We have experienced many cases where a well designed knowledge sharing and management tool and processes have failed because people believed they were already sharing well enough, that senior managers did not ...
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."
Answers the Question. How do individuals simultaneously desire to fit in terms of being similar to others and be distinctive from others? How it Began. Person-Environment fit has been a subject of increased interest over the ...
7 Ways To Keep Your Employees Happy (And Working Really Hard) Forbes Leonard J. Glick, Professor of management and organizational development at Boston's Northeastern University, teaches the art of motivating employees for a living.
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."
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