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"When they go to a regular visit that they waited three weeks to get, the doctor is clicking keys on a keyboard," he said. "Whoever would have thought that people would find the televisit more intimate and personal and humanizing than a physical visit?"

For those that host online communities for their members, the new front-line staff may very well be the person managing the online community.

Wohlers is the lead staff manager for SPE Connect, a platform for SPE’s 141,000 members to meet and discuss their industry, and its multiple communities for various technical areas, subdisciplines, and association committees.

It’s almost always evangelism and coaching,” s

teachers are far more likely to use technology to make their own jobs easier and to supplement traditional instructional strategies than to put students in control of their own learning. Case study after case study describe a common pattern inside schools: A handful of "early adopters" embrace innovative uses of new technology, while their colleagues make incremental or no changes to what they already do.

numerous culprits

Washington-based International Society for Technology in Education

Use Your Towards Maturity Learning Landscape Audit to find out:Your staff's preferences for different types of learning resources or modes of deliveryTheir willingness to use their own technologies and to share their learning with othersHow actively they are using social media and apps in their day-to-day life and workWhat formal learning they are involved with - both inside and outside workTheir views on working online - what works, what doesn’t work, what they find most helpful and what gets in the wayA comparison of the key findings for different groups of staff – managers, job roles, age, experience, location and othersWhen is it useful to conduct a Learning Landscape Audit?When designing new learning and performance solutionsWhen you are setting strategy and agreeing long term business plansWhen allocating resourcesWhen making the business case for changeWhen you need to set a benchmark prior to introducing change

Silos are necessary in companies. They provide the structure that allows companies to work. Every company is split into divisions, departments, or groups, such as sales, technology, and finance. This structure allows expertise in different areas. In companies, silos tend to be places where information, focus (another word for choosing priorities), and control flow up and down. But company silos also cause problems—that same structure prevents the flow of information, focus, and control outward. And in order for a company to work efficiently, decisions need to be made across silos.

Cooperation, communication, and collaboration are the three keys to working across silos. Those are components that ideally any successful working relationship would have, but they are must-haves if you are going to break the organizational silos barrier.

knowledge, focus, and control are shared among more than one silo.

And as Robert Stephens, founder of the Geek Squad says “Marketing is the price you pay for being unremarkable”. What is necessary is to define what will be the key focus of the company and what it should be renowned for e.g. how should the intended customer experience look and feel like. Unless you do that there won’t be enough of a common ground to smash the silo thinking and deliver a consistent and deliberate customer experience. Take for example the way Paul O’Neill made the turnaround in Alcoa (the biggest aluminium producer in the US, manufacturing everything from the metal for the Coca Cola cans to bolts that hold satellites) as presented in Charles Duhigg’s book “The Power of Habit”.

Keeping Your Skill Set Current Can Be Key to Keeping Your Job Small and midsize companies can’t afford to not keep up with technology, and neither can enterprise-level companies. This past fall, IBM notified employees, who it had determined needed additional training, they were required to step up their technological game, and that they would receive only 90% of their salary while embarking upon this additional training. Talk about an incentive to stay on top of changes in technology ! According to the article in the New York Times covering this move, some IBM workers received an email letting them know that an assessment had determined certain members of the team had “not kept pace with acquiring the skills and expertise needed to address changing client needs, technology and market requirements.” While some criticized the move, the reality is that employees can no longer be complacent when it comes to their grasp of technology and how to use it to help their businesses grow. That’s something to keep in mind, for sure, whether you’re just embarking on a career or whether you’re already in the workforce and want to make sure you have the skills you need to stay marketable.

The Modern Worker Needs to Be Constantly Learning

. SUPPORT AN ENGAGED, GROWTH MINDSET

Learning can only happen when a child is interested. If he’s not interested, it’s like throwing marshmallows at his head and calling it eating.” – Katrina Gutleben

2. ACTION MAPPING TO FOCUS ON PERFORMANCE

When our intentional mind is engaged, we act in ways that meet an outcome we desire and typically we're aware of our intentions. Intentions can change quickly because we can make conscious decisions about what we want to do in the future that may be different from the past. However, when the habitual mind is engaged, our habits function largely outside of awareness. We can't easily articulate how we do our habits or why we do them, and they change slowly through repeated experience. "Our minds don't always integrate in the best way possible. Even when you know the right answer, you can't make yourself change the habitual behavior," Wood says.

Forty percent of the time we're not thinking about what we're doing," Wood interjects. "Habits allow us to focus on other things…Willpower is a limited resource, and when it runs out you fall back on habits."

The second principle is remembering that repetition is key.

Well, when it comes to the things that you are passionate about, there’s a community for that! Whatever it is that you are interested in, I can guarantee you that there’s an online community out there filled with like-minded folks just waiting to meet you.

The key to feeling the love is all about actually engaging with your tribe! Being an active member is what will make it feel like a community to you.

Key Findings of Study

While one adult learner may be well versed on how to search for resources online, another may have very little experience using the Internet.

Survey your audience beforehand to determine any technical knowledge limitations they may have, as well as to assess their education levels.

As we get older, we tend to gravitate more toward learning experiences that offer some sort of social development benefit.

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.

Soccer is a zero-sum, winner/loser finite game. But life, it turns out, is a magical opportunity for up, and for forward.

Here's the key question: Which feeling/experience/state do you look back on fondly? Which one engages you, challenges you, makes you the best version of yourself? When you tell yourself your story—the story of last week, last month or last year—is it about how boring and secure life has become? What you learn isn't up to someone else's curriculum or syllabus any more--it's on you, on each of us, to decide what's next, to decide who we will become. We're not in fifth grade, wondering if something is going to be on the test.

Now, they're available to those willing to make the commitment.

Date: August 21, 2017Author: tmiket 3 Comments If you know me, at some point you’ve heard me talk about working smarter instead of harder. In all the years I’ve been talking about that I’ve never had anyone disagree. Yet, far too often when the conversation progresses to exploring new ways of working I hit the “I don’t have time for that.” objection. Or “We can’t do that here.” Or “I would love to do that but our people would never go for that.” Or a bunch of others that you’ve probably heard yourself. Don’t fall into that trap if you want to be a valued contributor to your organization. To steal a term from Jane Bozarth, be a “Positive Deviant”. “While there are individual positive deviants who work alone, a key factor is working with the community to surface, spread, and sustain solutions rather than try to force outside-in answers—as is so often the case with training. … Leveraging social tools and workplace communities, and encouraging people to show their work, can help to surface and spread solutions and to sustain application of new learning to the workplace” Anyone, anwhere can surface, spread, and sustain learning in the workplace.