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Doris Reeves-Lipscomb

How EdX Plans to Earn, and Share, Revenue From Free Online Courses - Technology - The C... - 0 views

chronicle.com/...137433

MOOC edX Coursera Udacity business

shared by Doris Reeves-Lipscomb on 26 Feb 13 - No Cached
  • Doris Reeves-Lipscomb on 26 Feb 13
     
    Interesting explanation of business model for how nonprofit and forprofit MOOC partners--edX, Coursera, and Udacity--will make money along with the universities. Implications for other, smaller online learning partnerships? Excerpt on two models (large-scale efforts) According to Mr. Agarwal, edX offers its university affiliates a choice of two partnership models. Both models give universities the opportunity to make money from their edX MOOCs-but only after edX gets paid. Related Content What You Need to Know About MOOCs Document: The Revenue-Sharing Models Between edX and University Partners The first, called the "university self-service model," essentially allows a participating university to use edX's platform as a free learning-management system for a course on the condition that part of any revenue generated by the course flow to edX. The courses developed under that model will be created by "individual faculty members without course-production assistance from edX," and will be branded separately in the edX catalog as "edge" courses until they pass a quality-review process, according to a standard agreement provided to The Chronicle by edX. Once a self-service course goes live on the edX Web site, edX will collect the first $50,000 generated by the course, or $10,000 for each recurring course. The organization and the university partner will each get 50 percent of all revenue beyond that threshold. The second model, called the "edX-supported model," casts the organization in the role of consultant and design partner, offering "production assistance" to universities for their MOOCs. The organization charges a base rate of $250,000 for each new course, plus $50,000 for each time a course is offered for an additional term, according to the standard agreement. Although the edX-supported model requires cash upfront, the potential returns for the university are high if a course ends up making money. The university gets 70 percent of any revenue gen
Doris Reeves-Lipscomb

7 EFFECTIVE WAYS TO BUILD WILLPOWER - Project Man Beyond - 0 views

www.projectmanbeyond.com/willpower

project willpower Rivera womenslearningstudio self-development self-directed_learning

shared by Doris Reeves-Lipscomb on 01 Mar 16 - No Cached
  • Remember those moments when you just don’t feel like doing a task, but you know you have to?
  • Contrary to many Vince Lombardi-type motivations, willpower is more like an energy that can be depleted. Willpower is a finite resource. It works in cycles; it is something that you build on and know when to maximize.
  • As psychologist Roy Baumeister and science writer John Tierney pointed out in their Willpower book, it works a lot like a muscle. Like a muscle, it can get tired and need recovery.
  • ...11 more annotations...
  • It also needs to be nourished. It is affected by a lot of factors such as stress, physical health, and nutrition. In other words, your “spirit can be willing but the flesh is spongy and bruised.”
  • 1.) DEFINING WHAT MOTIVATES YOU
  • f there is no underlying passion and serious motivation behind a goal, temptations can easily power their way against you.
  • .) DIVIDING YOUR GOALS INTO SMALLER PIECES
  • Starting is actually the secret to accomplishing a lot of things. Just by starting, somehow you are compelled to continue on. 
  • 3.) GRADUAL PROGRESSION & ACCUMULATING POSITIVE REINFORCEMENT
  • 4.) YOUR HEALTH MATTERS
  • 5.) WORK ON YOUR EMOTIONAL BLOCKAGES
  • Find that breakthrough and learn why, at times, you may feel like it doesn’t matter.
  • 6.) ACKNOWLEDGING YOUR LIMITATIONS
  • 7.) MEDITATION
  • Doris Reeves-Lipscomb on 01 Mar 16
     
    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
Doris Reeves-Lipscomb

New Here? - 0 views

developmentcrossroads.com/new-here

blog reset WLStudio Johnson career_development

shared by Doris Reeves-Lipscomb on 26 Mar 13 - No Cached
  • Doris Reeves-Lipscomb on 26 Mar 13
     
    Blog by Shana Montesol Johnson, Development Crossroads, on career development for international development professionals; offers self-diagnostics and blog
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

Seven Years Of Self-Improvement For Mark Zuckerberg And Facebook | Fast Company | Busin... - 0 views

www.fastcompany.com/...mark-zuckerbergs-growth-chart

zuckerberg facebook Fast self-development improvement womenslearningstudio

shared by Doris Reeves-Lipscomb on 01 Mar 16 - No Cached
  • Doris Reeves-Lipscomb on 01 Mar 16
     
    humorous infograph (1 minute read) on Zuckerberg's self-improvement efforts and parallels to big acquisitions/successes of Facebook
Doris Reeves-Lipscomb

Five Strategies To Advance and Own Your Professional Development | Women For Hire - 0 views

womenforhire.com/...-your-professional-development

blog DIY_learning PD Shane e-learning rebrand womenslearningstudio

shared by Doris Reeves-Lipscomb on 19 Jul 13 - No Cached
  • Doris Reeves-Lipscomb on 19 Jul 13
     
    Blog post by Deborah Shane "According to a CareerBuilder survey "hiring managers are using social media to get a glimpse at the candidate's behavior and personality outside of the interview, and are most interested in professional presentation and how the candidate would fit with the company culture. Here are five strategies anyone can use to 'advance and own their professional development'." First three of five strategies are online: 1) Use Facebook in a hybrid way. Facebook can be one of the most effective and diverse self marketing, branding and networking assets of all of the social platforms. Posting professional questions, article linking, Facebook chats and using the Notes Feature are all great ways to brand yourself on Facebook. 2) Brand your LinkedIn and Twitter pages content and information. Having a content rich, branded landing page on LinkedIn and Twitter can make a strong first impression. Complete your profiles and tell your story in your job history. This makes you more personable and shows people you are serious, professional and you want to be remembered. 3) Launch your own blog or guest blog for other strategic sites. This is one of the best ways to share how you think and show your knowledge and expertise, as well as highlight others in your field that you admire or want to emulate. Some of the free sites you can use are WordPress, Weebly and Wix.
Doris Reeves-Lipscomb

ABOUT - Project Man Beyond - 0 views

www.projectmanbeyond.com/about

Rivera ProjectManBeyond self-regulated_learning self-development womenslearningstudio

shared by Doris Reeves-Lipscomb on 01 Mar 16 - No Cached
  • advanced self-development along with varying perspectives about our society, culture, and many other fields of human knowledge. I launched this site back in 2015 and it is in my belief that we men need to spread more knowledge that matters in fostering healthy living. With the overwhelming information available all over the internet and the media, we men need to take a more active role in our learning and growth; and take a more active role as well in the complexities of the world we find ourselves in.
  • Doris Reeves-Lipscomb on 01 Mar 16
     
    website by Mac Rivera on ProjectManBeyond
Doris Reeves-Lipscomb

30 Days without Internet | Personal Development - 0 views

www.planetofsuccess.com/...out-internet-a-self-experiment

benefits offline off-grid reflection womenslearningstudio

shared by Doris Reeves-Lipscomb on 24 Mar 15 - No Cached
  • Doris Reeves-Lipscomb on 24 Mar 15
     
    self experiment-30 days without internet
Doris Reeves-Lipscomb

Book review « Lisa's (Online) Teaching Blog - 0 views

lisahistory.net/...book-review

baby_boomers motivation Lane blog

shared by Doris Reeves-Lipscomb on 28 Nov 12 - No Cached
  • Doris Reeves-Lipscomb on 28 Nov 12
     
    Blog post by Lisa Lane in her (Online) Teaching Blog, June 25, 2011 She reviews Pink's book on A Whole New Mind. Excerpt: "Accumulation -> Meaning Pink says the predominance of the baby boomer mentality means that the goal of accumulating meterial goods is changing to the desire to find meaning in life, a kind of "post-materialism"." For each chapter on these aptitudes, Pink provides resources and tips to develop your own brain along the new lines. Thus we go from theory in Chapter 1 to a series of storied examples, then each chapter ends with self-help advice. (It's already pretty light - I find it very funny that there's a "Summarized for Busy People" version available.) But the mental yoga commercial was a distraction from the main idea. What's significant here is that right-brained, big picture, contextual, design-based thinking will likely be increasingly respected in our culture.
Doris Reeves-Lipscomb

Harold Jarche | work is learning & learning is the work - 0 views

www.jarche.com

blog elearning Jarche network WLStudio

shared by Doris Reeves-Lipscomb on 28 Nov 12 - Cached
  • Doris Reeves-Lipscomb on 28 Nov 12
     
    Harold Jarche blog, 11.16.12 Excerpt: summary by participant of keynote that Harold delivered in Denmark "Moving from local to global We live in a less barriered world: self-publication, group forming across the world, unlimited information. In the past we linked up with people with similar interests locally, due to simply physical realities… now we can link up with people from around the world. So from a learning perspective our learning group grows (personal addition: this also means that the group that lives inside the personal zone of proximal development grows, as more people can potentially be in this). Groupforming is now becoming networks. This has an effect on mentorship: per mentor you can only have so many learners, but with the growing group more mentors can stand up and the learners themselves can become mentors."
Doris Reeves-Lipscomb

When we were small: Pandora - The Washington Post - 0 views

www.washingtonpost.com/...4-9c91-e9d2f9fde644_story.html

Pandora startup business model Washington_Post womenslearningstudio

shared by Doris Reeves-Lipscomb on 16 Feb 15 - No Cached
  • Westergren: The best piece of advice I ever got was from my wife, which was “Don’t be self-conscious about being an entrepreneur.” I think most successful companies go through some kind of trial by fire. During that time, you’re borrowing — you’re borrowing people’s time, you’re borrowing goodwill, you’re borrowing money. You’re begging and borrowing. And that can begin to make you feel self-conscious, feel like you’re failing or that you’re a leech.
  • Doris Reeves-Lipscomb on 16 Feb 15
     
    interview by J. D. Harrison on 2/6/2015 with with Tim Westergren, founder of Pandora. Their business model--"a series of lily pads to keep them afloat"--took them about four years to develop to finally point it toward individual consumers to start using Pandora. The rest is history and a lot of money!
Doris Reeves-Lipscomb

A framework for social learning in the enterprise - 0 views

jarche.com/...ial-learning-in-the-enterprise

framework social learning enterprise Jarche womenslearningstudio

shared by Doris Reeves-Lipscomb on 04 Apr 16 - No Cached
  • 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.
  • the role of online community manager, a fast-growing field today, barely existed five years ago.
  • 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
  • ...15 more annotations...
  • All organizational value is created by teams and networks.
  • 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.
  • 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.
  • Wirearchies inherently require trust, and trusted relationships are powerful allies in getting things done in organizations.
  • 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.
  • rom Stocks to Flow
  • 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.
  • Because of this connectivity, the Web is an environment more suited to just-in-time learning than the outdated course model.
  • Organizing
  • our own learning is necessary for creative work.
  • Developing emergent practices, a necessity when there are no best practices in our changing work environments, requires constant personal directed learning.
  • 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.
  • we should extend knowledge gathering to the entire network of subject-matter expertise.
  • Building capabilities from serendipitous to personally-directed and then group-directed learning help to create strong networks for intra-organizational learning.
  • 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.
  • Doris Reeves-Lipscomb on 04 Apr 16
     
    excellent discussion of networks and social learning in organizations with references to Hart, Jennings, Cross, and Internet Time Alliance among others, 2010
Doris Reeves-Lipscomb

What does leadership mean in the 21st century? | Ashoka - Innovators for the Public - 0 views

www.ashoka.org/...s-leadership-mean-21st-century

leadership Ashoka platform apps social media womens Laloux network Inglehart modernization womenslearningstudio

shared by Doris Reeves-Lipscomb on 10 Jun 15 - No Cached
  • The relevance for leadership? Facebook, YouTube, Twitter and their lesser cousins have proved the power of the platform. They have shown that if your average 21st century citizen is given the tools to connect and the freedom to create, they will do so with enthusiasm, and often with an originality that blindsides the so-called creative industries.  The result is a growing awareness from those who think about business structures for a living, that good leadership is no longer about ‘taking charge’ or imposing a strategic vision but about creating the platforms that allow others to flourish and create. By way of example, Frederic Laloux – the organisational theorist currently developing a cult-like following across the world – offers a telling story about his meeting with Jos de Blok. De Blok is the founder and CEO of Buurtzorg, a Dutch nursing care firm that has grown from four to 9,000 employees in nine years, by devolving all decision-making down to small teams of nurses across the country. It’s a structure that leaves only 45 people working in central administration and management but has delivered huge gains in the efficiency and impact of nursing care in The Netherlands.
  • Like social media networks, their job is to create the frameworks that let others take decisions and make change.
  • It’s what being a leader in this new world is all about: helping others to generate change on their own terms rather than taking on the role of sole changemaker yourself.
  • ...1 more annotation...
  • This shift to changemaking leadership may, in truth, be more the result of the rapid growth of the popular desire for self-expression and self-determination, charted in rigorous detail by Ronald Inglehart
  • Doris Reeves-Lipscomb on 10 Jun 15
     
    Great article by Adam Lent, Ashoka, on how social media networks unleash the power of people to act as meaningful change makers themselves. June 8, 2015 Suggests that company leaders need to provide the platform to "allow others to flourish and create. Cites Frederic Laloux's book on organizational theory.
Doris Reeves-Lipscomb

Living by the Numbers: The Database - SPIEGEL ONLINE - 0 views

www.spiegel.de/...nto-the-future-a-899964-6.html

database credit algorithm big_data womenslearningstudio microlending

shared by Doris Reeves-Lipscomb on 28 Jul 15 - No Cached
  • The self-confident founders of Kreditech lend money through the Internet: short-term mini-loans of up to €500, with the average customer receiving €109. Instead of requiring credit information from their customers, they determine the probability of default on their own, using a social scoring method that consists of high-speed data analysis. "Ideally, the money should be in customers' accounts within 15 minutes of approval.
  • Kreditech also requires access to Facebook profiles, so that it can verify whether a user's photo and location match information on other social networking sites, like Xing and LinkedIn -- and whether his or her friends include many with similar education levels or many colleagues working in the same company.
  • All of this increases the likelihood that Kreditech is dealing with a real person.
  • ...1 more annotation...
  • Their real goal is to develop an international, self-updating creditworthiness database for other companies, such as online retailers.
  • Doris Reeves-Lipscomb on 28 Jul 15
     
    #6 in a series on Big Data in Spiegel Online
Doris Reeves-Lipscomb

5 Steps for Creating Healthy Habits | The Chopra Center - 0 views

www.chopra.com/...ps-for-creating-healthy-habits

habits chopra change self-development self-improvement womenslearningstudio

shared by Doris Reeves-Lipscomb on 02 Mar 16 - No Cached
  • Step 1: Set Goals by Baselining Your Health
  • Step 3: Identify Harmful Patterns
  • Visualizing your desired outcome is a useful tool in your journey. “Seeing” yourself as you wish to be has helped smokers quit, obese people lose weight, and sports champions achieve their goals. In order to change the printout of the body, you must learn to rewrite the software of the mind.
  • ...5 more annotations...
  • Step 4: Make Steady Changes
  • So begin with a victory you can define and which means something to you.
  • Some of the choices that trigger dopamine's release: eating sweet foods, taking drugs, having sex.
  • One way to break that cycle is to reward ourselves in a different way. Instead of eating cake, we can go play a game or listen to music.
  • How long does it take to form a new habit? An average of 66 days, according to a 2009 study from University College, London. Repetition and giving yourself time to adjust are the main factors in forming a new behavior pattern.
  • Doris Reeves-Lipscomb on 02 Mar 16
     
    Deepak Chopra offers 5 steps for creating healthy habits
Doris Reeves-Lipscomb

Breaking Bad Habits - Self-Motivation Training From MindTools.com - 0 views

www.mindtools.com/...bad-habits.htm

habits training MindTools self-development womenslearningstudio

shared by Doris Reeves-Lipscomb on 02 Mar 16 - No Cached
  • Doris Reeves-Lipscomb on 02 Mar 16
     
    on overcoming negative behaviors
anonymous

Emotional Intelligence theories - Daniel Goleman's EQ concepts - 0 views

www.businessballs.com/eq.htm

WLStudio Retool Recharge Rebrand Emotional Intelligence business leadership personal development

shared by anonymous on 15 Apr 12 - Cached
  • anonymous on 15 Apr 12
     
    home "self/personal development " emotional intelligence (EQ) emotional intelligence theory (EQ - Emotional Quotient) Emotional Intelligence - EQ - is a relatively recent behavioural model, rising to prominence with Daniel Goleman's 1995 Book called 'Emotional Intelligence'.
Doris Reeves-Lipscomb

Thinking about Teaching and Learning - 0 views

www.facultyfocus.com/...ng-about-teaching-and-learning

learning teaching Weimer Faculty_Focus womenslearningstudio

shared by Doris Reeves-Lipscomb on 26 Oct 15 - No Cached
  • It’s learner-centered teaching—it’s those instructional strategies and approaches designed and used by teachers who want learners to be motivated, independent, and self-regulated.
  • We criticize students for their surface learning approaches and yet I see a lot of surface learning when it comes to teaching. Our infatuation with teaching techniques—the tips, tricks, and gimmicks that can make our teaching dance—yes, they’re important, but so are the assumptions and premises on which they rest. We quest for “right” answers to what we think are simple questions. “Should I call on students or let them volunteer?” The answer depends on a host of variables including; how you call on students, who you call on, when you call on them, and what’s the motivation behind calling on them. Thinking that good teaching results from having right answers trivializes the complexities that makes teaching endlessly fascinating.
  • learning about teaching. I have talked with teachers who admit they don’t do any pedagogical reading and others who don’t do any professional development activities. How can you expect to stay instructionally alive and well when you’re not taking actions that promote health? It’s not about needing to improve; it’s about wanting to grow. It’s about taking our love of learning and tackling teaching as a subject to be mastered, a skill to be developed.
  • Doris Reeves-Lipscomb on 26 Oct 15
     
    great blog post by Maryellen Weimer on why teachers need to think about learning, their own PD to start!
Doris Reeves-Lipscomb

Recovering from information overload | McKinsey & Company - 0 views

www.mckinsey.com/...ring_from_information_overload

information overload online_overload McKinsey

shared by Doris Reeves-Lipscomb on 30 Jan 14 - No Cached
  • Drucker’s solutions for fragmented executives—reserve large blocks of time on your calendar, don’t answer the phone, and return calls in short bursts once or twice a day—sound remarkably like the ones offered up by today’s time- and information-management experts.2
  • Add to these challenges a torrent of e-mail, huge volumes of other information, and an expanding variety of means—from the ever-present telephone to blogs, tweets, and social networks—through which executives can connect with their organizations and customers, and you have a recipe for exhaustion. Many senior executives literally have two overlapping workdays: the one that is formally programmed in their diaries and the one “before, after, and in-between,” when they disjointedly attempt to grab spare moments with their laptops or smart phones, multitasking in a vain effort to keep pace with the information flowing toward them.
  • First, multitasking is a terrible coping mechanism.
  • ...21 more annotations...
  • econd, addressing information overload requires enormous self-discipline.
  • Third, since senior executives’ behavior sets the tone for the organization, they have a duty to set a better example.
  • Resetting the culture to healthier norms is a critical new responsibility for 21st-century executives.
  • What’s more, multitasking—interrupting one task with another—can sometimes be fun. Each vibration of our favorite high-tech e-mail device carries the promise of potential rewards. Checking it may provide a welcome distraction from more difficult and challenging tasks. It helps us feel, at least briefly, that we’ve accomplished something—even if only pruning our e-mail in-boxes. Unfortunately, current research indicates the opposite: multitasking unequivocally damages productivity.
  • he root of the problem is that our brain is best designed to focus on one task at a time
  • When we switch tasks, our brains must choose to do so, turn off the cognitive rules for the old task, and turn on the rules for the new one.
  • arely helps us solve the toughest problems we’re working on. More often than not, it’s procrastination in disguise.
  • the likelihood of creative thinking is higher when people focus on one activity for a significant part of the day and collaborate with just one other person.
  • survey of managers conducted by Reuters revealed that two-thirds of respondents believed that information overload had lessened job satisfaction and damaged their personal relationships. One-third even thought it had damaged their health.8
  • ome leaders now explicitly refuse to respond to any e-mail on which they are only cc’d, to filter out issues that others think require no action from them. Y
  • some combination of focusing, filtering, and forgetting.
  • Managing it may be as simple—and difficult—as switching off the input.
  • A good filtering strategy, therefore, is critical. It starts with giving up the fiction that leaders need to be on top of everything, which has taken hold as information of all types has become more readily and continuously accessible.
  • feeling connected provides something like a “dopamine squirt”—the neural effects follow the same pathways used by addictive drugs.9
  • giving our brains downtime to process new intellectual input is a critical element of learning and thinking creatively
  • Getting outside helps—recent research has found that people learn significantly better after a walk in nature compared with a walk in the city.
  • The strategies of focusing, filtering, and forgetting are also tougher to implement now because of the norms that have developed around 21st-century teamwork.
  • But there is a business responsibility to reset these norms, given how markedly information overload decreases the quality of learning and decision making. Multitasking is not heroic; it’s counterproductive. As the technological capacity for the transmission and storage of information continues to expand and quicken, the cognitive pressures on us will only increase. We are at risk of moving toward an ever less thoughtful and creative professional reality unless we stop now to redesign our working norms.
  • First, we need to acknowledge and reevaluate the mind-sets that attach us to our current patterns of behavior.
  • eaders need to become more ruthless than ever about stepping back from all but the areas that they alone must address.
  • eaders have to redesign working norms together with their teams.
Doris Reeves-Lipscomb

Is Your Professional Development a Waste of Time? - Finding Common Ground - Education Week - 0 views

blogs.edweek.org/...velopment_a_waste_of_time.html

PD education time Rhee compliance educators womenslearningstudio

shared by Doris Reeves-Lipscomb on 18 Aug 15 - No Cached
  • No time for real dialogue. No time to ask questions
  • . "Oh we do this already," is a common response to PD. Do they do it...or do they think they do it? The report states that, "non-improvers are almost twice as likely to self-assess their own performance as stronger than their formal ratings."
  • Reflection is important, but it needs to be done with evidence.
  • ...3 more annotations...
  • But it still didn't mean the PD they wanted to attend actually worked.
  • participants, regardless of the type of school system, show up without much background knowledge on why they are there.
  • they need to make sure that they have a school climate that is conducive to learning and not one that focuses on accountability and compliance.
  • Doris Reeves-Lipscomb on 18 Aug 15
     
    interesting blog post, lots of food for thought about PD for compliance reasons and how to support growth long-term, Peter DeWitt, August 18, 2015
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