Douglas K. Smith (author of The Wisdom of Teams) writes in the Forward to the book, Creating a Learning Culture: Strategy, Technology, and Practice: Today, you cannot avoid human questions like these: What must I learn next?
What Self-Learning is and how it contributes to Evolution of Companies’ Culture The self-learning is a process that takes place every time we process information received from outside (what we read, we do, see and hear) through our knowledge and...
We look to our leaders to enable us to get things done. We look to them for vision and inspiration, but we also want leaders who make progress and get our organization to the place where the vision becomes reality. What sometimes gets overlooked is the need to create a workplace where people want to be while all the work is getting done.
Ready for a change? These well-researched (and heartfelt) talks offer ideas and inspiration for all aspects of your life, from creativity to vulnerability, from competitive sports to collaborative games.
Daniel Goleman, in his article “Leadership That Gets Results”, has identified six different leadership styles, and he believes that good leaders will adopt one of these six styles to meet the needs of different situations.
None of the six leadership styles by Daniel Goleman are right or wrong – each may be appropriate depending on the specific context. Whilst one of the more empathetic styles is most likely to be needed to build long-term commitment, there will be occasions when a commanding style may need to be called upon, for example, when a rapid and decisive response is required.
Since the mid-2000s, organizational change management and transformation have become permanent features of the business landscape. Vast new markets and labor pools have opened up, innovative technologies have put once-powerful business models on the chopping block, and capital flows and investor demand have become less predictable. To meet these challenges, firms have become more sophisticated in the best practices for organizational change management. They are far more sensitive to and more keenly aware of the role that culture plays. They’ve also had to get much better on their follow-through.
Sloan Goes Online Inside Higher Ed The Sloan Consortium is shedding the name of its original benefactor to become the Online Learning Consortium, the last step in a 22-year-long journey to break off on its own.
Fast Company 3 Ways To Take Your Company Mission Statement From Words To Actions Fast Company But why limit knowledge sharing to Widen? Some of our developers also joined a Meetup group called MadJS, which has over 550 members in Madison, Wisconsin.
So call this a SOYALA (Son of Yet Another List Article) wherein I explain, point by point, how New Learning is different from the way our parents did it (indented quotes are from the original Heick article).