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By Luis Suarez February 21, 2014 in CMS Wire Here we are, 2014 and still wondering what the future of collaboration is - as if we didn't know already. Despite all efforts to trump it or get rid of it altogether in favor of other noble concepts like cooperation, the hard truth is that collaboration has always been here. And it will continue to be here for many years to come. It's a human trait. It's our capability of getting work done together. Effectively. So why is it that even today we are still questioning its inherent value within the business world? Is it because of technology? Or certain business processes? Maybe it's the people after all? In reality, it's none of these. It's because of Human Resources and its inability to get it right by empowering knowledge workers to excel at what they already do: collaborate sharing their knowledge more openly and transparently.

Written by Peggy Troyer, MSLOC Alumna March 18, 2014 "One of my responsibilities, as my company's Human Resource Partner, is to help managers make the right decisions on how they should reward their employees during our annual compensation review cycle. Over the years, a common assumption my managers may come to me for advice is, "How could anyone stay motivated to work if I don't give them a raise? Everyone must get something or they will surely leave." Is there more to a job than just money? Lately the people who have been awarded 5-8% pay increases have been the ones to leave our organization. In one recent exit interview, a high-performing employee said, "For some reason, I get paid exceedingly well for what I do, and though it was nice, I just didn't understand why the company won't use the money to hire more help." Interestingly, why do people still make the decision to stay with an organization after receiving no increase, while others leave after receiving an 11% increase in compensation and rave reviews?"

Using meditation in the classroom to improve focus. Summarizes research on multi-tasking with technology. Includes reading recommendations.

Gallup Business Journal by Robyn Reilly January 7, 2014 Only 13% of employees worldwide are engaged at work. Managers everywhere can help solve this problem -- and reap the benefits of higher employee engagement. Shared by Sonya Perez-Lauterbach, MSLOC student via Twitter

By Aliah D. Wright in SHRM MSLOC alumnus, Judah Kurtz, is quoted in this article. Embrace the Inevitable For any of this to work, companies are going to have to take a leap of faith and embrace working in new ways. "To communicate more extensively and effectively, embracing technology inside the enterprise to leverage that is going to become that much more essential," said Judah Kurtz, senior manager of the talent solutions practice and an executive coach in the executive coaching practice at BPI group in Chicago. "If you can understand the knowledge and expertise of people throughout the organization … [they] are the ones who are going to be able to share information and documents and best practices and data or whatever ends up becoming an opportunity for us to have this back-and-forth dialogue," he said. Experts say that's when the real benefits begin.

By Robyn Clark and Judah Kurtz (MSLOC alumnus) January 15, 2014 Coaching is a proven, effective tool for helping leaders to create a culture that fosters higher employee performance, increased engagement and retention, and enhanced business results."

Written by MSLOC alumna Tracey Wik May 28, 2014 Using the language of business - standardized processes, measures and reporting - will go a long way to transform management of learning functions.