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Rescooped by Deb Nystrom, REVELN from Exposing Corruption, Injustices, & The Good, the Bad & the Ugly
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5 Brain Myths That Won't Go Away, Getting the Facts Right in 2014

5 Brain Myths That Won't Go Away, Getting the Facts Right in 2014 | Agile Learning | Scoop.it

"Scientists are not only far from a comprehensive explanation of how the brain works, they can't even agree on the best way to study it. So it's not surprising that myths and misinformation continue to persist.  Why do we continue to buy into these falsehoods?"
 

Myth: You are either right- or left-brained dominant.

    

"In reality, we are all whole-brain users." said Shelton. "But this myth helps people define their differences, similar to calling someone male or female. So if you define yourself as right-brained, it immediately connects you with a set of predetermined qualities."

     

Other debunked myths in this useful piece:

   

Myth: You only use 10 percent of your brain.

Myth: Alcohol kills brain cells.

Myth: Brain damage is permanent.

Myth: Your IQ is a fixed number.

      

As always in our ScoopIt news, click on the photo or title to see the full Scooped post.

       

Related tools & posts by Deb:

      

              

      

       

  • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.

Via Dana Hoffman
Deb Nystrom, REVELN's insight:

Brain sapping beliefs persist and drain productivity and performance in business and in overall learning.  Check the job descriptions in your organization for words like "must be able to multi-task" and must "manage multiple projects simultaneously." 


Check manufacturing employee schedules for overloaded work-days such 12 hour days 7 days a week.  It's happening in businesses making record profits and NOT hiring temp staff to even out the work load.


At least this good article brings us up to date on brain science.  We have a long way to go.   ~  Deb 

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Rescooped by Deb Nystrom, REVELN from Talent and Performance Development
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What Can Swarms Teach Us About Teams and High Performance?

What Can Swarms Teach Us About Teams and High Performance? | Agile Learning | Scoop.it

"Do you want your organization to behave in a more collaborative way? For better results, try taking some cues from nature."


The notion of “swarming” to assemble a cross-functional or cross-departmental team, could be considered a key factor in an organization’s ability to develop and thrive.


Gartner described a work swarm as a “flurry of collective activity” to deal with non-routine workplace problems or opportunities. Without this option, organizations can fall short in their quest to respond to stressors (or opportunities) in quickly changing internal and external environments.


....Building a pipeline of talent is imperative with swarming – but this should be developed in a manner that is meaningful. Mapping the skills and strengths of potential team players within relevant industries, becomes a critical goal.


Furthermore, teaming applications (like Jostle), can also help document the evolving skill sets of potential contributors.


Related posts by Deb:


    

 3 Success Factors for High Performance Teams, and What Gets In the Way

    

Choices for High Performance Teams, Groups and Psuedo-Teams: Achievement Is How You Say It!

    

Agile Leader Learning for Sustainable Change: Steps through Sharp Rocks

    

Co-Creation in Theory U: Leading from the Future as it Emerges & the Road to Commitment

    
Deb Nystrom, REVELN's insight:

Agile Learning include teams including flexible, adaptable conditions, vs. more rigid hierarchies, that allow teams to develop.  ~  D

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Deb Nystrom, REVELN's curator insight, August 22, 2013 9:47 AM

If you want to jump start an exploration of swarming, look at large group methods  that are swarm friendly, including Open Space Technology - photos here.


Also, this article reminds me of the Membership, Control, Goal simple model that helps create movement & synergy in a team.


I'm encouraged by organizations looking seriously into swarming support and creating more  permeable boundaries around formerly rigid roles.   ~  Deb

Deb Nystrom, REVELN's curator insight, November 7, 2013 11:07 AM

A post that gathered interest  right away on the Talent and Performance Development curation stream.  Note the key aspect, "non-routine" workplace problems or opportunities. "


Don't we all have these?  Are we ready to respond to non-standard events, "anti-fragile?"


From  Talent and Performance Development, which also features recent articles on performance metrics and management (reinvention.)

~  Deb 

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On-demand Personalized Learning, Strategic and Agile

On-demand Personalized Learning, Strategic and Agile | Agile Learning | Scoop.it

Training content is moving beyond large courses, to semantically rich nuggets of information. Developers have created a whole host of specialized, next-generation performance-support apps that deliver personalized, bite-sized learning to employees at the moment-of-need on the device of their choice. But getting there is not easy.

by Dawn  Poulos : Learning Solutions Magazine


Related posts by Deb:


Choices for High Performance Teams, Groups and Psuedo-Teams: Achievement Is How You Say It!

    

Messing up a Change Implementation with Someone Else’s Learning Culture?

   

Agile Leader Learning for Sustainable Change: Steps through Sharp Rocks

Deb Nystrom, REVELN's insight:

Useful perspective on customized, personalized learning > trend watch useful.  ~  Deb

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Scooped by Deb Nystrom, REVELN
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Summer Reads ~ Book List

Summer Reads ~ Book List | Agile Learning | Scoop.it

For those interested in this curator's fave books for inspired business & life:


Categories:


  • Performance
  • Planned Change
  • Disruptive, Unplanned Change
  • Strategy
  • Brain Function and Development


Deb Nystrom, REVELN's insight:

Adaptation, connection and agility are the key themes.  ~  Deb

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