Chunks, bits and short modules make learning more manageable and easier to integrate into long-term memory. Long classroom or web-based training courses may accomplish the function of training, but rarely achieve desired retention rates. Instead of just dumping information on the learner, employees are expecting the content to be easy to find, relevant and digestible in the way their brains process information.
Margaret Driscoll, Learning Organization Librarian's insight:
"The annual Top 100 Tools for Learning survey (now in its 7th year) also shows that people are increasingly using social tools for their own professional learning, e.g. They are using social networks to build a trusted network of friends and colleagues (often referred to as a Personal Learning Network or PLN) where they can ask and answer questions of one another, exchange resources and ideas, brainstorm and solve problems, keep up to date with they are doing, as well as learn from one another – often without realising it They are using social tools to “learn the new” and keep up with what is happening in their industry and profession. They are using social tools to find immediate solutions to their everyday performance problems. They are using social tools to participate in wider open educational opportunities online, e.g. MOOCs (Massive Open Online Courses). They are using social tools to share what they find, learn and create and know with others."
Being The Best Isn't About Knowing The Most Forbes When an individual believes they know all the answers, they shut themselves down from the possibility that there is more they might learn on a subject.
Business Insider The Next Generation Of Tools Will Make Us Constantly Productive Business Insider What is going on is nothing short of a broad disruption—even winning organizations face an innovator's dilemma in how to develop new products and...
If you look closely at people who are succeeding in this new digital world of work, you’ll notice they have something in common: they’re fast learners and they’re willing to adapt. If you want to grow as a person and a worker and if you want to gain skills that will help you take that next step in your career, you’ll probably have to learn those skills on your own.
In the post-recession workplace, your company probably isn’t going to send you to a conference so you can learn that new skill that will make you an even more valuable employee … Your boss probably doesn’t have time to hold your hand as you figure out how to use a new tool that will make your team more efficient. And it’s unlikely you’ll be encouraged to spend your workday focusing on forward-looking, innovative projects that will really help you grow.
By David Gurteen: "Many years ago when I worked at Lotus Development we had a similar yearly review system to the one described in this article The Poisonous Employee-Ranking System That Helps Explain Microsoft's Decline. I hated it then, mainly as it was gamed, long before I fully realised the consequences and its impact on knowledge sharing and collaborative behaviours. " Use of Deming's [...] fourteen key principles for management for transforming business effectiveness. Read more: http://www.gurteen.com/gurteen/gurteen.nsf/id/poisonous-employee-ranking-system?open
'Continuous Productivity' and the Next Generation of Work and Tools For Work LinkedIn Today Rather than feeling like you're on call all the time waiting for progress or waiting on some person or event, you can simply be more effective as an...
Can kindness be built as an organizational practice? We believe it can, and it starts with building empathy. When we have empathy, we understand, respect, and value others’ perspective. As leaders, we can cultivate empathy in our organizations by bringing people together in a respectful dialogue to share ideas and solve problems together.
"Many of us don’t value taking the time for intentional learning within our organizations. We are so focused on getting things done, checking it off the to do list and the forward momentum that it requires, that we miss an important opportunity to hit the pause button, reflect, and improve process. Being intentional about learning can also help an organization scale effectively."
Fewer and fewer jobs can be done without technology. Our increasingly sophisticated technologies enable our enhanced minds to do many previously impossible things, such as mass individualization, and quickly connecting and combining ideas from humans around the world.
Digital badges can help students pursue personal learning pathways and provide a standardized platform for learners to demonstrate their accomplishments, according to a new report from the Alliance for Excellent Education and the Mozilla Foundation.
The report, "Expanding Education and Workforce Opportunities Through Digital Badges," examines how digital badges can be used to improve student learning and outcomes. It explains what digital badges are and how they work, provides examples of digital badges that have already been implemented, and speculates on the future of the system.
According to the report, digital badges are "credentials that represent skills, interests, and achievements earned by an individual through specific projects, programs, courses, and other activities." They provide a digital hyperlink to information about the badge's associated skills and the projects or tasks the badge holder has completed to earn it.
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