#HR #RRHH Making love and making personal #branding #leadership
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#HR #RRHH Making love and making personal #branding #leadership
Leadership, HR, Human Resources, Recursos Humanos, aptitudes and personal branding.May be you can find in there some spanish links.
Curated by Ricard Lloria
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How can CommLab India’s Training Help Transform Compliance Training?

How can CommLab India’s Training Help Transform Compliance Training? | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
Discover how CommLab India revolutionizes Compliance Training! Our immersive programs tackle challenges, ensuring a safe work environment tailored to your needs. Stay ahead with refreshers and Affectus LMS for easy certificate management. Make compliance training engaging and effective!

Explore More: https://www.commlabindia.com/

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Let’s talk Content & Courses with Don Spear, CEO, OpenSesame, Andrew Barnes,CEO, GO1, Laura Baldwin, President, O’Reilly Media

Let’s talk Content & Courses with Don Spear, CEO, OpenSesame, Andrew Barnes,CEO, GO1, Laura Baldwin, President, O’Reilly Media | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
Exclusive interview with Don Spear, CEO of OpenSesame; Andrew Barnes, CEO and Co-Founder of GO1; and Laura Baldwin, President of O'Reilly Media; Covers content/courses in the e-learning market.

Via Marta Torán
Marta Torán's curator insight, August 25, 2022 2:26 AM

Interesante conversación sobre contenidos, tendencias, eLearning->

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Menos tiempo, más calidad: Cómo maximizar las experiencias de aprendizaje en su empresa. #elearning #formación

Menos tiempo, más calidad: Cómo maximizar las experiencias de aprendizaje en su empresa. #elearning #formación | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
Con solo 25 minutos por semana de tiempo disponible para aprender, ¿cómo los departamentos de capacitación y desarrollo pueden maximizar este tiempo para capacitar a sus colaboradores de la forma más eficiente?

Via Juan Jesús Baño Egea
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Cómo hacer para que el aprendizaje sea una prioridad para su empresa y para sus empleados.

Cómo hacer para que el aprendizaje sea una prioridad para su empresa y para sus empleados. | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
Las empresas que no adopten nuevos modelos y paradigmas para fomentar el aprendizaje continuo en estos tiempos tendrán dificultades para triunfar.

Via Juan Jesús Baño Egea
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How To Train Yourself To Take Feedback Well

How To Train Yourself To Take Feedback Well | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

With all the “be your best self now!” hullabaloo, we can get overwhelmed with what we think we should be doing. We can drive ourselves crazy thinking about all the things we could do to make ourselves smarter, stronger, better. Not long ago, I actually found myself surrounded by whiteboards sketching out all of my self-improvement plans for the year, kanban board style.

 

And while goals and growth plans are great, sometimes the best ideas for change come from an awareness outside of ourselves. I know, it sounds weird to hear a leadership coach telling you to look for something outside of yourself. I’m all about tuning into that courageous and all-knowing voice who can tout your fabulousness–it’s good stuff. But let’s get real: Sometimes the only way to get perspective about what needs to change comes from an outside perspective. Yes, believe it or not, there is often a gap between who we desire and think we are presenting to the world, and the way others see us.

 

Turns out that when you ask the people around you–the ones who see you in action every day and are impacted by the choices you make–where you can grow, their ideas might be a little different than your own.


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The Learning Factor's curator insight, March 21, 2018 5:56 PM

Receiving feedback is hard. Here are some tips on how you can be better at it.

Thiranya Ravi's curator insight, March 22, 2018 7:41 AM
Every woman likes to support her husband to face his financial status by working at home in her spare time. 
Get some jobs https://goo.gl/vMRkLG here which you can do at your house in your spare time. 
Select a job which suits you and starts earning money on online.
 
CCM Consultancy's curator insight, March 26, 2018 1:40 AM

The truth is, we can’t always control the feedback we receive; we can only control how we choose to accept and use it. And learning how to use it wisely can be a game changer.

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How To Stay Focused When You Have A Flexible Schedule

How To Stay Focused When You Have A Flexible Schedule | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Ah, autonomy. Isn’t it grand? No defined time when you have to arrive at the office. No guilt over having to leave early for your kid’s recital. And if you’re not feeling well or the roads are bad, no problem–just work from home.

 

But is it ever really that simple? After all, other things become more salient when you’re working from home, like that pile of laundry that needs to get done, or a plethora of mindless daytime TV viewing options. That’s one issue with autonomy–it’s entirely up to you to get your stuff done. You have to set your own deadlines and hold yourself accountable to deliverables, because no one is looking over your shoulder.

 

Perhaps it’s a mixed blessing. According to the National Workplace Flexibility Study, 98% of managers who implement a flexible work schedule see no negative drawbacks. Rather, they see results like better communication, interaction, and productivity. So, it’s not that simple–managing a flexible schedule requires a strong balance of managerial trust and personal accountability.

 

But what does the latter look like? How can you still manage to get stuff done with the boundaries that many of us became accustomed to before we had this kind of autonomy? As it turns out, it’s more than possible–and we’ve got a few tips.


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The Learning Factor's curator insight, March 18, 2018 6:02 PM

It can be harder to stay productive when you work your own hours, so it’s up to you to set boundaries that allow you to do your best work.

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Forget Schmoozing, Here’s How To Get Influential People’s Attention

Forget Schmoozing, Here’s How To Get Influential People’s Attention | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

You probably know that powerful people receive dozens, if not hundreds, of unsolicited requests every day. And at networking events or speaking engagements, the most influential folks in the room usually have to fight back a scrum of people hoping to get a word in or hand off a business card. To get on their radar, you have to do more than cold email and hope for the best, or push your way to the front of the line at industry mixers.

 

The better way to connect with superstars isn’t to get in front of them and ask them for things. As Duke University professor and author Dorie Clark put it, “The world is competing for the attention of the most successful people,” she wrote for Harvard Business Review. “If you want to meet them–and break through and build a lasting connection–the best strategy is to make them come to you.” Here are a few ways to do that.


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The Learning Factor's curator insight, March 13, 2018 5:39 PM

Small talk and cold emailing will only take you so far, but these five tactics can get you noticed—and remembered—for all the right reasons.

CCM Consultancy's curator insight, March 18, 2018 2:10 AM

The better way to connect with superstars isn’t to get in front of them and ask them for things. If you want to meet them–and break through and build a lasting connection–the best strategy is to make them come to you.” Here are a few ways to do that.

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Create a Growth Culture, Not a Performance-Obsessed One

Create a Growth Culture, Not a Performance-Obsessed One | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Here’s the dilemma: In a competitive, complex, and volatile business environment, companies need more from their employees than ever. But the same forces rocking businesses are also overwhelming employees, driving up their fear, and compromising their capacity.

 

It’s no wonder that so many C-Suite leaders are focused on how to build higher performance cultures.  The irony, we’ve found, is that building a culture focused on performance may not be the best, healthiest, or most sustainable way to fuel results. Instead, it may be more effective to focus on creating a culture of growth.

 

A culture is simply the collection of beliefs on which people build their behavior. Learning organizations – Peter Senge’s term — classically focus on intellectually oriented issues such as knowledge and expertise.  That’s plainly critical, but a true growth culture also focuses on deeper issues connected to how people feel, and how they behave as a result. In a growth culture, people build their capacity to see through blind spots; acknowledge insecurities and shortcomings rather than unconsciously acting them out; and spend less energy defending their personal value so they have more energy available to create external value. How people feel – and make other people feel — becomes as important as how much they know.

 

Building a growth culture, we’ve found, requires a blend of individual and organizational components:

 

An environment that feels safe, fueled first by top by leaders willing to role model vulnerability and take personal responsibility for their shortcomings and missteps.A focus on continuous learning through inquiry, curiosity and transparency, in place of judgment, certainty and self-protection.Time-limited, manageable experiments with new behaviors in order to test our unconscious assumption that changing the status quo is dangerous and likely to have negative consequences.Continuous feedback – up, down and across the organization – grounded in a shared commitment to helping each other grow and get better.
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The Learning Factor's curator insight, March 8, 2018 4:48 PM

You need four things to do it.

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Lessons From Social Psychology To Apply In The Workplace

Lessons From Social Psychology To Apply In The Workplace | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Running a successful organization requires lots of moving pieces running smoothly in tandem. At the heart of every organization are people just like you and me, whose performance can be influenced in a positive direction. Recently, companies like Google and Facebook have been redefining the standards of workplace culture, and in turn seeing improvements in employee satisfaction and company performance. Now, your company might not be large enough to have a dedicated HR (or “People Ops”) department, but there are some exciting takeaways from social psychology that you can apply to benefit your business.

 

Reciprocity Principle

Reciprocity is one of the famous “Six Principles of Persuasion” defined in Robert B. Cialdini, Ph.D.'s book, Influence: The Psychology of Persuasion. The idea is that we feel pressure to repay others for what they have given us or done for us. We often even give back more than we were initially given to minimize any guilt associated with the initial favor.

 

Founders and CEOs can use this to their advantage. Internally, this can help improve or repair work relationships, win over co-workers and build consensus. As Dr. Cialdini writes, reciprocity is so powerful that it can overcome feelings of suspicion or dislike toward the person who gives the gift or favor. As a small business owner, how about giving gifts or bonuses on holidays or birthdays? You could also offer to bring back coffee for the office or surprise your colleagues with breakfast or lunch. A kind gesture can go a long way.

 

Outside the office, the reciprocity principle can help you succeed in negotiations, build valuable business partnerships and win over investors — or even customers! When we launched our product and were at our first trade show full of retail managers and buyers, we realized that people only stopped at our booth if we handed them a free sample. So we handed samples to everyone who walked by! In turn, they stopped, listened to our pitch, and 99% of the time they placed an order for their store. In those first few hours, we sold over 100 cases into 100 new stores.


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The Learning Factor's curator insight, March 6, 2018 4:18 PM

Using the tools of social psychology can encourage personal and organizational success.

Dr. Helen Teague's curator insight, March 6, 2018 4:56 PM
From original scoop: "Running a successful organization requires lots of moving pieces running smoothly in tandem. At the heart of every organization are people just like you and me, whose performance can be influenced in a positive direction. Recently, companies like Google and Facebook have been redefining the standards of workplace culture, and in turn seeing improvements in employee satisfaction and company performance. Now, your company might not be large enough to have a dedicated HR (or “People Ops”) department, but there are some exciting takeaways from social psychology that you can apply to benefit your business. Reciprocity Principle Reciprocity is one of the famous “Six Principles of Persuasion” defined in Robert B. Cialdini, Ph.D.'s book, Influence: The Psychology of Persuasion. The idea is that we feel pressure to repay others for what they have given us or done for us. We often even give back more than we were initially given to minimize any guilt associated with the initial favor. Founders and CEOs can use this to their advantage. Internally, this can help improve or repair work relationships, win over co-workers and build consensus. As Dr. Cialdini writes, reciprocity is so powerful that it can overcome feelings of suspicion or dislike toward the person who gives the gift or favor. As a small business owner, how about giving gifts or bonuses on holidays or birthdays? You could also offer to bring back coffee for the office or surprise your colleagues with breakfast or lunch. A kind gesture can go a long way. Outside the office, the reciprocity principle can help you succeed in negotiations, build valuable business partnerships and win over investors — or even customers! When we launched our product and were at our first trade show full of retail managers and buyers, we realized that people only stopped at our booth if we handed them a free sample. So we handed samples to everyone who walked by! In turn, they stopped, listened to our pitch, and 99% of the time they placed an order for their store. In those first few hours, we sold over 100 cases into 100 new stores."
CCM Consultancy's curator insight, March 11, 2018 12:34 AM

Reciprocity is one of the famous “Six Principles of Persuasion” defined in Robert B. Cialdini, Ph.D.'s book, Influence: The Psychology of Persuasion. The idea is that we feel pressure to repay others for what they have given us or done for us. We often even give back more than we were initially given to minimize any guilt associated with the initial favor.

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6 Morning Habits (That Aren’t Meditation) That Help You Focus All Day

6 Morning Habits (That Aren’t Meditation) That Help You Focus All Day | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

You’ve probably experienced the frustration of being distracted at work. Perhaps you were pulled into a never-ending Slack discussion, and when it finally ended you struggled to focus on the task you were working on. Or a coworker criticized you, and now you can’t stop replaying his comments in your head.

 

It’s totally normal to lose focus after a period of time (which is why you should be taking regular breaks). But if you find yourself easily distracted throughout the day, you might want to consider tweaking some of your morning habits. They probably won’t eliminate all distractions, but you’ll at least start your workday strong building a good foundation for the rest of the day.


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Kim Colwell's curator insight, March 4, 2018 6:18 PM
6 Morning Habits - very interesting!  I've never considered a couple of them.  The "Eat a Different Frog" is one of them.  I like the walking in the morning, although a really difficult one for me to do, while I'm a morning person the thought of walking in the rain really early in the morning is not appealing. The cold shower suggesting, hmmm, I may go for lukewarm perhaps that will help. 

 
Edwina Cooksley's curator insight, March 4, 2018 10:09 PM

Everyone wants to be more productive. For me, morning habits are the most adaptable and useful habits to focus on.

Best Blog Scoops's curator insight, March 5, 2018 8:14 PM

You’ve probably experienced the frustration of being distracted at work. Perhaps you were pulled into a never-ending Slack discussion, and when it finally ended you struggled to focus on the task you were working on. Or a coworker criticized you, and now you can’t stop replaying his comments in your head.

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Stop Giving Meaningless Compliments And Do This Instead

Stop Giving Meaningless Compliments And Do This Instead | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

You’ve probably been taught that giving compliments build relationships. In the self-help classic How to Win Friends and Influence People, Dale Carnegie stressed the importance of “giving sincere and honest appreciation” to others in life and work. He’s not wrong, but the thing is that showing real appreciation is difficult to do.

 

How many times has someone given you a “compliment” and you just know they’re trying to get something from you? Compliments can easily veer into flattery and feel insincere, leaving the recipient wondering about the giver’s hidden agenda.

 

Here’s what it takes to avoid all that–it’s easier than you think.


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The Learning Factor's curator insight, March 1, 2018 5:26 PM

There’s a difference between a “compliment” and an “acknowledgement,” and it sometimes comes down to a single word.

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Thanks, Robots! Now These Four Non-Tech Job Skills Are In Demand

Thanks, Robots! Now These Four Non-Tech Job Skills Are In Demand | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Automation isn’t a simple struggle between people and technology, with the two sides competing for jobs. The more we rely on robots, artificial intelligence (AI), and machine learning, the clearer it’s become just how much we need social scientists and humanities experts–not the reverse.

 

These four skills in particular are all unique to us humans, and will arguably rise in value in the coming years, as more and more companies realize they need the best of both worlds to unleash the potential from both humans and machines.

 

AI and machine learning are extremely useful for solving straightforward, predictable problems and finding patterns no human would ever be able to spot in big data pools. But they’re less helpful in sussing out issues where it’s not a given what the problem actually consists of.

 

Say a patient gradually stops taking her medication, and an algorithm picks up on that fall-off early on. That’s great, but you still need a human being to ask why and contextualize the reasons–with a full understanding of what it means to live with chronic illness. For instance, is the patient simply forgetting to take her medication, or actively choosing not to? Is there an alternative remedy that suits the patient’s priorities and lifestyle?


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The Learning Factor's curator insight, February 25, 2018 5:45 PM

The more we rely on AI and machine learning, the more work we need social scientists and humanities experts to do.

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Emotionally Intelligent Ways To Express These 5 Feelings At Work

Emotionally Intelligent Ways To Express These 5 Feelings At Work | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

You’ve heard by now that you need to be “transparent” and “authentic” and to “bring your whole self” to work. More often than not, these phrases are shorthand for expressing your feelings. But while it’s true that you need an emotionally intelligent approach both to build a great work culture and to advance your own career, there’s more to it than just wearing your feelings on your sleeve.

 

Showing emotional savvy isn’t only about candor, though that’s certainly part of it. Properly channeling your emotions in the workplace is a powerful leadership skill. With that in mind, here’s how to calibrate and convey five of the most common emotions you’re likely to experience at work.


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CCM Consultancy's curator insight, February 19, 2018 12:38 AM

When your fear stems from confronting a higher-up, remember that title and rank don’t define leadership. The more you speak up and show confidence in the face of authority, the more leadership you’ll be able to project despite your underlying nervousness.

Graphics Design's curator insight, February 19, 2018 5:19 AM

Are despite everything you Confused on the choosing the best Custom Brochure Design Company ..? Kool Design Maker is a standout amongst other Brochure Design Company Which gave you the Custom Brochure Design Services at shabby and reasonable rates with 100% fulfillment

Jerry Busone's curator insight, March 2, 2018 7:34 AM

Hot topic these days and without a doubt high EQ moves the needle on more ways than one in every organization 

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eLearning Assessments: How does AI Enhance it?

eLearning Assessments: How does AI Enhance it? | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

AI in eLearning assessments can streamline grading processes, offer personalized feedback, and even adapt learning paths based on individual performance.


Via CommLab India, juandoming
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La importancia del eLearning y el éxito de las estrategias de transformación digital

La importancia del eLearning y el éxito de las estrategias de transformación digital | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

La transformación digital es una estrategia crucial para cada vez más empresas, y es esencial si se quiere seguir siendo competitivo en unos mercados cada vez más desafiantes y satisfacer las crecientes expectativas de los clientes. El eLearning puede ayudar a que estas iniciativas avancen de la forma más fluida posible.  


Via Marta Torán
Marta Torán's curator insight, July 6, 2022 2:27 AM

El eLearning como aliado de la transformación digital->

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Del #eLearning al x-Learning: 3 consejos para diseñar experiencias de aprendizaje en su empresa

Del #eLearning al x-Learning: 3 consejos para diseñar experiencias de aprendizaje en su empresa | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
De eLearning a xlearning: Actualice y adapte su empresa a los nuevos tiempos para que sus colaboradores aprendan de forma efectiva.

Via Juan Jesús Baño Egea
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Se busca profesional eLearning [2018]

Se busca profesional eLearning [2018] | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
Guía de competencias a desarrollar para convertirse en el perfil de profesional eLearning que se demanda en el año 2018.

Via Marta Torán
Marta Torán's curator insight, April 2, 2018 2:59 PM

Azahara García revisa las competencias del profesional del eLearning. Muy bueno

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This Is How To Make A Team Brainstorming Session Effective

This Is How To Make A Team Brainstorming Session Effective | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

If you want to hold brainstorms that unearth better, more creative ideas, it all starts with the number of people in the room.

 

That’s my first tip for you: Follow the “pizza rule” for brainstorming. If you’re unfamiliar with the “pizza rule,” it’s the idea that if you have more people in a room than you could feed with a pizza, there are too many people in that room to hold a productive meeting.

 

The same rule goes for a brainstorming session: If you’ve got a dozen people sitting around a table, expect a really long list of truly mediocre ideas.

 

So, what else can you do other than bribe a group of two to six people with pizza to unearth good ideas? So glad you asked.


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ebohemians's comment, March 21, 2018 5:10 AM
Thanks
Andrea Ross's curator insight, March 27, 2018 6:21 AM

As a High D/I on the DiSC model I've always loved a good brainstorming session. Nice little article to get you thinking and perhaps change things up a little in the boardroom. Also check out Edward De Bono's 6 Thinking Hats book - fast and effective way to problem solve involving brainstorming that you might also like to read. Have a great week ahead. 

CCM Consultancy's curator insight, April 1, 2018 2:33 AM

Squashing bad ideas could lead people to fear speaking up, missing out on good ideas as a result. But if you’re giving every idea equal due regardless of merit, then you get off-track real fast and end up down a bad idea rabbit hole.

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5 Reasons to Use MicroLearning

5 Reasons to Use MicroLearning | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

MicroLearning is a form of learning that delivers key concepts in as short an amount of time as possible. It is a short, sharp, just-in-time snippet. I like to think of microLearning as 'short enough to watch standing up on the job'. It's when you need a quick tip, brush up on a specific skill or have a moment to learn about new product between customers.

 

What are the 5 advantages of microLearning?

1.   Timely Learning.

The greatest advantage of microLearning is time. Imagine a manager racing through their day. They have a performance management meeting with an employee but have not had the time to read up on the correct procedure to follow. Or a railway engineer arriving at a broken down train and the broken axle is something he hasn't unbolted for 12 months. Neither of them have the time to scroll through three layers on the company's Intranet, find the LMS, log on and watch the 20-minute module. 

 

What they want is to go to their phone, open an App, and BAM! There is the 3-minute microLearning video. It's all about timely learning.

2.   Speed to Market.

One of our clients is a global Japanese car manufacturer. They require an eLearning module for every new model released. They don't have months to plan for product training. They need learning NOW! What companies require is microLearning with rapid development that matches their timeline for product delivery.

3.   Expiry Date

Learning's expiry date is faster than ever. It used to be that a learning program would last a few years before it needs refreshing but with changing products, people and systems, learning is being discarded faster and needs to be produced cheaply, yet with quality. MicroLearning is a cost effective and fast way to develop training content, making it a win/win for the companies and the learners.

4.   Pictures are powerful

Around 70% of millennials visit YouTube monthly. It is a large part of their life so it seems obvious that we should adapt learning to what they are familiar with. When millennials need to learn something, they watch a 2 minute YouTube video.

Research teaches us that if you hear something, after 3 days, you would have only retained 10% of what you learnt. If you then add a picture to that, retention increases to 65% - that's 6 times better! Using video in MicroLearning makes it stick. Our brain links what we hear to a picture and retention is greater.

5.   Mobile

One of our Pharma clients is investing in Asia. The people they are training in Asia have limited access to computers, but they all have smartphones. How do they train them? MicroLearning. They make it engaging, enjoyable, entertaining and most of all mobile compatible. The training is mobile, so that they can watch it standing up on the job, or sitting on the bus or train.

 

MicroLearning is certainly leading the way in creating new and exciting learning content, whilst making the process easier for both the companies and their employees. Send me a message if you'd like to find out more on our microLearning offering and what we can offer.

 

Chris Gaborit is managing director of The Learning Factor, an eLearning company who loves technology linked to learning. Follow him here on Linkedin, on Twitter @droneservicesAU and Instagram @idronefoto


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Karine Fabiani-Lugez's curator insight, March 14, 2018 10:11 AM
Le leanring entre dans le quotidien avec le microlearning
Jean-Guy Frenette's curator insight, March 16, 2018 7:46 PM
PDGMan
Jerry Busone's curator insight, March 18, 2018 10:01 AM

That leader channel Im looking to deliver is closer than I think ... Micro learning is a key feature to set up and reinforce your core skills ...make them handy for associates to get to and keep them short... very short.

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8 Easy Workspace Fixes to Improve Productivity, Mood, Creativity, and Health

8 Easy Workspace Fixes to Improve Productivity, Mood, Creativity, and Health | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Yesterday I walked into my home office and examined the space from a fresh perspective. It hasn't had a facelift in about ten years and I've hardly noticed its dingy appearance. Don't get me wrong, I love my office but it's simply out of date and no longer reflects my personality. It's time for a change.

 

Approaching the challenge like any diligent, problem-solving coach, I did my research. What does science say about an office space that boosts energy, creativity, and productivity, all while projecting a safe, calm feeling for clients? Yes, it's possible, and you can do it all on your own. Here's what I've learned.

1. Use color, but not just any color.

Color psychology studies (and there are many) reveal changes in the body and brain when people view certain colors. These changes influence productivity, creativity, health, stress levels, focus, communication, and emotions. That's some powerful influence!

 

Color psychologist Angela Wright explains the phenomenon this way: "Color travels to us on wavelengths of photons from the sun. Those are converted into electrical impulses that pass to the part of the brain known as the hypothalamus, which governs our endocrine system and hormones, and much of our activity."

 

First decide what's most important about how color affects you, your employees, and your visitors. In an interview with Chris Bailey, Wright offered this simple breakdown of the effects of color on the mind: "The four psychological primaries are: red, blue, yellow, and green. And they affect the body (red), the mind (blue), the emotions, the ego, and self-confidence (yellow), and the essential balance between the mind, the body, and the emotions (green)." But it's not that simple. Bailey nicely breaks down the process of choosing just the right color in this article.


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CCM Consultancy's curator insight, March 12, 2018 1:39 AM

Color psychology studies (and there are many) reveal changes in the body and brain when people view certain colors. These changes influence performance, creativity, health, stress levels, focus, communication, and emotions. That's some powerful influence!

Martin Mekatrig's curator insight, March 13, 2018 11:58 AM
Use Spring cleaning to do more than giving your workspace a good dusting, throwing out piles of no longer relevant printouts and magazines,  and fishing out those chocolate wrappers, forgotten coffee mugs and apple cores.

Why not give it a fresh makeover, a change of color, a little rearranging, update the wall decor.
Fresh surroundings = fresh outlook = fresh ideas = fresh business.

You'll feel better and perform better.

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Stephen Rose's curator insight, March 15, 2018 11:53 AM
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Why You Should Start Some Goals In The Middle

Why You Should Start Some Goals In The Middle | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Traditional goal setting focuses on the beginning and the end—start strong and keep your eye on the prize. Unfortunately, that process doesn’t work for every kind of goal, says Scott Young, author of How to Change a Habit.

 

“A lot has been taught around the classic self-help style of Zig Ziglar or Tony Robbins where you have a clear goal, you visualize it, write it down, and focus on the starting point,” says Young, cofounder of the career development course Top Performer. “Some goals, though, aren’t clearly sequential.”

 

The middle can and should be your starting point when you’re setting a goal where you’re unclear of the level you can achieve within a particular timeframe. This is especially the case with daunting, unfamiliar goals where you don’t yet have a strong sense of the big picture.


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The Learning Factor's curator insight, March 6, 2018 4:28 PM

Some goals aren’t clearly sequential. Here’s the case for rethinking your approach.

Dr. Helen Teague's curator insight, March 6, 2018 4:55 PM
From the original scoop: "Traditional goal setting focuses on the beginning and the end—start strong and keep your eye on the prize. Unfortunately, that process doesn’t work for every kind of goal, says Scott Young, author of How to Change a Habit. “A lot has been taught around the classic self-help style of Zig Ziglar or Tony Robbins where you have a clear goal, you visualize it, write it down, and focus on the starting point,” says Young, cofounder of the career development course Top Performer. “Some goals, though, aren’t clearly sequential.” The middle can and should be your starting point when you’re setting a goal where you’re unclear of the level you can achieve within a particular timeframe. This is especially the case with daunting, unfamiliar goals where you don’t yet have a strong sense of the big picture."
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Leaders From LinkedIn, Amazon, and Tesla Say These Are the 5 Trends Shaping Talent Development

Leaders From LinkedIn, Amazon, and Tesla Say These Are the 5 Trends Shaping Talent Development | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

While it's relatively easy for competitors to implement technology similar to yours, duplicate your strategy, and even mimic your culture, they can't clone your people. That's why most organizations agree talent is a top priority. At the end of the day, people are your truest form of sustainable competitive advantage. 

 

To expand the capabilities of their best asset, most organizations invest in some form of continued development. Research from the Brandon Hall Group revealed the average training budget for large organizations hovers around $13 million. Also, out of all the delivery mediums available (i.e., mobile apps, simulations, and e-learning), classroom settings are still chosen 22 percent more often than any other modality.

 

This research came as a bit of a surprise, given all the advancements in technology. Although the study also indicated classroom settings were effective, I couldn't help but think that many companies are behind the times. 

 

As a part of the research, Rallyware, a training platform that delivers adaptive learning solutions, interviewed learning and development thought leaders to get their perspective on how technology will shape the future of corporate training. 

Through these interviews, five e-learning trends emerged:

1. Employees will learn on the go. 

I'm not the only one who says yes to projects that I'm not 100 percent certain I can do, right? My motto is say yes and figure it out later. It's risky, but it's also a lot of fun. I can't tell you how many times a YouTube video or an on-demand course from Lynda.com has saved me. 

 

Kevin Delaney, VP of learning and development at LinkedIn, realizes that future corporate training must adopt to these types of situations. Two-day workshops aren't efficient enough. We need access to just-in-time solutions that help us troubleshoot issues within minutes. In his interview, Delaney offered valuable insight that foreshadows future learning tools: When employees are stuck, they want the answer quickly.

It doesn't help them to sign up for a class that will happen three weeks from now and sit through a four-hour session to get the answer they need this minute. They are more inclined to engage in learning if they can watch a short video that they have access to 24/7 on any device.

2. The learning experience will be highly customized. 

Different learning styles and varying role responsibilities are making big-box, off-the-shelf learning solutions less and less effective. Now, customized and concentrated learning experiences are critical. Employees need access to content that's relevant, easily digestible, and engaging.

 

Delaney offered some opinions on how personalized training should be delivered:

 

First, don't bore people. Bored people don't learn. Second, there is no one-size-fits-all approach to learning. Companies need to offer a variety of solutions and focus on creating a one-size-fits-one experience.

3. Learning and development professionals won't create but curate. 

The amount of content on the web is unbelievable. Udemy, an e-learning provider, has more than 65,000 courses on its site alone. With employees' increased access to content, learning is now a dual responsibility. Learning and development professionals can pinpoint key learning areas and vehicles and employees can be proactive about owning their development. 

The days of creating a huge list of internal content are changing, says Beth Loeb Davies, director of learning and development at Tesla:

 

At this point, I believe that we don't need to produce our own content in organizations as often as we did before but rather find the right material and deliver it to those who need it when they need it ... People are already learning through alternative media. Our role is becoming to curate resources in the context of the company culture and people's needs.

4. Employees' job responsibilities will be mixed. 

Many organizations are shifting to flatter and more efficient org charts. However, the same amount of work still needs to get done. It's not uncommon to see employees operating outside their job descriptions. If organizations expect to do more with less, then they'll need to broaden the scope of skills development, says Tom Brown, VP of HR Americas and APAC at eBay:

 

Companies will need to ensure that there are opportunities for their employees to build a quorum of different skill sets which won't necessarily be linked to their job titles. It means that there will be a decreasing emphasis on the career ladder, as we know it.

5. The data-driven approach to talent development will be a matter of course. 

Data is a powerful validator, especially for cost-center functions like learning and development. Now, through advances in technology, initiatives that were traditionally seen as nice-to-haves can produce quantitative results proving their value. HR (the department in which learning and development professionals sit) will have to adjust, says Kvon Tucker, an Amazon global leadership development partner.

 

HR will need to become more data driven ... Learning experience data will be most valuable to companies, to help them track and correlate the most important experiences to the development outcomes needed for the organization.

 

This is a lot to take in. If leaders want to address all these trends, then they'll have to consider new technology including artificial intelligence, data, and machine learning. These tools are giving leaders the ability to analyze individual behavior and then deliver the right content to the right people at the right time on the preferred device. If you haven't already, take a look at microlearning, big data, and gamification to see if they're the right solution for your organization. 


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The Learning Factor's curator insight, March 4, 2018 4:46 PM

Leaders in the learning and talent development space discuss trends affecting the future of corporate training.

CCM Consultancy's curator insight, March 6, 2018 12:40 AM

While it's relatively easy for competitors to implement technology similar to yours, duplicate your strategy, and even mimic your culture, they can't clone your people. That's why most organizations agree talent is a top priority. At the end of the day, people are your truest form of sustainable competitive advantage.

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To Reduce Burnout on Your Team, Give People a Sense of Control

To Reduce Burnout on Your Team, Give People a Sense of Control | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

There’s no question or debate that workplace stress levels are at critical levels and are escalating. The American Institute of Stress (AIS) reveals that 80% of us feel stress on the job and almost half say they need help in managing that stress.  The StressPulse survey by ComPsych, an Employee Assistance Program (EAP) provider, shows the main causes of that stress are:  1) workload (36%); 2) people issues (31%); 3) balancing professional and personal lives (20%); and 4) job security (8%).

 

Team dynamics are also a big deal when it comes to workplace stress, in terms of the way teams operate and how team members interact with each other. The above statistics show that team dynamics directly affect a whopping 92% of what causes the most stress. 

 

Being part of a team can be a quick road to disappointment, frustration, and burnout, especially when some team members work harder than others, when some are on time and others are consistently late, when there’s drama and tension resulting from gossip, and when team leaders play favorites.


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The Learning Factor's curator insight, March 1, 2018 5:28 PM

Create a team charter.

Kim Colwell's curator insight, March 4, 2018 5:09 PM
I've personally experienced this burnout. It's a tough one.  It's often difficult to find the courage to call it out and do something to try and change. What I found is if you have a job that on it's own has stress, just based on the nature of the job, and you add on demanding management and peers who you don't click with you are in a really difficult situation.  As mentioned in the article, team dynamics are a really huge ingredient in making a successful work environment and ultimately a successful business.    
1
Tom Wojick's curator insight, April 10, 2018 3:03 PM

Human factors are significant contributors to accidents and injuries and stress is a factor that affects all humans. The right amount of stress can assist performance and  too much stress can can create the conditions for decreased performance and an increase in the chances for an accident or injury. 

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15 Favorite Interview Questions to Completely Disarm Job Candidates (in a Really Good Way)

15 Favorite Interview Questions to Completely Disarm Job Candidates (in a Really Good Way) | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Maybe your favorite interview question is one of the most common interview questions. Maybe it's one of the most common behavioral interview questions. Or maybe you have a less conventional interview question you like to ask, like those asked by these company founders and CEOs.

 

What is your favorite interview question? To find out, we asked the Inc. community on LinkedIn to provide their favorites, as well as their reasons why. Below are some of the responses; go here and here to see them all.

 

1. "What is the hardest thing you've ever done?"

 

The answer can be personal or professional. What the candidate accomplished isn't as important as how -- and why. What were the hurdles? What were the roadblocks? Did the candidate seek help? Does the candidate credit the people who helped?

 

The answer also can provide insight into how the candidate defines "hard," and how their perspective align with the challenges your business faces.


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The Learning Factor's curator insight, February 25, 2018 5:53 PM

We asked readers for their favorite interview questions -- and we weren't disappointed.

FlashWebsiteHeader's curator insight, February 26, 2018 4:21 AM

A few people have however grumbled that blaze flash website header design does not work. They say that the glimmer film takes too long to load, thus the vast majority will end up anxious and leave. To be honest, this is consistent with some degree. However, in all actuality, there are approaches to maintain a strategic distance from this. For example, rather than influencing the entire motion picture to stack at one time, the creator could separate it into parts.

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Learner persona: ¿a ti qué te mueve?

Learner persona: ¿a ti qué te mueve? | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
En marketing el conocimiento del cliente es clave para poder ofrecer un producto o servicio que realmente se ajuste a sus necesidades.

Via Marta Torán
Marta Torán's curator insight, February 20, 2018 1:50 PM

Excelente post de Olga Fernández sobre cómo los conocimientos sobre marketing nos pueden ayudar a conocer a nuestros alumnos y ofrecerles el eLearning más ajustado a sus necesidades.


 


El perfil de Reiss para identificar la motivación de los alumnos.
Cómo identificar una muestra representativa que nos permita centrarnos en las preferencias de la mayoría.
Analizar su relación con las distintas dimensiones del eLearning.
Analítica de datos y CRM.
Configuración de grupos homogéneos o heterogéneos.


 


Muy,muy,muy interesante.