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Doris Reeves-Lipscomb

Evaluating the Impact of Professional Development in Eight Steps / Professional Develop... - 0 views

www.hfrp.org/...nal-development-in-eight-steps

Evaluation PD Harvard NSDC Killion womenslearningstudio

shared by Doris Reeves-Lipscomb on 10 Jul 15 - Cached
  • Using a theory of change1 evaluation model and building on logic models2 that define the transformation process, we developed an eight-step evaluation process that encourages evaluators to build pathways with evidence to measure the impact of professional development on teacher classroom behavior and student learning.
  • An Eight-Step Process for Measuring Impact
  • Doris Reeves-Lipscomb on 10 Jul 15
     
    Volume XI, Number 4, Winter 2005/2006, Evaluation Exchange newsletter, Harvard Family Research Project, Harvard Graduate School of Education.
Lisa Levinson

How To Network The Right Way: Eight Tips - Forbes - 0 views

www.forbes.com/...twork-the-right-way-eight-tips

womenslearningstudio WLStudio networking right way eight forbes

shared by Lisa Levinson on 18 Apr 16 - No Cached
  • Lisa Levinson on 18 Apr 16
     
    by Andrew Vest from July 28, 2014 in Forbes/Entrepreneurs. Although geared to f2f encounters, these tips work for online networking as well. Start networking before you need it; Have a plan; Forget your personal agenda; Never dismiss anyone as unimportant; Connect the dots.
Doris Reeves-Lipscomb

Intended Purposes Versus Actual Function of Digital Badges | HASTAC - 0 views

hastac.org/...actual-function-digital-badges

badges HASTAC

shared by Doris Reeves-Lipscomb on 31 Oct 12 - No Cached
  • Doris Reeves-Lipscomb on 31 Oct 12
     
    "The Varied Functions of Badges" summary from HASTAC discussion, 9/2012 My interest in the functions of badges was spurred along when the MacArthur Foundation asked for help documenting the design principles for using digital badges that emerge across the 30 projects underway by the awardees in their Badges for Lifelong Learning project. We needed to come up with a manageable number of categories. Here is what we came up with: Recognizing Learning. This is the most obvious and arguably the primary function of badges. David Wiley has argued cogently that this should be the primary purpose of badges. If we focus only on purposes, then he may well be right. His point is that badges are credentials and not assessments. This is also consistent with the terrifically concise definition in Seven Things You Should Know About Badgesby Erin Knight and Carla Casilli. Assessing Learning. Nearly every application of digital badges includes some form of assessment. These assessments have either formative or summative functions and likely have both. In some cases, these are simply an assessment of whether somebody clicked on a few things or made a few comments. In other cases, there might be a project or essay that was reviewed and scored, or a test that was graded. In still other cases, peers might assess an individual, group, or project as badgeworthy. Motivating Learning. This is where the controversy comes in. Much of the debate over badges concerns the well-documented negative consequences of extrinsic incentive on intrinsic motivation and free choice engagement. This is why some argue that we should not use badges to motivate learning. However, if we use badges to recognize and assess learning, they are likely to impact motivation. So, we might as well harness this crucial function of badges and study these functions carefully while searching for both their positive and negative consequences for motivation. Evaluating Learning. The final category of
anonymous

Eight ideas for nurturing online communities - The CMS Myth - 1 views

www.cmsmyth.com/...r-nurturing-online-communities

Community online engagement Recharge WLStudio

shared by anonymous on 29 Sep 12 - No Cached
  • anonymous on 29 Sep 12
     
    In looking for words that generate community, I found this informative article on online communities I think we need to remember as we proceed. I also notice the author used "grow" community. I am happy with that if you believe that is the best verb.
Doris Reeves-Lipscomb

Making Dumb Groups Smarter - HBR - 0 views

hbr.org/...making-dumb-groups-smarter

group dynamics Sunstein Hastie HBR decision womenslearningstudio

shared by Doris Reeves-Lipscomb on 23 Apr 15 - No Cached
  • The key is information aggregation: Different people take note of different “parts,” and if those parts are properly aggregated, they will lead the group to know more (and better) than any individual.
  • informational signals.
  • reputational pressures, which lead people to silence themselves or change their views in order to avoid some penalty—often, merely the disapproval of others.
  • ...8 more annotations...
  • When they make poor or self-destructive decisions, one or more of these problems are usually to blame: Groups do not merely fail to correct the errors of their members; they amplify them. They fall victim to cascade effects, as group members follow the statements and actions of those who spoke or acted first. They become polarized, taking up positions more extreme than those they held before deliberations. They focus on what everybody knows already—and thus don’t take into account critical information that only one or a few people have.
  • Silence the leader.
  • “Prime” critical thinking.
  • Reward group success.
  • Assign roles.
  • Appoint a devil’s advocate.
  • Establish contrarian teams.
  • The Delphi method.
  • Doris Reeves-Lipscomb on 23 Apr 15
     
    interesting article by Cass Sunstein and Reid Hastie, November 4, 2014 on how to help groups make better decisions. Eight suggestions are made: 1. Silence the leader 2. Prime critical thinking 3. Reward group success 5. Assign roles 6. Appoint a devil's advocate 7. Establish contrarian teams 8. Delphi Method
Doris Reeves-Lipscomb

Survey: How Associations Plan to Meet Top Challenges in 2014: Associations Now - 0 views

associationsnow.com/...to-meet-top-challenges-in-2014

associations survey challenges womenslearningstudio

shared by Doris Reeves-Lipscomb on 25 Jun 14 - No Cached
  • Doris Reeves-Lipscomb on 25 Jun 14
     
    Interesting look at associations' challenges in 2014 Following 2013, a year in which 42 percent of the respondents to the "DC Associations Salary Survey Report 2013-2014" reported a decrease in membership revenues, 74 percent of respondents reported that increasing membership is their number-one challenge for 2014. The survey also identified several of the ways associations plan to foster growth this year. "This pressing issue is confirmed by plans to find innovative ways to deliver programs and services-clear paths to increasing membership and revenues," according to the report. Increasing staff performance and productivity was also reported as a strategic priority to ensure growth in 2014. Fifty-eight percent of respondents reported that they plan to do so. Roughly 50 percent plan to increase staff in key areas and increase staff training and coaching.
Doris Reeves-Lipscomb

Deloitte: 8 key trends in learning and development | Consultancy.uk - 0 views

www.consultancy.uk/...ds-in-learning-and-development

deloitte trends learning development workforce L&D womenslearningstudio

shared by Doris Reeves-Lipscomb on 14 Jan 16 - No Cached
  • The key trends
  • 1 – Learning focuses on increasing business results
  • 2 – Strategic talent management becomes essential
  • ...6 more annotations...
  • 3 – Personalised learning: focus on the individual learner
  • 4 – Learners become more self-directed
  • 5 – Mobile learning becomes popular
  • 6 – The workplace becomes the learning enviro
  • 7 – More knowledge sharing and team learning
  • 8 – Increased need for content curation
  • Doris Reeves-Lipscomb on 14 Jan 16
     
    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
Doris Reeves-Lipscomb

How Wall Street Bro Talk Keeps Women Down - The New York Times - 0 views

www.nytimes.com/...bro-talk-keeps-women-down.html

NYT lean-in sexism talk abuse sexual_abuse Wall_Street womenslearningstudio

shared by Doris Reeves-Lipscomb on 14 Jul 16 - No Cached
  • When you create a culture where women are casually torn apart in conversation, how can you ever stomach promoting them, or working for them?
  • It’s hard to violate social norms; it’s even harder when doing so means jeopardizing millions of dollars in future earnings. For an intern, a connection with a managing director can mean a foothold in one of the most lucrative career paths in the world.
  • A woman has never been the chief executive of a major investment bank. Only about 2 percent of hedge fund managers are women. During my years on Wall Street I never saw a woman run a trading or sales desk, which is the first step toward executive management.
  • ...1 more annotation...
  • If you think that this violence has nothing to do with bro talk, you’re wrong. When we dehumanize people in conversation, we give permission for them to be degraded in other ways as well. And even if we don’t participate, our silence condones this language. I deeply regret remaining quiet while women were being disparaged during my eight years as a trader.
  • Doris Reeves-Lipscomb on 14 Jul 16
     
    good article by Sam Polk, July 2016, on how sexist talk by men about women catapults even worse behavior by men
Doris Reeves-Lipscomb

The Eight Pillars of Innovation - Think Insights - Google - 0 views

www.google.com/...8-pillars-of-innovation.html

innovation google womenslearningstudio

shared by Doris Reeves-Lipscomb on 25 Oct 13 - No Cached
  • Doris Reeves-Lipscomb on 25 Oct 13
     
    Like this article written by Susan Wojcicki in July 2011 on how to stay innovative. Found it today via my twitter feed. 1. Have a mission that maters 2. Think big but start small 3. Strive for continual innovation, not instant perfection 4. Look for ideas everywhere 5. Share everything 6. Spark with imagination, fuel with data 7. Be a platform 8. Never fail to fail
Doris Reeves-Lipscomb

John Battelle's Search Blog - Thoughts on the intersection of search, media, technology... - 0 views

battellemedia.com/

worklife balance integration womenslearningstudio

shared by Doris Reeves-Lipscomb on 24 Jun 15 - Cached
  • WeWork is on a mission to create a global platform for people who want to express themselves through the work they do. Oh, and by the way, they also rent office space.
  • They are attempting to scale a new kind of culture – one that promises a quality workstyle, to be certain, but one that also celebrates who we are as people: we seek to find meaning in work, we seek a connection to a community where we both belong and contribute.
  • work-life integration, a relatively new phrase rising concurrent to the entrance of millennials in our workforce. But as he explained his support for the idea, I realized I’ve been working this way my entire life. It’s fundamental to the entrepreneurial lifestyle – Life is simply life, and if you’re passionate about what you do, then work is part of that life. As you plan your time, you prioritize everything in that life, and because work is no longer bound to one office space during one eight-hour period of time, you can mix and mingle all kinds of experiences – some work, some family, some personal – throughout your waking day. The flip side of this: If you adopt the philosophy of work-life integration, you must also adopt a philosophy of total individual responsibility. That means understanding how to prioritize things like exercise, nutrition, downtime, and family/friends into a demanding work life. It means that you are willing to be judged not on showing up or managing up, but on the work you deliver to your company. And it means you’ve joined a like-minded group who together have created a company that understands how to thrive in this new environment.
  • Doris Reeves-Lipscomb on 24 Jun 15
     
    work/life integration not work life balance anymore
Doris Reeves-Lipscomb

8 ways to spot a collaborative organisation - NixonMcInnes - 0 views

www.nixonmcinnes.co.uk/...t-a-collaborative-organisation

collaborative organisation Gannaway culture womenslearningstudio

shared by Doris Reeves-Lipscomb on 16 Feb 15 - No Cached
  • But whether or not they succeed will depend on the alignment of a very special trinity: leadership, culture and strategy. Collaborative organisations have leadership models that are open, conversational in style and flat. That’s certainly the style at Tangerine where everyone is a “leader” and everyone can expect to talk to anyone and be listened too.
  • These organisations also have cultures that are open, high on trust and low on fear of failure. The message isn’t: “What went wrong?” but “What did you learn?”. They have strategies that clearly articulate the benefits of new styles of working. And they create the structures that support, recognise and reward it.
  • Overall, there are eight ways to spot a collaborative organisation:   Leadership teams model collaborative behaviours Resources are devoted to developing and sustaining this way of working High levels of task interdependence The default setting is sharing information There are high levels of trust Conflict seen as part of the creative process – everyone understands and can deal with it The environment of the company and its technology support collaborative working People don’t have to talk about it – it’s just the way things get done
  • Doris Reeves-Lipscomb on 16 Feb 15
     
    blog post by Belinda Gannaway, NixonMcInnes, Creating Meaning in Business. 8 Ways to Spot a Collaborative Organization.
Doris Reeves-Lipscomb

What is my problem? - 0 views

mintonsunday.livemint.com/...1.0.248226051.html

blog PKM self-awareness self_discovery Jarche womenslearningstudio

shared by Doris Reeves-Lipscomb on 15 Mar 16 - No Cached
  • The intent of these questions are to measure the breadth and depth of my professional network. At the end of the exercise, on the outside, I can potentially have 28 people to whom I turn and rely upon for advice.I had always taken it for granted that my network is a wide one and that I know all of the right kinds of people. After answering Jarche’s tough questions, which took me roughly 30 minutes, I was stunned again to discover my real network comprises only eight people. These include people I work with, my family and two close friends. Is something the matter with me?
  • Doris Reeves-Lipscomb on 15 Mar 16
     
    very interesting self-assessment by someone who took Jarche's course on PKM with the self-awareness building components. We struggle with some of the same challenges. Interesting graphic by Jarche in this post on different types of capital.
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