Group items tagged

Often confused with shyness, introversion is an aspect of personality which affects how we engage in social activity and our preferences for learning.

ntroverts may prefer to work completely alone and discover their best ideas in solitude. They are likely to be comfortable in a lecture hall; listening and learning without the demands of engaging with others. But what we know about learning suggests that this passive mode of learning has its limitations, so many of us infuse our classrooms with more active learning strategies.

So how do we respect introverts’ needs amidst all of this active learning?

most managers are cooperative, friendly, and willing to share information — but what they lack is the ability and flexibility to align their goals and resources with others in real time. Sometimes this starts at the top of the organization when senior leaders don’t fully synchronize their strategies and performance measures with each other.

First, consider the goal you’re trying to achieve. Map out the end-to-end work that you think will be needed to get the outcome you want.

Second, convene a working session with all of the required collaborators from different areas of the company to review, revise, and make commitments to this collaboration contract.

Although there is no single definition of active learning approaches, they include asking students to answer questions by using handheld clickers, calling on individuals or groups randomly, or having students clarify concepts to each other and reach a consensus on an issue.

But I don’t think there should be a monolithic stance about lecture or no lecture. There are still times when lectures will be needed, but the traditional mode of stand-and-deliver is being demonstrated as less effective at promoting student learning and preparing future teachers.”

U.S. Department of Education h

They propose a model in which students gain first-exposure learning prior to class and focus on the processing part of learning (synthesizing, analyzing, problem-solving, etc.) in class.

To ensure that students do the preparation necessary for productive class time, Walvoord and Anderson propose an assignment-based model in which students produce work (writing, problems, etc.) prior to class. The students receive productive feedback through the processing activities that occur during class, reducing the need for the instructor to provide extensive written feedback on the students’ work. Walvoord and Anderson describe examples of how this approach has been implemented in history, physics, and biology classes, suggesting its broad applicability.

The key trends

1 – Learning focuses on increasing business results

2 – Strategic talent management becomes essential

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.

hat silence is pervasive in organizations due to the widely shared belief that speaking up about sensitive issues is futile or even dangerous. Consequently, organizations need to convey to employees that they will be protected and valued if they share suggestions, opinions, and concerns — and that those who harmed them will face serious consequences. By doing so, leaders can encourage those who are being mistreated to find their voice.

5 – THE EMERGING GIG ECONOMY The emerging Gig Economy means that there is no longer such a thing a job for life.-  in fact, for most individuals this means they are going to have a life of jobs. One estimate is that current students will have more than 10 jobs by the time they are 38. Companies are also going to be seeing a growing contingent workforce (made up of freelancers, independent professionals and temporary contract workers). Research from Ernst and Young shows that two in five organisations expect to increase their use of the contingent workforce by 2020. This means that people are going to be recruited WITH the skills to do a job; not recruited AND THEN trained to do the job. So if employees want to stay in a company they will therefore need to keep their skills up to date themselves. But in fact, supporting individuals to do just this will actually be beneficial to the organisation as it will reduce the costs of recruitment, So this means helping individuals organize and manage their own professional self-development inline with organizational objectives to achieve a  new level of performance.

“online communities” – the thousands of discussion forums allowing like-minded people to find one another, keep in touch, and share information. Most often these online communities are started by one or two highly motivated and unpaid individuals (aided by the amazing availability of free platforms to host such groups), and participation by all subscribers is intentional and voluntary. They operate on the principle of exchange, since if everyone lurks and never posts, no helpful ideas can emerge.

I asked them about how they worked with online volunteers and at first they said they didn’t have any.  Naturally, I soon changed their perception. In fact, NTEN depends on the freely donated time and skills of its involved members.

Why is it important to recognize this quasi-invisible workforce? Because seeing and valuing the volunteer nature of this service will let you appreciate and strengthen it. Further, it’s possible to apply the principles of volunteer management to make such volunteer participation easier and more productive. For example: