This revelation led me to staying open to what would fulfill my need to work collaboratively and be able to help more people in my work life. I’ve had a long, rich (and unusual) career in a number of disciplines unrelated to biology, without ever mapping out my career path in detail. Knowing that I was a “people person” seemed to be one of the keys that helped me to thrive.
Analysis For eLearning Projects: The eLearning Coach: Instructional Design and eLearning. How do you get started with your eLearning (or any instructional design) project? Here is a simple, step-by-step how to to get you off on the right foot when you have to develop an educaitonal program for your organization.
People love to learn by examining visual representations of data. That’s been proven time and time again by the popularity of both infographics and Pinterest. So what if you could make your own infographics? What would you make it of? It’s actually easier than you think… even if you have zero design skills whatsoever.
“So, do you think I can fix him?” asked my client. Her tone was hopeful, eager.
Her face fell as I answered, “No, you can’t fix him. You can help, guide and point the way for him but only he can fix himself.”
Many leaders fall into the quicksand of believing they can fix others. For some, their motivation is a sincere desire to help others be their best. But at the other end of the continuum are those leaders whose “I can fix them” mentality is an ego-centric need to be the hero who saves the day. The ideal position is closer to the middle of this range – a place where leaders embrace their responsibility to develop people yet balance that withtough empathy and a focus on getting the job done.
We fix cars or processes or machines. Leaders don’t fix people; people fix themselves (only if they want to be “fixed”). So, in your quest to be a character-based leader who develops those on her team, how do you get to the sweet spot between caring too much and seeing yourself as the white knight?
By the end of this post, you’ll be ready to start setting up your social media monitoring posts. Within this post I’m going to go through some great social media monitoring tools, how they work and why you might choose to use them. I’ll also provide you with a list of additional social media monitoring tools, both free and paid, that you may want to look into.
The importance of your social media monitoring tools Being set up with social media monitoring tools allows you to continuously monitor the discussions around your brand, while not having to spend every waking moment actually monitoring. Of course if you have a mega brand that gets discussed hundreds or thousands of times each day, then you’ll want to combine these tools (and probably the more advanced paid ones as well) with an actual social media monitoring team. But I’ll be getting more into that in tomorrow’s post.
German nursing homes started a trend that has taken hold of European nursing homes throughout the country: fake bus stops for Alzheimer’s patients.The idea was first tried at Benrath Senior Center in Düsseldorf,...
Of course learning is an enormously complex activity, and this is not the place to outline all of the basic research on learning. We seek only to emphasize that attention to learning styles, for which evidence has not been found, may lead educators to neglect research on learning for which there is solid scientific support.
Leaders go first...Lessons Learned Along the Path of Leadership
By Roy Sheneman, PhD
Recently, I had the opportunity to complete a 4-year odyssey into the depths of leadership development. Along the way, I found many key insights that I thought you might find interesting. The following insights were gleaned from a major research project involving several hundred North American Workers representing numerous industries.
Among the key findings were the following:
During difficult economic times, followers and leaders alike emphasize the importance of production-oriented leadership behaviors. Both groups tend to focus on the nature of the job, rather than the niceties that come with it. In other words, stability is the focus, not so much the pat on the back (although such pats on the back are still appreciated).
The nature of the modern workplace is complicated. It requires leadership that is readily able to adapt to rapidly changing atmospheres and expectations. Leaders would do well to develop a set of skills that would meet such challenges. Reliance on skills developed many years ago without augmenting them with newer approaches to leadership reflecting the changing times may lead to increased levels of frustration and decreased production in the long term.
Workers representing different generations are motivated in different ways. Leaders need to understand this and adjust. Far too many leaders focus on one source of motivation. Research shows that there are several major motivations that must be considered at the individual, team and organizational levels.
These sources include:
1. Money: Many simply want the money. Key lesson for the leader, what you reinforce with money or other recognition tends to be repeated. It worked in kindergarten; it works in the workplace as well.
2. Fun: Where there is enjoyment in the job to be done, motivation increases. Interestingly enough; the more education a person has, the less this motivation shows up. Lesson to the leader; it is good for your followers to laugh once in a while, the social support is vital to your organization’s strength.
3. Personal Reputation: This is powerful across all generations, especially the older generations including the Veterans and Baby Boomers. Lesson to the leader; find ways to recognize your people for the good work they do. Also make work personal, finding ways to connect the workplace to the person through selective branding and other means will pay large dividends. Remember, people need to find purpose in the work itself…their personal reputation depends on this.
4. Personal Challenge: Many people respond to setting and pursuing personal goals. Lesson to the leader; the less educated the follower, the more he or she will respond to setting goals. The wise leader will incorporate this into the workday.
5. Organizational Mission and Vision: Particularly among the lower levels of the organizational structure, the more followers hear about the vision of the organization from their leaders, the more they will buy into it and adjust work behaviors accordingly.
6. Organizational Support: Simply put, the more an organization supports a follower, the more motivated the follower tends to be. Such support may take on many forms including financial, emotional, technological, or physical resource-based support.
Leaders must learn to adapt their leadership style and approaches. Failure to do so may be catastrophic at both the personal and organizational levels.
Leaders need to keep the channels of communication open across the workplace. Talking to everyone in the organization is important. Too often leaders only talk to other leaders at the top of the organizational hierarchy. This is a mistake. In doing so, the leader is unnecessarily distancing himself from his followers creating room for an "us against them" mentality to develop. The antidote, walk around periodically and talk to the people, keeping in touch with them will help motivate and encourage them to continue to do a good job.
As a leader, the move is yours. You must go first and set the tone for how people are to interact. Failure to do so, is simply a failure of leadership.
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