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David Amdur

Cultural Awareness | Online Cross Cultural Training | Cultural Sensitivity Training | RW3 - 0 views

rw-3.com

culture

shared by David Amdur on 13 Sep 11 - No Cached
  • David Amdur on 13 Sep 11
     
    Through a combination of country-specific cultural awareness training courses and in-depth resources for individuals and teams, CultureWizard provides a precise and consistent solution for your entire organization's training needs.
David Amdur

Time's Up - Learning Will Forever Be Part Formal, Part Informal and Part Social - 0 views

www.danpontefract.com/-part-informal-and-part-social

2.0 Informal social

shared by David Amdur on 12 Jul 13 - No Cached
  • David Amdur on 12 Jul 13
     
    With society wrapped in a cultural transformation expedited by technology, we continue to use an evaluation model that, quite simply, was built on the premise that learning occurs solely in a classroom.
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.
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