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David Amdur

Edistorm-Online Brainstorming and Planning - 0 views

edistorm.com

collaboration brainstorming 2.0 social

shared by David Amdur on 29 Jan 12 - Cached
  • David Amdur on 29 Jan 12
     
     Add a sticky note and post it online. Add, discuss and organize ideas from multiple locations before, during and after (or instead of) your meetings.
David Amdur

Bloomfire | Social Learning Software | Social Learning, Collaborative Learning Environment - 0 views

www.bloomfire.com

social elearning 2.0

shared by David Amdur on 26 Jan 12 - Cached
  • David Amdur on 26 Jan 12
     
    Search, browse and enjoy multimedia content created by the members of your community. Start on your PC, pick up on your iPhone. Ask questions of the community. Get immediate answers from multiple  Easily communicate to members by uploading a video, recording your screen, sharing a document, or writing a post.
David Amdur

Wiggio - Makes it easy to work in groups. - 0 views

wiggio.com

collaboration groups

shared by David Amdur on 01 Aug 12 - Cached
  • David Amdur on 01 Aug 12
     
    Host virtual meetings, conferences Create to-do lists and assign, shared calendar, email, text and VOIPshare files
David Amdur

L&D Suicide? - 0 views

www.informl.com/...ld-suicide

Informal PS

shared by David Amdur on 16 Jun 10 - Cached
  • Rigid, top-down corporate cultures become brittle in the face of frequent change. Sustainable organizations gain flexibility by empowering their people to make decisions
  • Conceptual work is more PULL than PUSH.
  • Workers in a Pull organization are delegated the power to solve problems and get
  • ...4 more annotations...
  • things done in the absence of fixed procedures and direct supervision.
  • Workers who once took orders increasingly collaborate on their own initiatives. As workers become personally responsible for keeping up and working smarter, the distinction between work and learning blurs until they are the same entity.
  • into their own hands, i.e. Pull, it’s called informal or social learning. Pull is not inevitably superior to Push. Onboarding, learning a new field, or acquiring technical skills often require Push, i.e. formal, learning.
  • L&D organization lacks the clout to make holistic changes of this nature.
  • David Amdur on 16 Jun 10
     
    Managers of L&D gripe that they are not invited to "sit at the table" with C-level movers and shakers. This is a fool's errand.  The tail does not wag the dog. L&D's function is helping people acquire the know-how to fulfill the mission and gaining management's support to carry it out. In other words, L&D needs to invite senior management to huddle with them at another table: governance.
David Amdur

Nik's Learning Technology Blog - 0 views

nikpeachey.blogspot.com

2.0

shared by David Amdur on 15 Jun 10 - Cached
  • Set up a backchannelOne of my favourite tools to use during presentations is Today’sMeet http://todaysmeet.com/ . It’s a great tool for setting up backchannels. A backchannel is basically what your students create when they talk among themselves or text each other during your lesson.The advantage of setting one of these up to allow your audience to do this is that you can capture and share what your audience is saying while they are listening to you and enable them to collaborate and share with each other what they know about the topic and links to any relevant resources.It can also help them to type in questions as they think of them rather than waiting for you to ask at the end, and for me it’s a great way to pass out URLs to interesting websites to give the audience some hands on participation during the presentation.It’s also a good way of getting the audience to brainstorm and do tasks together, just ask a few questions and get them to type in answers, and they’ll appear in the backchannel window for everyone to see.
David Amdur

Why Some Teams Are Smarter Than Others - NYTimes.com - 0 views

www.nytimes.com/...s-are-smarter-than-others.html

team collaboration

shared by David Amdur on 18 Jan 15 - No Cached
  • David Amdur on 18 Jan 15
     
    In a study, smartest teams were distinguished by three characteristics: First, their members contributed more equally to the team's discussions, rather than letting one or two people dominate the group. Second, their members scored higher on a test called Reading the Mind in the Eyes, which measures how well people can read complex emotional states from images of faces with only the eyes visible.   Finally, teams with more women outperformed teams with more men.
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