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Leadership Develops When You Escape Your Comfort Zone

Leadership Develops When You Escape Your Comfort Zone | social learning 2.0 | Scoop.it

Successful leaders know that they must get out of their comfort zone to succeed. These leaders have spent a lot of time outside their comfort zone.


Via Kenneth Mikkelsen
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DigitalOyster's curator insight, August 4, 2015 11:57 AM

Leadership begins at the end of your comfort zone. Leadership starts in the learning zone. History has shown that life rewards the risk-takers, such as Thomas Edison, Bill Gates, Steve Jobs, Nelson Mandela, Henry Ford, Elon Musk, and many, many more. These are leaders who have dared to step out their comfort zone.

 

Leaders who dared to change things.Leaders who dared to make a difference.Leaders who dared to make an impact on the world.

 

Where do you find the line is for your. Is it easier to stay in the comfort zone? Do you try to step out into doing things different but then jump back into comfort? Are you someone who pushes the comfort and see how far you can go?

 

My advice is just try, see if you can get out of your comfort. All I ask is take one more moment and stay with that stretching and growing opportunity and just take 1 more breath. 1 breath, if you an make it through 1 breath then you have gone farther than what you would have without it.

 

Here's to you and your business's brilliance (and one more breath!),

-Mellissa Rempfer

 

Boutara Nour Eddine's curator insight, August 10, 2015 12:04 PM

Leadership begins at the end of your comfort zone. Leadership starts in the learning zone. History has shown that life rewards the risk-takers, such as Thomas Edison, Bill Gates, Steve Jobs, Nelson Mandela, Henry Ford, Elon Musk, and many, many more. These are leaders who have dared to step out their comfort zone.

 

Leaders who dared to change things.Leaders who dared to make a difference.Leaders who dared to make an impact on the world.

 

 

Shannon Terry's curator insight, March 3, 4:52 PM

Leadership begins at the end of your comfort zone. Leadership starts in the learning zone. History has shown that life rewards the risk-takers, such as Thomas Edison, Bill Gates, Steve Jobs, Nelson Mandela, Henry Ford, Elon Musk, and many, many more. These are leaders who have dared to step out their comfort zone.

 

  • Leaders who dared to change things.
  • Leaders who dared to make a difference.
  • Leaders who dared to make an impact on the world.

 

 

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El Museo del Prado se incorpora a iTunes U: Contenido educativo abierto a todo el mundo

El Museo del Prado se incorpora a iTunes U: Contenido educativo abierto a todo el mundo | social learning 2.0 | Scoop.it
    El Museo del Prado ha anunciado hoy su incorporación a iTunes U, el mayor catálogo online de contenido educativo gratuito del mundo...

Via Educación INTEF
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Educación INTEF's curator insight, February 19, 2015 4:20 AM

Catálogo de contenido educativo gratuito del Museo del Prado en iTunes U.

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P de Profesor

P de Profesor | social learning 2.0 | Scoop.it
El pasado viernes 13 de junio, en el marco de la quinta sesión de los encuentros organizados por Todoele, Neus Sans, Javier Villatoro, Francisco Herrera, Encina Alonso y Marta Baralo participaron e...

Via Cristina Moreno
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Cristina Moreno's curator insight, July 3, 2014 8:03 AM

Muy inspiradora entrada sobre el profesor, especialmente por la perspectiva aportada en la entrevista de Deleuze.

 

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PLE (Entorno Personal de Aprendizaje)

PLE (Entorno Personal de Aprendizaje) | social learning 2.0 | Scoop.it
foto: “Todos tenemos ya un PLE. ¡Siempre han existido!” (Jordi Adell) Es muy interesante ver como toda la “infoxificación’ (Alfons Cornellá) del término (information overload, Alvin Toffler “Future...
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Knowmad Society

Knowmad Society | social learning 2.0 | Scoop.it
Knowmad Society explores the future of learning, work, and how we relate with each other in a world driven by accelerating change, value networks, and the rise of knowmads.
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Digital Culture Center / CCD (Centro de Cultura Digital) - Architizer

At Conaculta's request, a center was planned for everyone to have access to new technologies and artistic expressions derived from the digital world. It was named the Digital Culture Center (CCD, after its initials in Spanish).
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ELE para niños

ELE para niños | social learning 2.0 | Scoop.it
Un blog sobre enseñanza de español lengua extranjera para niños.

Via Todoele, Olga M Willey
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Rise of HR

Rise of HR | social learning 2.0 | Scoop.it

“The Rise of HR: Wisdom from 73 Thought Leaders,” is a recent anthology published by the HR Certification Institute in collaboration with Dave Ulrich, Professor, University of Michigan and Co-founder of The RBL Group, Bill Schiemann, CEO, Metrus Group, Inc. and Libby Sartain, Business Advisor and Board Member. 


Via Kenneth Mikkelsen
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Kenneth Mikkelsen's curator insight, April 12, 2015 2:17 PM

The following ten themes from the book offer valuable reflection, action and further reading for HR professionals around the world.


  1. The HR professional of today is more likely to be a talent expert, a technology expert and a consultant.  They must focus on 3 categories of skills: how to recruit, develop, and manage people; how to organize, enable and improve the organization; and how to manage, leverage, and exploit data and technology.
  2. Getting the transformational change process right in an organization means attending to the Structural, Cultural and Human elements. All change requires an expenditure of physical, emotional and cognitive resources that should be prioritized like any other organizational asset.
  3. HR leaders need to be conductors of the organizational orchestra, by coordinating the orchestra and being comfortable balancing the various tensions (individual versus firm, star versus supporting players, timing, and flow).  Three key elements underlying the new HR are talent, data and strategy, and require an ability to coordinate alignment across different levels of organizational hierarchy.
  4. HR professionals will need to spend more time thinking about and developing strategies for operating in what has become a transparent world.  More than ever before, HR professionals have to approach their role by constantly reminding their organization to consider the question: What would happen if an employee or customer saw this, or if this appeared on the front page of the newspaper?
  5. Creation of an employer brand is as important as our corporate brand - and thus HR and marketing should be attached at the hip.  In this age of transparency, employees are the media and HR is essential to marketing, as they deliver on the brand promise day in and day out.
  6. In any business dialogue, an HR professional can proffer three unique contributions - Talent, Leadership and Organization.  Three dimensions of competitive organization are organizational capabilities (what the organization is known for, good at doing, how it allocates resources), culture (pattern of how people think and act) and management actions (intellectual, behavioral and process agendas).
  7. Culture is the catalyst that connects executive leadership goals to HR goals and creates a perpetual winning environment.  Great cultures are created through everyday relationships that employees have with leaders, their work and with one another.
  8. Success in any field is based on two characteristics: long term resilience and the ability to be centered, or "in the zone" more frequently.  This resilience center spans five aspects of our lives: our emotions, our physical selves, our spirits, our finances and our relationships.
  9. Workforce metrics is strategically important for firms because the workforce is most firms' single largest expenditure - and the least scrutinized in assessing its impact on value creation.  HR must focus on delivering outcomes that enable top-line growth through the firm's strategic mindset and by leveraging the performance of individual roles that impact value creation and top-line growth.
  10. Forward-thinking HR organizations choose their leadership arenas carefully, letting others take the lead when trends are new to HR, and taking a leadership role as HR becomes more involved.  It means gaining credibility with functional partners from other disciplines so that they welcome the involvement of HR in their domain and are willing to help translate and apply their expertise to HR issues.


Miklos Szilagyi's curator insight, April 12, 2015 5:02 PM

Free pdf, 582 pages...

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Identidad digital, PLE y competencias

Identidad digital, PLE y competencias | social learning 2.0 | Scoop.it
En los últimos meses he “impartido” formación tanto presencial como online sobre el tema de la identidad digital. Lo he hecho para públicos tan variados como profesores de educación  infantil y pri...

Via CarlosMagro
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CarlosMagro's curator insight, May 8, 2014 3:28 AM

Es desde el desarrollo de nuestra identidad digital, definiendo nuestros límites y nuestras líneas rojas pero también definiendo nuestras fortalezas y eligiendo a nuestros aliados (nuestras redes) desde donde podemos diseñar, construir y desarrollar nuestro Entorno Personal (Personalizado/Profesional) de Aprendizaje (PLE) y, desde ahí, poner a nuestro servicio todas las posibilidades de la Red desde un uso eficiente de las competencias de gestión de la información, comunicación y aprendizaje a lo largo de la vida. 

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Knowmad Society

Knowmad Society | social learning 2.0 | Scoop.it
Knowmad Society explores the future of learning, work, and how we relate with each other in a world driven by accelerating change, value networks, and the rise of knowmads.
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PLE: aprender de forma personalizada y online

PLE: aprender de forma personalizada y online | social learning 2.0 | Scoop.it
El PLE, o "entorno personal de aprendizaje" da cuenta de aquello de lo que hablamos cuando decimos que las paredes del aula son “porosas”, que el aula no es el único espacio de aprendizaje, cuando hablamos de educación expandida, abierta, de...

Via Alberto del Mazo
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Alberto del Mazo's curator insight, April 5, 2014 2:15 PM

Entrada de Ana Laura Rossaro, desde Argentina, sobre los PLE y las habilidades que implican.

Umineko Tudela's curator insight, April 27, 2014 2:36 PM

Ayer en Brasil #seminariotic2014 hablamos de PLE y de PLN en el aula. En consonancia con el MCER y el PCIC decir PLE es decir autonomía.

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Aplicaciones educativas en entornos virtuales: ...

Aplicaciones educativas en entornos virtuales: ... | social learning 2.0 | Scoop.it
Nuevo post: Hacia comunidades de aprendizaje en educación form... (Aplicaciones educativas en entornos virtuales: Hacia comunidades de aprendizaje en ...
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