Change Leadership Watch
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Trend: Seven Major Universities to offer online Microcredentials or Badges

Trend: Seven Major Universities to offer online Microcredentials or Badges | Change Leadership Watch | Scoop.it

"Traditional colleges have been mostly on the sidelines for the early development of online microcredentials or badges -- the kind that aren't linked to conventional courses and the credit hour. Educational technology companies and other alternative providers have taken the lead in working with employers on these skills-based credentials.


A new prototype from a group of seven brand-name universities could change that."

Tentatively dubbed the University Learning Store, the project involves:

  • the Georgia Institute of Technology, 
  • Northwestern University, 
  • the University of Washington, 
  • the University of California’s Davis, Irvine and Los Angeles campuses, and 
  • the University of Wisconsin Extension.
          

Officials at Wisconsin Extension, which is playing a prominent role in the work, described it as a joint online platform that will feature modular content, skills assessments and student-facing services, such as tutors, coaches and counselors.

 


Via EDTECH@UTRGV
Deb Nystrom, REVELN's insight:

Is your university or college, alma mater, following the trends?  Check out the list on the skills-based credentials.  ~  Deb

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Alex Enkerli's curator insight, August 20, 2015 9:47 AM

Remediating assessment through #OpenBadges, finding value in flexibility and individualisation. /cc @Learning Futures | Curtin Learning and Teaching

MONICA LOPEZ SIEBEN's curator insight, August 20, 2015 12:56 PM

El nivel académico ya no se medirá por las horas en las que un estudiante esté inmerso en una carrera, sino por las competencias adquiridas (y acreditadas).

Antonio Figueiredo's curator insight, August 21, 2015 4:11 AM

Seven major North American universities team up to offer nanodegrees.

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Turning around the Philips top team with soft skills savvy | McKinsey

Turning around the Philips top team with soft skills savvy | McKinsey | Change Leadership Watch | Scoop.it

A case study of change at Philips illustrates the importance of the “soft stuff.”

   

Pieter Nota: For [many] reasons, the [top] team was insecure and couldn’t understand why things were going so badly. The top-team survey we did in May 2011, in preparation for our first off-site meeting, exposed some of the challenges—...how misaligned we were on the direction of the business, the poor quality of our discussions, the lack of trust, the lack of confidence in our ability to implement strategy, and the perception that we were ineffective at making change happen.


________________________
   
...everyone got to the point where they could decide whether they wanted to be in or not...a pivotal moment.

________________________

      

     
The Quarterly: How and when did you go about starting to rebuild the team?
    
Pieter Nota: I...I think our first big off-site meeting—in May 2011, at Huizen, in the Netherlands—was significant. ...we put the issues on the table. Two things remain clearly etched in my memory.

    

  • One is a no-holds-barred conversation on team loyalty, which emphasized the importance of our values, our core purpose, and the essential notion of trust. 

      

  • The second is the introduction of some critical new thinking on how to improve the quality of our operations and implementation capabilities.

     
...I knew that I did not have all my team members on board and that this needed to be addressed. Even after my predecessor had gone, some who had been in his very close circle were continuing to have conversations with him. During the opening of the off-site meeting, this topic had already come up. We ended up spending three hours talking about the past, clearing the air, and gaining a better understanding of each other. At the end, everyone got to the point where they could decide whether they wanted to be in or not. That was a pivotal moment.
     

Related change posts by Deb:

                                                   

    

     

         
  • Stay in touch with the monthly Best of the Best news, taken from Deb's  9 multi-gold award winning curation streams.  Preview it here,via REVELN Tools.

 

Deb Nystrom, REVELN's insight:

Asking "what's working" and "what's not" is where it began.  This Phillips leader also knew how to communicate and prepare, including setting up an crucial off-site meeting to rebuild and renew the top leadership including a  'pivotal moment" of trust building and commitment among the top team's leader.  This gave them thinking time and space, "slow is fast" to allow them to let go of their legacy leadership and embrace the new strategy and vision, or choose to be somewhere else.
    
Soft skills are always a central part of change leader excellence.

~ Deb

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Young CEOs: Are They Up to the Job?

Young CEOs: Are They Up to the Job? | Change Leadership Watch | Scoop.it

It's creativity vs. experience as a new flock of leaders take their companies to public markets.

Management theorist Vivek Wadhwa argued in a recent essay that Silicon Valley's obsession with youth may help explain the venture industry's recent rash of poor returns. He drew that conclusion after studying more than 500 technology and engineering companies that had more than $1 million in sales and at least five employees.

How young is too young to be a CEO? WSJ's Dennis Berman and Mean Street host Evan Newmark discuss. Photo: Getty Images.

Mr. Wadhwa found that the average age of the founders of those successful companies was 39, and that twice as many founders were older than 50 as were younger than 25. Experience, he concluded, trumps youth more often than many believe. "Age provides a distinct advantage," he wrote.

Ben Horowitz of the venture firm Andreessen & Horowitz laid out the counterargument in a long post in 2010 on his firm's website. In it, he explained that he would prefer to bet on companies led by founders, who tend to be younger, because they are better at finding innovative products. They are worse than experienced CEOs at squeezing money out of those products, he conceded, but he argued that skill is easier to teach.

James W. Breyer, a director of Facebook who works closely with Mr. Zuckerberg, said age matters less and less. "Skills, passion, intense curiosity and extremely high IQ are more important," he added.

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Mihaly Csikszentmihalyi, 2015 Edition of What's Next, at University of Michigan #Flow

Slides and Notes from a public evening lecture by Mihaly Csikszentmihaly in Ann Arbor, Michigan
Friday April 17th, 2015

Mihaly Csikszentmihalyi, Bestselling Author of “Flow”
Distinguished Professor of Psychology and Management

at Claremont Graduate University
Quality of Life Research Center

(4448 East Hall, 5:30-6:30 PM Plenary Lecture)
    

Topic: Curiosity and enjoyment as moderating factors in socio-cultural evolution

       

He mentioned this quote early in his presentation and cites it often in his presentations in general:

     

To establish a place of work where engineers can feel the joy of technological innovation, be aware of their mission to society, and work to their heart’s content.” ~ Masaru Ibuka, Sony founder electronics inventor Masaru Ibuka, in explaining the purpose of incorporation of Sony

   
Quotes I found relevant after hearing his presentation:

   
“Most enjoyable activities are not natural; they demand an effort that initially one is reluctant to make. But once the interaction starts to provide feedback to the person's skills, it usually begins to be intrinsically rewarding.”
― Mihaly Csikszentmihalyi, Flow: The Psychology of Optimal Experience
    

“Enjoyment appears at the boundary between boredom and anxiety, when the challenges are just balanced with the person's capacity to act.”

    
“the self expands through acts of self forgetfulness.”

    
“...It is when we act freely, for the sake of the action itself rather than for ulterior motives, that we learn to become more than what we were.” ― Mihaly Csikszentmihalyi, Flow: The Psychology of Optimal Experience

   
Friday April 17th, 2015
Public Evening Lecture by Mihaly Csikszentmihalyi, Bestselling Author of “Flow” (4448 East Hall, no registration required) 5:00-5:30 PM Welcome, Introductions: Stephanie Preston


Deb Nystrom, REVELN's insight:

His presentation was, in many ways, traditional, academic, with the customary rows of seated listeners.  Yet his later slides reflect the opening up of the big principles core learning of what flow is and how people from all walks of life, with less regard for wealth, achieve it through choice, even with varying degrees of freedom available to themselves.

   

One person who talked of the presentation said he could have sat there listening for hours.
      
Web research on Flow also brings flow explorers to topics like human chemistry and human thermodynamics, as well as to the broader field of positive psychology. It is a long way from industrial age, mechanistic thinking of the 20th century.  I cannot help but be inspired by it to learn more and find more ways of applying it in my own life and work.  ~  Deb

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Female muscle, the Changing Politics & Economy of Gender, Women in Leadership

Female muscle, the Changing Politics & Economy of Gender, Women in Leadership | Change Leadership Watch | Scoop.it

"Insights into Leadership & the Politics of Gender via the book, The End of Men: And the Rise of Women by Hanna Rosin to be published in Britain in October"


At the local Women's Exchange of Washtenaw Forum 2012, one of our Open Space group discussions was on the Politics of Gender.  This intriguing book brings up good points about the shifts & changes in our disruptive, social media charged, globally connected world.    

   

The photo set, including several public photos, is here:  Women, Empowerment at WXW Open Space Exchange Forum2012   ~  Deb

  

__________________________
  
“All the things we need to be good at to thrive in the world…are things that my female friends and competitors are better at than me.”

__________________________

   

Excerpted - from the Economist, Sept. 2012:

   

Women dominate university attendance around the world.

   

  • In South Korea more women than men pass the foreign-service exam, which has sparked the foreign ministry to implement a minimum quota for men. 
   
  • In Brazil nearly a third of women earn more than their husbands, a phenomenon that has caused men to form church support-groups calling themselves “Men of Tears”.
   
Ms Rosin, an editor at Atlantic, whose book grew out of an article she wrote for the magazine in 2010, highlights how women today are excelling, while men founder.
   
As part of her research, she travelled to many corners of America, including Auburn-Opelika, Alabama, where women’s median income is 40% higher than men’s.
    

The financial crisis has been especially unkind to men: three-quarters of the 7.5m American jobs lost in the recession belonged to men and were in traditionally masculine industries, such as construction, manufacturing and finance.

   

  • “Probably no one has had their wife move up the ladder as far as I’ve moved down,” says one man.
   
  • Another, who is annoyed that his girlfriend earns more than he does, complains, “All the things we need to be good at to thrive in the world…are things that my female friends and competitors are better at than me.”

  

__________________________

  

The new service-based economy rewards communication and adaptation, qualities that women are more likely to have.

__________________________

    


Ms Rosin highlights the deterioration of the male-in-the-workplace condition.

    

  • The new service-based economy rewards communication and adaptation, qualities that women are more likely to have. 
    
  • Only about 3% of men have taken over raising children full-time while their wives support their families. 
    
  • Instead, many men, especially young ones, have retreated into a world of video games, drinking and prolonged adolescence—a phenomenon identified in “Guyland”, a 2008 book by an American sociologist, Michael Kimmel.

 

Read the full post here.

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