twitter—customer on-site classes, and IBM conferences and classrooms to educate customers on everything from the use of social media and cloud computing, to how to build a smarter rail system. And IBM employees worldwide take advantage of their networked community to draw upon each other’s skills day and night to solve customer problems and develop the capabilities clients value most.
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shared by Doris Reeves-Lipscomb on 19 Jan 16
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Four Tips for Nonprofits to Stay Relevant in 2016 - 0 views
www.care2services.com/...2016socialmediatips
tips nonprofits Periscope Medium social_media care2 womenslearningstudio
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Will websites die in the next 10 years? No, websites are not at risk of being phased out, but of course they will evolve, function, and look different than they do today. Social media platforms and mobile will become even more prevalent (including ones that we don’t even know about yet) and nonprofit leaders must carve out time to understand these trends and act now to remain relevant with their base of supporters.
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The president of your organization may have clout in offline and influential circles including the White House, but online is an entirely different ball game. As more news breaks online, often on Twitter, you want your leadership to be the go-to source for reporters. Guess what? Reporters look for experts on Twitter. If your leadership has no active social media presence, reporters who need facts and interviews ASAP will quickly overlook your senior leadership. I've seen this happen many times.
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If your nonprofit hasn’t tested Medium, try it. It’s a strong community of thought leaders who write and share different perspectives from the arts to climate change.
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shared by Doris Reeves-Lipscomb on 17 Feb 16
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LEADERSHIP & CULTURE | Building Your Roadmap for 21st Century Learning Environments | NCTA - 0 views
www.roadmap21.org/leadership.html
leadership culture roadmap learning womenslearningstudio 21st century learning
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shared by Doris Reeves-Lipscomb on 17 Feb 16
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HOME | Building Your Roadmap for 21st Century Learning Environments | NCTA - 0 views
www.roadmap21.org
Leadership planning 21stcenturyskills 21stcenturylearning edtech learning PD womenslearningstudio
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shared by Doris Reeves-Lipscomb on 02 Mar 16
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8 Scientifically-Proven Ways to Streamline Decision-making - 0 views
www.ucreative.com/...eamline-decision-making-habits
decisions habits Piccio willpower womenslearningstudio
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The process of creating habits involves building neural pathways in your brain – and this takes a heck of a lot of time. How much time? In his book Outliers, Malcolm Gladwell says 10,000 hours. Another author says it takes approximately 45 days.
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shared by Doris Reeves-Lipscomb on 08 Dec 15
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Finding Your Tribe | Sascha Jones - 0 views
www.huffingtonpost.com/...ng-your-tribe_1_b_8206026.html
finding tribe jones Huffington_Post blog tips womenslearningstudio
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Be mindful in your intention setting. What do you want? You may have already found your tribe.Know thyself. Be self-aware and connected with what is going on within you.No judgement. We are not perfect. Build up those around you instead of breaking them down.Surround yourself with like-minded people.Get over yourself. Only you and your fears prevent you from achieving your goals.Be brave. Put it out there -- start a group. You never know where this might lead and what connections you might make.Be picky.Stay true. Do it your way, work with integrity and kindness.
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shared by Doris Reeves-Lipscomb on 23 Oct 15
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The Nonprofit Leadership Development Deficit | Stanford Social Innovation Review - 0 views
ssir.org/...leadership_development_deficit
leadership development Bridgespan SSIR nonprofits womenslearningstudio
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too many nonprofit CEOs and their boards continue to miss the answer to succession planning sitting right under their noses—the homegrown leader.
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The sector’s C-suite leaders, frustrated at the lack of opportunities and mentoring, are not staying around long enough to move up. Even CEOs are exiting because their boards aren’t supporting them and helping them to grow.
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Bridgespan predicted that there would be a huge need for top-notch nonprofit leaders, driven by the growth of the nonprofit sector and the looming retirement of baby boomers from leadership posts.
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the majority of our survey respondents (57 percent) attributed their retention challenges at least partially to low compensation, an issue that can feel daunting to many nonprofits. Lack of development and growth opportunities ranked next, cited by half of respondents as a reason that leaders leave their organizations.
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Surprisingly, little is due to the wave of retirement we have all been expecting: only 6 percent of leaders actually retired in the past two years.6
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corporate CEOs dedicate 30 to 50 percent of their time and focus on cultivating talent within their organizations.1
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he number one reason CEOs say they would leave their current role, other than to retire, was difficulty with the board of directors.
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respondents said that their organizations lacked the talent management processes required to develop staff, and that they had not made staff development a high priority
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combination of learning through doing, learning through hearing or being coached, and learning through formal training.
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skill development can compensate for lack of upward trajectory. Stretch opportunities abound in smaller organizations where a large number of responsibilities are divided among a small number of people.
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found that staff members who feel their organizations are supporting their growth stay longer than those who don’t, because they trust that their organizations will continue to invest in them over time.1
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“When you invest in developing talent, people are better at their jobs, people stay with their employers longer, and others will consider working for these organizations in the first place because they see growth potential.”
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define the organization’s future leadership requirements, identify promising internal candidates, and provide the right doses of stretch assignments, mentoring, formal training, and performance assessment to grow their capabilities.
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Addressing root causes may steer funders away from supporting traditional approaches, such as fellowships, training, and conferences, and toward helping grantees to build their internal leadership development capabilities, growing talent now and into the future across their portfolio of grantees.
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shared by Doris Reeves-Lipscomb on 29 Oct 15
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A Network Approach to a "No Kill" Nation | Stanford Social Innovation Review - 0 views
ssir.org/...k_approach_to_a_no_kill_nation
network approach SSIR animal_welfare no-kill womenslearningstudio
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To accomplish this, we embraced the network principle of “node not hub,” deciding early on not to invest in top-down remedies, but in collaborative models that would remain in tact after our initial financial support ended, usually after a period of 5-7 years.
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consensus data model that large segments of our industry could embrace and use to standardize terminology and reporting across all shelters. We invested in building data-gathering systems for the shelter field and saw those early efforts blossom into genuine cultural change.
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shared by Doris Reeves-Lipscomb on 22 Oct 15
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What Men And Women Are Doing On Facebook - Forbes - 0 views
www.forbes.com/...man-time-facebook-twitter.html
gender CMC communication Goudreau Forbes online womenslearningstudio
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While women often use online social networking tools to make connections and share items from their personal lives, men use them as means to gather information and increase their status.
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three-quarters of women use online communities to stay up to date with friends and family, and 68% use them to “connect with others like me.”
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Girls learn to build relationships by sharing social information. Boys learn to compare and compete with others, always striving for more success.”
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Today, women are still more likely to be forthcoming and verbose than men, she says, a difference that is reflected online.
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men leverage social media for broadcasting their ideas and skills vs. women who find connections with others by sharing the ups and downs of their daily lives.
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article by Jenna Goudreau, Forbes staff, April 26, 2010 on how women are more social and specific action oriented while men are more strategic in their use of blogs, networks, etc.
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article by Jenna Goudreau, Forbes staff, April 26, 2010 on how women are more social and specific action oriented while men are more strategic in their use of blogs, networks, etc.
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shared by Doris Reeves-Lipscomb on 15 Mar 16
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What Slack is doing to our offices-and our minds | Ars Technica - 0 views
arstechnica.com/...g-to-our-offices-and-our-minds
Slack review arstechnica Newitz womenslearningstudio
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their employees spontaneously started building wikis to document important discoveries and share scientific information.
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They are replacing offices entirely. For people who work in virtual teams, apps like Slack are the workplace.
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But when you work on a virtual team, your choice is either adopt the new software or stop coming to work. In other words, there is no real choice. You have to accept the new platform, regardless of the changes it brings
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The one user survey the company has conducted, however, shows that the majority of Slack administrators believe their teams are up to 40 percent more productive.
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Slack founder Stewart Butterfield has said the boost in productivity comes from eliminating e-mail, but Henderson scoffs at that idea. He thinks Slack teams are more productive because they can communicate better. Plus, they can catch up on what's happened while they were gone because conversations are held in searchable logs. Most of all, he says, Slack is about stepping up productivity by "reducing meetings." That's the "big one," Henderson emphasizes.
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shared by Doris Reeves-Lipscomb on 04 Apr 16
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A framework for social learning in the enterprise - 0 views
jarche.com/...ial-learning-in-the-enterprise
framework social learning enterprise Jarche womenslearningstudio
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There is a growing demand for the ability to connect to others. It is with each other that we can make sense, and this is social. Organizations, in order to function, need to encourage social exchanges and social learning due to faster rates of business and technological changes. Social experience is adaptive by nature and a social learning mindset enables better feedback on environmental changes back to the organization.
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The web enables connections, or constant flow, as well as instant access to information, or infinite stock. Stock on the Internet is everywhere and the challenge is to make sense of it through flows of conversation
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Learning really spreads through social networks. Social networks are the primary conduit for effective organizational performance. Blocking, or circumventing, social networks slows learning, reduces effectiveness and may in the end kill the organization.
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Social learning is how groups work and share knowledge to become better practitioners. Organizations should focus on enabling practitioners to produce results by supporting learning through social networks. The rest is just window dressing. Over a century ago, Charles Darwin helped us understand the importance of adaptation and the concept that those who survive are the ones who most accurately perceive their environment and successfully adapt to it. Cooperating in networks can increase our ability to perceive what is happening.
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Wirearchies inherently require trust, and trusted relationships are powerful allies in getting things done in organizations.
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Three of these (IOL, GDL, PDF) require self-direction, and that is the essence of social learning: becoming self-directed learners and workers, all within a two-way flow of power and authority.
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Knowledge: the capacity for effective action. “Know how” is the only aspect of knowledge that really matters in life. Practitioner: someone who is accountable for producing results. Learning may be an individual activity but if it remains within the individual it is of no value whatsoever to the organization. Acting on knowledge, as a practitioner (work performance) is all that matters. So why are organizations in the individual learning (training) business anyway? Individuals should be directing their own learning. Organizations should focus on results.
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Because of this connectivity, the Web is an environment more suited to just-in-time learning than the outdated course model.
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Developing emergent practices, a necessity when there are no best practices in our changing work environments, requires constant personal directed learning.
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Developing social learning practices, like keeping a work journal, may be an effort at first but later it’s just part of the work process. Bloggers have learned how powerful a learning medium they have only after blogging for an extended period.
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Building capabilities from serendipitous to personally-directed and then group-directed learning help to create strong networks for intra-organizational learning.
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Our default action is to turn to our friends and trusted colleagues; those people with whom we’ve shared experiences. Therefore, we need to share more of our work experiences in order to grow those trusted networks. This is social learning and it is critical for networked organizational effectiveness.
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shared by Doris Reeves-Lipscomb on 27 Sep 16
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9 Tips To Apply Adult Learning Theory to eLearning - eLearning Industry - 0 views
elearningindustry.com/t-learning-theory-to-elearning
learning theory elearning womenslearningstudio.net
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While one adult learner may be well versed on how to search for resources online, another may have very little experience using the Internet.
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Survey your audience beforehand to determine any technical knowledge limitations they may have, as well as to assess their education levels.
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As we get older, we tend to gravitate more toward learning experiences that offer some sort of social development benefit.
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Create activities that encourage adult learners to use sites like LinkedIn and Google Plus as invaluable tools. This can help them to not only build their social network, but collaborate with those who share the same interests.
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However, mature learners prefer to engage in eLearning experiences that help them to solve problems they encounter on a regular basis (in the here-and-now, rather than the future).
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Motivation is key with adult learners. As such, you will need to motivate them to learn by offering them a reason for every eLearning activity, assessment, or eLearning module they'll need to complete.
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Learning Matters: Learning Can Be a Slippery Slope - ETR - 0 views
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There are three key concepts to put in place once you believe in and acknowledge that “the Dip” is real. Learners must go through the Dip for true learning to take place. In other words, this is part of a normal change process. Both trainers and learners need to own it, embrace it and plan for it. Change is a process, not an event. We have all heard this one before, but do we apply it appropriately? (Hint: Those of you using the PowerPoint osmosis technique, or using a one-time only event to promote learning—stop it!) Learners can survive the Dip. To survive the Dip (or chasm, as the case may be), here are three very important steps learners must consider: Expect it. Name it. Build in support.
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shared by Doris Reeves-Lipscomb on 06 Mar 17
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An Action Plan for Staying Close to Remote Workers: Associations Now - 0 views
associationsnow.com/...n-staying-close-remote-workers
Athitakis Associations_Now blog engagement workers virtual_workers womenslearningstudio
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flexibility means people will need better and perhaps unconvenational ways to communicate to help them establish goals and feel engaged at work.
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What’s your value proposition to a member or customer, particularly a younger one, who may be engaged in your association’s industry during only half the workday, or a fifth of it?
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Gallup doesn’t mince words on this issue: “For fully remote employees, managers are falling down on the fundamental aspects of performance development—those that are based on the manager-employee relationship—and perhaps increasing the risk that the employee will leave for a better opportunity to progress with another company.” But the fix isn’t particularly complex—it’s just a matter of building in more of those conversations with remote workers of all stripes.
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shared by Doris Reeves-Lipscomb on 17 Apr 17
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The New Way to Recruit Skilled Volunteers on VolunteerMatch | Engaging Volunteers - 0 views
blogs.volunteermatch.org/...d-volunteers-on-volunteermatch
taxonomy volunteering skills Volunteer_Match womenslearningstudio
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Corporations are interested in making skilled volunteering a larger piece of their community involvement activities, and companies like Microsoft, HP, American Express and The Gap are publically and actively building more skills-based and pro bono volunteering programs.
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The skilled volunteering movement is also growing among individuals – organizations like Taproot Foundation and Catchafire have joined VolunteerMatch to connect skilled volunteers directly with nonprofit projects, and they are growing by leaps and bounds.
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The result of the process was 19 over-arching categories of skills, and between 3 and 11 sub-categories under each one.
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shared by Doris Reeves-Lipscomb on 28 Aug 17
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Nuts and Bolts: Positive Deviance: Page 2 : Learning Solutions Magazine - 0 views
www.learningsolutionsmag.com/...page2
Bozarth Learning_Solutions positive_deviance womenslearningstudio
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The related field of appreciative inquiry offers similar flip-the-question approaches but is more specific, asking us to look for and build on the positive case or “outlier.” Is there someone in the community already exhibiting the desired behavior? What is enabling them to outperform? What resources are they tapping into that others are not? Not “Why are staph infections so high in the hospital?” but “Why are staph infections lower on the third floor?” Not “Why are sales down in Regions 6 and 9?” but “Why are sales up in Region 4?” Not “Why do so few graduates of our leadership academy get promoted?” but “Why did these seven graduates get promoted?” Why is the accident rate lower in _______? Why is the turnover rate lower in ______? Why are there fewer ethics complaints about ______ division?