Group items tagged

"We're all personal brands. Our agendas may differ, but we seek the same things: recognition, respect, influence and success. Personal branding is no trend. It's social media, publishing, marketing, sales, work, play, passion and everything you read about all rolled into one. With that in mind, I submit to you personal branding is something you need to understand. It's something you need to develop deliberately - even if what you've been doing and saying to this day has been largely accidental."

a wonderful blog post by Jim McGee, April 1, 2002, on the importance of keeping a knowledge-log--k-log--for being able to retrace one's steps when the final conclusion/work product falls short and one has to start over and for engaging with others about how the thought line developed. Justifies paper printouts and variously named file versions to show stages of idea exploration and development. Our electronic work flow replaces how we used to work with handwritten drafts with all the erasures and column notes, then send them to a graphics person for placing into a graphics format, then circulating for reaction from involved stakeholders, some of them junior staff, then incorporating feedback, final edits, and voila! a product for the client.

A truly inspiring nonprofit organization in Africa, that has not only developed an open source software for mapping crowdsourced data as it comes in - real time data collection - but has developed an internet platform and start-up incentive program for Africa. Clay Shirky used them as an example of the Culture of Generosity in his TED talk and book, Cognitive Surplus.

I've already donated to them! Very inspiring org.

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. "

a blog post by Maish Nichani with PebbleRoad, 12/21/2009 on collaboration. Because they work on developing the technology, they use examples of well-matched technology and developed collaboration cultures and one "idiot" poorly matched tech/culture example.

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.

Jay Cross on the rise of informal learning and how many HR and learning and development departments talk the talk but then abandon their employees.

nonprofits are acting like forprofit employers by going outside to other nonprofits to hire away their folks; result--short-term gain because pay does not keep new hires in new organization for very long. They are not developing in-house talent for promotion.

white paper out on how associations can add value by providing different kinds of development opportunities with mini-credentials and certificates for employees desiring to move upward in their careers.

interesting website that chronicles instructional development; appears to be crowdsourced to some extent. Barbara Bray and Charlotte McGovern are the e-coach team.

Blog on professional development, 12/7/09 "In the newer flatter models, there are still leaders and followers but not so many layers in between, and that ratio seems to be evening out and actually shifting towards more leaders than followers. In others words, when an employee feels empowered and is driven to leverage all the tools available today for better decision-making (the collective human knowledge is now free and accessible), then really, organizations need to set goals and truly get the heck out of the way. The flatter models are working and they are working great. In addition to being flat, they are also virtual and function-based as opposed to departmental or vocation-based. So, whoever has the expertise necessary to achieve a goal is sought after and their knowledge is harnessed. In some cases, this functional expertise could very well be outside the traditional walls of an organization. As we start 2010, let's be open to performance instead of accountability, to flatter models instead of traditional hierarchies, and to achieving greater success by empowering those who we compensate to perform."

nice article by Guardian on how to convert data into visualizations/infographics

Jessica Bennett of the NYTimes writes about how emoji are replacing words in emails. on twitter and other social media, even though it might be less time to type in the words. Although use is skyrocketing, communication by emoji is open to interpretation by the recipient. There are now sites, blogs, and a social network (Emoji.li) that uses only emoji for communication. A nonprofit devoted to emoji standardization across platforms (Unicode Consortium) has been formed. Examples: In their short life, emoji managed to find an exceptional cultural range: One Internet wit put out an emoji translation of Beyoncé's "Drunk in Love," and an emoji-only version of "Moby Dick," called "Emoji Dick," was recently accepted into the Library of Congress. Legal experts have even discussed whether an emoji death threat [gun and face] could be admissible in court. "I'm not sure you can really speak of it as a full-fledged language yet," said Ben Zimmer, a linguist, "but it does seem to have fascinating combinatorial possibilities. Any sort of symbolic system, when it's used for communication, is going to develop dialects."

I am certainly out of the loop on this one! A whole new language is developing - back to cave drawings but in a digital format?

Quotes from the eLearning Africa conference plenary sessions as reported by eLearning Africa News. "Under the general conference theme 'Opening Frontiers to the Future', the esteemed panel of speakers in the opening plenary addressed a number of vital issues that formed the core of the agenda for eLearning Africa 2014. Chaired by the Honourable John Nasasira, Minister for Information and Communications Technology, Uganda, speakers highlighted, amongst other things, the need to develop productive partnerships between the government and private sectors, as well as to create an environment that rewards entrepreneurship and encourages African-born innovation". Thought of our conversation with Susan about being an online leader, and incorporating eLearning into any leadership program.

Quotes from the eLearning Africa conference plenary sessions as reported by eLearning Africa News. "Under the general conference theme 'Opening Frontiers to the Future', the esteemed panel of speakers in the opening plenary addressed a number of vital issues that formed the core of the agenda for eLearning Africa 2014. Chaired by the Honourable John Nasasira, Minister for Information and Communications Technology, Uganda, speakers highlighted, amongst other things, the need to develop productive partnerships between the government and private sectors, as well as to create an environment that rewards entrepreneurship and encourages African-born innovation". Thought of our conversation with Susan about being an online leader, and incorporating eLearning into any leadership program.

New tool being developed that is supported by Knight Foundation that creates a contextual archive of discussions that might happen presumably on Facebook and elsewhere. Interesting.

Development Dimensions International DDI

blog post from ProjectManBeyond, Self-Evolution for Men, posted 2/26/2016 with excellent ideas for growing willpower to do the things important to you. each essay offers a read time, ex. 7 minutes. By Mac Rivera, founder of a site for advanced self-development

Alan Price adapts chapter nine of Human Resource Development: Strategy and Tactics on Lectures. Has amusing description of why lectures are awful for learning.

Alan Price adapts chapter nine of Human Resource Development: Strategy and Tactics on Lectures. Has amusing description of why lectures are awful for learning. 

Eight trends that medium and large sized multinationals recognize but are not necessarily investing in--such as mobile or individualized personal learning or self-directed learning, Consultancy.uk, August 12, 2015

Online template for developing a personal learning plan. Although k-12 focused, it is a good template for creating a PLP