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An amazing slideshare presentation by Jane Hart on 20 small steps to take to modernize workplace learning, JUne 2014 with links to 6 key features of the way we now learn. Can purchase resources behind slideshare for 20 euros.

Commencement speeches at different colleges, June 15, 2014 Harvey Mudd College Beth Shapiro, evolutionary biologist "Your unique education has prepared you for careers at the cutting edge of innovation. This is both good news and bad news. It's good news because you're probably going to find a job, it will pay well, and it will be intellectually fulfilling. It's bad news because whatever you thought you were training for when you started this exercise might not actually exist anymore. Five years ago, when you guys were deciding where to go to college, there were very few mobile-app developers or big-data architects, and there certainly weren't any chief listening officers for social media outlets. It's hard to imagine where the next five years will go, but it's kind of fun to do so. ... Who knows, but you guys are going to be among the people that are actually making it happen. And it'll be awesome, as long as you're willing to take some risks and step outside of your comfort zone. When an opportunity arises, take it." UNC at Chapel Hill Atul Gawande, doctor and writer "Ultimately, it turns out we all have an intrinsic need to pursue purposes larger than ourselves, purposes worth making sacrifices for. People often say, 'Find your passion.' But there's more to it than that. Not all passions are enough. Just existing for your desires feels empty and insufficient, because our desires are fleeting and insatiable. You need a loyalty. The only way life is not meaningless is to see yourself as part of something greater: a family, a community, a society. ... the search for purpose is really a search for a place, not an idea. It is a search for a location in the world where you want to be part of making things better for others in your own small way. It could be a classroom where you teach, a business where you work, a neighborhood where you live. The key is, if you find yourself in a place where you stop caring - where your greatest conce

Slide 22 on Edutopia Experiment Workshop very interesting for planning and learning from experiments--What; Audience; Hypothesis; Data to prove or disprove; What are the steps to implement, collect data, analyze data, and reflect on it by ??? What did you learn? What will change to be more effective or efficient in your work? What is the design of your next experiment?

newsletter by Seth Kahan--this provides a Template for Creating a Grand Challenge--"noble goal that provides value to society at large, capitalizing on your organization's unique assets." Cites American Geophysical Union's Thriving Earth Exchange, a platform for making a positive impact on the planet and society by bringing together three groups. Like this page because it has the steps for thinking big, acting on a vision with magnetic qualities, and is practical in its execution.

Copyblogger post by Henneke Duistermaat, July 2014. "Follow these steps: Over the next five days, block 30 minutes for reviewing your blog. On day one, create a profile of your favorite fan. On day two, write down your blog purpose and discover why your fans come to your blog. On day three, think about your favorite fan and write down at least 30 blog topics that he'd love to read. On day four, review your blog promotion strategy. How can you reach more people in the time available to you? Which activities can you cut? How can you experiment? On day five, consider your email strategy. How can you build a closer relationship with the fans on your list?"

Good five minute video on women entrepreneurs and how they overcome internal self-judgments/fears to succeed. "Hard to succeed without failure..." "Grateful to mother for failure is a stepping stone to success" "It's fine to risk it." "Way workplace is structured means that a lot of women don't want to be there--pay that price." "If we take the time to regenerate, to renew ourselves, we will be much more successful..."

Article on how the book, Lean In, is impacting men and minority groups as well as women. Male Lean In groups have sprung up to discuss men's roles in promoting and supporting women, and minority groups have started Lean In Circles to address discrimination they have encountered (Asian groups).

Guy Kawasaki has an enormous following on Twitter and is recognized as a social media guru. In this article, he describes the steps he took to make a small event stand out on social media. " I learned that it's possible to ensure that an event is covered in social media -- even trending as a hot topic with an event with only 100 attendees -- if you know what you're doing. Here's how."

Great short YouTube video via twitter on the joy of trying something new, the joy of failure, and the joy of practice = learning. Mike Wesch does a handstand for his students to show he is learning how to do them, then shows his young son George learning to climb down a stair step. Fun, yet gets the point across that failure is a big part of learning, as is practice.

#7 in a series on big data by Martin Muller, Marcel Rosenback and Thomas Schulz

Brings up networks to solve problems that governments and competitive market forces cannot; concept of subsidiarity is new to me, Jarche, September 20, 2015

Scott Dinsmore's TED talk about how he found the work he loved by hanging around those he saw doing what he wanted to do, and seeing that it could be done. Being with people who took a risk to work at their passion allowed him to feel more confident, gain valuable incite and advice from them, and forge ahead much more successfully. His steps for quitting your job and doing what you love is to become a self expert first, then find those who are doing what you want to do.

Although ten years old, interesting blog post by Dave Kovaleski, July 1, 2004, Meetingsnet, makes some good points about what kinds of learning and when. Excerpt The key to an effective blended learning program lies in the mix of media used to deliver the training. Bersin identifies 16 different media, including classroom instruction, webinars, conference calls, CD-ROM courseware, study manuals, Web pages, online simulations, on-site labs, Web-based discussion groups, mentoring programs, and videos. To create a successful blended program, it's not necessary to incorporate many or all of them; in fact, two or three should suffice. Typically, a blended-learning program has several steps. The first might be a conference call, introducing students to the trainer and subject. Next is the self-directed portion, in which students are asked to study for the live session. The self-directed portion is best delivered through asynchronous means, such as webcasts or some kind of simulated, virtual exercises. Experts suggest follow-up testing on the pre-work to make sure students are prepared to move on to the live, or synchronous, session. "The self-directed portion of the blend is critical," says Jennifer Hofmann, president of InSync Training LLC, Branford, Conn., and author of The Synchronous Trainer's Survival Guide (Jossey-Bass). "It's a huge culture change." ... Post-meetings, or asynchronous evaluations, are frequently the final components of blended-learning programs. Coaching modules, online tutorials, tests, and simulations reinforce the classroom work. They also allow companies to make sure that employees are applying the new information to their jobs. In addition, testing allows employers to identify knowledge gaps so that follow-up training is well-focused.

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.

Very detailed steps for setting up a computer workstation that is ergonomic for your computer use.

Fascinating interview with Vivek Wadhwa on "Innovating Women", August 20, 2014, published by Wharton School of Business. He has written a book. Believe this could be a Lean-In topic or book that we read and discuss? Also a great example of crowd sourcing to get the support he needed to do the research from women--research and $. "I decided to do more research and interview hundreds of women, and I have a research paper, which will be released soon, on women and innovation. At the same time, I wanted to express opinion, and in academic papers, you can't do that. What I decided to do was to write a book. The first thing that occurred to me was, who is a guy to tell women how to solve their problems? So, that was the dilemma. Also, I had to spend a lot of money on research. I wanted to fund it, and I spoke to my wife about it. She said, "Vivek, get women to help you." It was such an obvious answer. So, I decided to crowd-fund the book and then crowd-create it; I essentially did an Indiegogo campaign in which I raised money. Instead of the $40,000 I needed, I raised $96,000. All the money from this is going to a fund to educate and empower women, so it was great to get that kind of support. I wanted 30 or 40 women to help me with the research and writing. I ended up getting more than 500 women. It was an outpouring of support from women who were thrilled that I was stepping into this debate and that I would be researching and writing more about it."

Excellent blog on valuable July reads by Jane Hart led me to this blog post by Thomas Handcock and Warren Howlett, July 29, 2014, CEB Blogs, a very good discussion of building productive learning cultures. They recommend three steps: 1. Right size opportunities (which on the surface sounds fine but then they say that the "best organizations limit learning opportunities to those that are most relevant to employees and impactful for the organization but then rely on their (HR's) determination of learning needs (how do employees express their learning needs in this scenario? how does it support ownership and spontaneity beyond annual surveys? Of course they are talking about BIG corporations.) and "learning maturity" which sounds condescending to me) 2. Advance the organization's learning capability (most of this rings truer to me than #1 but it may be that my perception of what they say in #1 is slanted and hypersensitive). Here they talk about "teaching employees how to learn." "this lack of learning aptitude is primarily a capability issue, not a matter of employee motivation." 3. Foster shared ownership of the learning environment (which overcomes much of my objection to what they say in #1)

Nice blog on focusing--understand your priorities on importance and urgency axes; take command of your schedule by defining time blocks; break down big tasks into steps; distract yourself intentionally by stretching, going for a walk, doing routine tasks that don't require brainpower.

Blog by Ben Werdmuller, one of the creators of Known, a new platform designed to encourage connectivist learning. He explains the platform in this blog and why he created it instead of a LMS such as Blackboard that has terrible usability. This is much lower cost and is open source.

Blog by Ben Werdmuller, one of the creators of Known, a new platform designed to encourage connectivist learning. He explains the platform in this blog and why he created it instead of a LMS such as Blackboard that has terrible usability. This is much lower cost and is open source.

"Beat the Robots: How to Get Your Resume Past the System & Into Human Hands" from theMuse by Mark Slack and Erik Bowitz. Good, simple 4 step process for optimizing resumes for ATS.