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Matt LeClair

StrengthsFinder: The T+S+K Formula | Career Horizons: The Blog! - 0 views

careerhorizons.wordpress.com/...trengthsfinder-the-tsk-formula

action plans employee relationship research resources application instructional career blog

shared by Matt LeClair on 09 May 12 - No Cached
  • What the StrengthsFinder test instead purports to reveal are not your strengths, per se, but the dominant underlying talents that play a key role — along with the ingredients of skills and knowledge — in forming your core personal and professional strengths.
  • Strengths are what companies are looking for in professional-level candidates.  Not just Talent.  Not just Skills.  Not just a college degree or a smattering of relevant Knowledge.  Strengths are the things that actually produce profitable results and get things accomplished for the company, which is why employers are being so annoyingly picky and subjecting job applicants to so many levels of scrutiny these days
Matt LeClair

Gallup_Building a Team With Talent - 0 views

gmj.gallup.com/...building-team-talent.aspx

resources research survey relationship working values design employee manager motivation personality intelligence talent team

shared by Matt LeClair on 09 May 12 - No Cached
  • Team members who understand one another's abilities not only trust one another, they can easily distinguish the areas in which their time and talents are most effectively applied from those better left in the hands of teammates. It's easy to see how this improves the team's efficiency.
  • we described how the dialogue between individuals with different dominant strengths improves the quality of the decision-making process
  • A good manager will take the time to deconstruct the daily operation of his or her team, identifying where it bogs down and where it over-accelerates.
  • ...17 more annotations...
  • Those insights can then be used as a basis for dialogue within the team, allowing each member to better understand his or her ideal role relative to the other team members
  • ensure that the team operates as more than the sum of its parts
  • best strategies for building a highly effective, strengths-based team?
  • With your group, determine what "team" means to each of you.
  • Do they share a common goal? A common set of measures that determine success? Are collective achievements possible -- or is this really an assortment of individuals working independently with separate measurement and goals?
  • Even when individuals do much of the team's work independently, team members can still share in the responsibilities associated with building a great place to work. Think about using the Gallup Q12 items as a common focus for better partnership and teaming.
  • f the group is working with common measurements and a shared goal, however, investing some time and thought in strengths-based team building will pay off.
  • A shared goal must be shared in both vision and execution.
  • diversity or similarity of the descriptions. How are your viewpoints alike? In what ways do you see different aspects or issues in the challenge or opportunity?
  • You might start by listing the common functions you feel your team must allocate in order to operate smoothly.
  • Ask team members to consciously consider: "Who am I, and what do I contribute?"
  • t the ideal role is unique for each.
  • Once you've allocated functions, ask the person whose name is next to each individual function to "own" that aspect of the team's operation.
  • ber that consistency and practice are the keys.
  • Make this a regular part of your team's work -- to consider not only the issues, problems or challenges, but also the ways you work together in solving or achieving them.
  • Now that you have the functions or process, consider each person'
  • Ask each person to share two of his strengths, and identify two areas within the process that are a "best fit" for him
  • Matt LeClair on 09 May 12
     
    strengthfinder
Matt LeClair

Maslows Hierarchy and Employee Engagement - 0 views

www.managementstudyguide.com/hy-and-employee-engagement.htm

tools references action research engagement employee hierarchy data research

shared by Matt LeClair on 22 Jun 12 - No Cached
  • How to tap the potential of employees who are not actively engaged or are disengaged? Yes, the management studies conducted over last few years have revealed that only 11 percent of the total employee strength is actively engagement and feels a strong commitment towards their work and workplace. The rest 89 percent of the employees are either not actively engaged or disengaged. This means that the organisations are able to tap the potential of only 11 percent employees. Encouraging the rest of the workforce is still a big challenge for them.
  • Biological and Physiological Needs: These are basic human needs including food, water and shelter. Organisations can buy them lunch, offer gift cards and give time off for necessary day-to-day tasks. It not only makes their life easier but also gives them a chance to retain with the organisation. Safety Needs: Safety needs include good shelter, protection, safety, security, law and order and stability. Once human beings have enough for food, water and shelter, they want to live a comfortable and safe life. Again the mantra of keeping them with the organisation is to pay. Pay for food and loan them an amount to build their own home or buy a vehicle. Organisations can also support their children education. Belonging Needs: It is a basic human need that they always want to be associated with something. They want to belong and to be belonged. The managers can establish friendly relationships with their subordinates so that they feel that they are an important asset of the organisation and they add value to it. Including them in decision making process or any other sensitive issue springing up within the workplace is a good idea. Also involve them in improvement teams where they really can contribute something substantial. Self Esteem: According to Maslow’s Hierarchy model, the fourth stage of one’s life is to attain a status in the society as well as in professional life. Besides this, a sense of achievement and recognition of their efforts play a vital role. Organisations which are successful in recognising the efforts of employees and reward them for their performance and contribution are able to retain their talent. Issuing newsletters recognising their contribution or giving a think you card or awarding them with a trophy can serve the purpose. Self Actualisation: It is the last stage in the Maslow’s Hierarchy model that is about growth and fulfilment in personal and professional life. By this time, individuals are well settled in life and are able to contribute through their work experiences. It is the time when organisations can make them feel empowered by giving them leadership authority, autonomy to take decisions and training opportunities. Employee engagement is a science as well as an art. It takes into account all tangible and intangible factors related to human life directly or indirectly.
  • Matt LeClair on 22 Jun 12
     
    How to tap the potential of employees who are not actively engaged or are disengaged? Yes, the management studies conducted over last few years have revealed that only 11 percent of the total employee strength is actively engagement and feels a strong commitment towards their work and workplace. The rest 89 percent of the employees are either not actively engaged or disengaged. This means that the organisations are able to tap the potential of only 11 percent employees. Encouraging the rest of the workforce is still a big challenge for them.
Matt LeClair

Influencer Self-Assessment | Southam Consulting, LLC - 0 views

southamconsulting.net/...selfassessment.html

organization workplace success crucial conversations value members learning employee engagement influence strengths weakness improvement assessment self-assessment

shared by Matt LeClair on 06 Mar 12 - No Cached
  • Matt LeClair on 06 Mar 12
     
    Discover the strengths and weaknesses of your current influence style so you can focus on specific areas of improvement. Take our self-assessment."
Matt LeClair

InspiringLearningForAll - Research methods, guidelines, and templates - 0 views

www.inspiringlearningforall.gov.uk/...research.html

research methods question bank guidelines interpreting visual images interpretation focus group resources templates best practices research survey libraries

shared by Matt LeClair on 02 Apr 13 - No Cached
  • Matt LeClair on 02 Apr 13
     
    " esearch methods (pdf, 89kb) This table identifies the strengths of different methods of research to help you identify the most appropriate method for your programme or activity Research question bank (Word, 100kb) A question bank that offers useful and relevant research questions to help you customise questionnaires. Questions are divided into categories including: knowledge and understanding; skills; attitudes and values; enjoyment, inspiration and creativity and activity, behaviour and progression Guidelines on involving users (Word, 38kb) This document provides useful tips on how to involve users in identifying learning opportunites Interpreting visual images (Word, 774kb) This useful guide helps you to interpret visual images as research evidence. Particularly useful in researching the impact of your learning activity with children Focus group guide (Word, 40kb) This guide provides information and support on how to run a focus group "
Matt LeClair

How Full Is Your Bucket? Resources - 0 views

strengths.gallup.com/...Full-Bucket-Resources.aspx

bucket resources full positive questionnaire tools learning research survey qualitative measurement psychology strengths individualization preference recognition praise positivepsychology scorecard

shared by Matt LeClair on 20 Mar 12 - No Cached
  • Matt LeClair on 20 Mar 12
     
    " The key to great bucket filling is individualization. Each person has unique preferences for receiving recognition and praise. For bucket filling to be meaningful to the recipient, it must be personalized and specific to what that person needs. Use the Gallup Recognition Interview to find out what fills the buckets of your friends, family members, and colleagues. (PDF)Gallup Recognition Interview Every time you fill a bucket, you're setting something in motion. How much bucket filling do you do compared to others? Do you have low impact, some impact, or high impact on your environment? Consider printing the Positive Impact Test statements, and use them as your guide for improvement. (PDF)Positive Impact Test statements Think about your most recent interactions. Were they more positive or more negative? Did you give someone a compliment, or did you choose to make a negative comment instead? Once you become aware of your positive-to-negative interaction ratio, you can consciously begin to reduce and eliminate bucket dipping from your life. Keep track with the Interaction Scorecard. (PDF)Interaction Scorecard How Full Is Your Bucket? > Purchase How Full Is Your Bucket? How Full Is Your Bucket? For Kids New from Tom Rath and Mary Reckmeyer "
Matt LeClair

Mapping Learning and the Growth of Knowledge in a Knowledge Building Community - 0 views

ikit.org/mapping.html

knowledge knowledge forum LEARNING classroom sch

shared by Matt LeClair on 14 Oct 11 - Cached
  • Matt LeClair on 14 Oct 11
     
    Bereiter and Scardamalia (1996) argue that there is a difference between learning and knowledge building. Learning is activity directed towards improving personal knowledge. Knowledge building is trying to improve knowledge itself by considering ideas in regard to their strengths, weaknesses, applications, limitations, and potential for further development. Both learning and knowledge building are needed in schools. This paper traces the development of both in a Grade 5/6 classroom studying physical science. Knowledge transforming discourse is central to knowledge building because it is the means through which knowledge is formed, criticized, and amended (Scardamalia, Bereiter & Lamon, 1994). In this knowledge building classroom, the capacity for transformative discourse was afforded by Knowledge Forum® and classroom processes. Our paper deals with how this class engaged in the process of articulating and changing their learning goals as they reflected on and evaluated their class' knowledge building progress. Our sources of data come from discourse in the Knowledge Forum® database and videotapes of classroom discussion. A second set of analyses designed to capture students' activity in the database used data from the Analytic Toolkit, a suite of tools designed to track each student's use of Knowledge Forum. A third set of measures came from a pretest and post-test of students' knowledge of physical science. Our results showed that students who engaged in knowledge building discourse around central features of physical science also improved their learning.
Matt LeClair

Luminosity - Build your Personalized Training Program - 0 views

www.lumosity.com/...new

building tools research strength strengthfinder resources brain education memory game thinking

shared by Matt LeClair on 01 Jun 12 - No Cached
  • Matt LeClair on 01 Jun 12
     
    personalized brain games
Matt LeClair

Crucial Assessment | Southam Consulting, LLC - 0 views

www.southamconsulting.net/...cc2sa.php

organization workplace success employee learning members value crucial conversations engagement strengths weakness self-assessment assessment improvement skill

shared by Matt LeClair on 06 Mar 12 - No Cached
  • Matt LeClair on 06 Mar 12
     
    "To measure your skill level and see how Crucial Confrontations can best serve your needs, candidly review the following statements. Check "Yes" if they apply to you. Check "No" if they do not. The following questions explore how you typically respond when you're in the middle of a stressful situation."
Matt LeClair

Progressive inquiry with a networked learning environment the FLE-Tools - 0 views

fle.uiah.fi/...hanni_CSCL99.html

learning tools resources education actionresearch social collaborative technology environment research inquiry FLE tool

shared by Matt LeClair on 02 Jun 12 - No Cached
  • progressive inquiry model
  • , Future Learning Environment Tools (FLE-Tools
  • analysis of 125 messages
  • ...24 more annotations...
  • design of computer supported collaborative learning (CSCL) environments
  • Participation in progressive inquiry is facilitated by asking a user who is preparing a discussion message to categorize the message by choosing a "category of inquiry scaffold" (e.g., Problem, Working theory, Summary) corresponding to the PI-Model (based on the practices of Scardamalia & Bereiter, 1993). These scaffolds are designed to encourage students to engage in expert-like processing of knowledge; they help to move beyond simple question-answer discussion and elicit practices of progressive inquiry.
  • ther important aspect of inquiry, and a critical condition of developing conceptual understanding, is generation of one’s own working theories — one’s conjectures, hypotheses, theories or interpretations — for the phenomena being investigated (Carey & Smith, 1995; Perkins, Crismond, Simmons, & Under, 1995; Scardamalia & Bereiter, 1993).
  • Through evaluating whether and how well the working theories explain the chosen problems, the learning community seeks to assess strengths and the weaknesses of different explanations and identify contradictory explanations, gaps of knowledge, and limitations of the power of intuitive explanation
  • Progressive discourse occurs, for instance, in the sciences demonstarting both accumulation and deepening of knowledge.
  • Each question opened one knowledge-buiding thread, e.g., "How does the new information and communication technology support development of students’ expertise in different contexts?" or "What kind of new pedagogical problems may emerge in networked learning environments?"
  • Specific problems addressed included the following: 1) What is the nature of KB messages produced by the participants? 2) How does the KB represent the model of progressive inquiry? 3) How did the students used the scaffolds provided by the FLE-Tools?
  • During the nine-week course the students posted 125 messages.
  • The postings to the database KB Module constitute the data analyzed in this study. The database material was analyzed with qualitative and quantitative methods in order to evaluate the process of knowledge advancement. The methods applied to analyzing the date aim at providing a richer view on the content and the progression of the discussion (see Chi, 1997).
  • ded to elicit in-depth inquiry
  • The following categories of inquiry scaffolds were also used to analyze how the students categorized their messages: Problem, Working theory, Deepening knowledge, Comment, Metacomment, and Summary (Help has been left out of the analysis because it was not used by the students)
  • To analyze the reliability of segmentation, an independent coder classified approximately 15 percent of the messages. The inter-coder reliability was .91, indicating that the reliability of segmentation was satisfactory.
  • each segment or idea was classified according to five principal "idea categories" identified in the coding process: Problem, Working theory, Scientific explanation, Metacomment, and Quote of another student’s idea. All of the propositions fitted in these five categories of ideas, which were regarded to be mutually exclusive.
  • database was considered to show remarkable connectedness (Hewitt, 1996).
  • FLE-Tools environment was used in a pilot course to facilitate progressive inquiry in university education
  • The students were asked to categorize their posting to the database by using a set of cognitive scaffolds. However, the content analysis indicated that the students' productions often did not correspond with the scaffold they chose. The students showed a bias for selecting a Category of Inquiry
  • A thematic analysis of the discussion suggested that a tutor's "just-in-time" participation could have significantly changed this pattern, judging from the evaluations and reflections of the students.
  • First, although the students were introduced the PI-Mode
  • Second, it is possible that it is not natural for the students to partition their posting in a way that corresponds to the given scaffolds; the students wrote rather long entries (often half a page) in which they set up as well as explained their problems.
  • examination of the database indicated that there was a substantial knowledge-management problem.
  • only the KB module was tested.
  • model of progressive inquiry
  • the students apparently need strong community support that would induce them to participate and guide them in doing so
  • Surpassing ourselves. An inquiry into the nature and implications of expertise. Chicago, IL
  • Matt LeClair on 02 Jun 12
     
    The design of a web-based, networked learning environment, Future Learning Environment Tools (FLE-Tools) embodies a model of progressive inquiry. In this paper, we introduce the progressive inquiry model and describe how different modules FLE-Tools are designed to facilitate participation in this kind of inquiry. Results of a pilot experiment of using FLE-Tools in higher education are presented. The study was based on an analysis of 125 messages posted by thirteen university students to the FLE-Tools database. The results indicated that the course provided positive evidence for an integration of progressive inquiry and online discussion. The pedagogical and design challenges with which we are currently struggling are discussed: the problems of creating a learning community for students collaborating at distance or managing large number of entries in FLE's database.
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