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Tag Archives: Evaluation

Q. How do we go about creating a blog?

A. If you have decided that blogging is something you would like to encourage in your organisation, the following steps will help you get started.

Familiarise yourself with blogs: It is important to know about them before you decide to start one. Research as many as possible, especially blogs in your line of business – what are their features? What do you particularly like or dislike about them?

Is there an appetite for blogging in your organisation? Remember that the whole point of the blog is for employees, customers, clients and the public to use and develop it. The communications department is not responsible for posting on it or maintaining it. There is no point in creating a blog if your target audience are not likely to use it.

Be clear about your purpose: What exactly do you want your blog to do? It may fulfil a number of purposes, e.g. by providing a way to interact with customers and obtain feedback from them; sharing information; encouraging collaboration between employees, and keeping employees and customers up to date with the latest news.

Ask yourself if you really need a blog: If you have fully addressed point 2 and decided on your purpose, you will be in a position to answer this, as there may be other/better ways to fulfil these purposes rather than a blog.

Assess the communications culture of your organisation: A blog needs an organisational culture of openness and honesty to thrive. (more…)

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The purpose of this activity is to enable individuals to concentrate on the highlights of their life – both home and at work.

This can help them find the best way to use their talents in either their existing job or when considering developing their career in a new direction.



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Posted in Resource

Too often we don’t spend enough time clarifying what we’re really aiming to do before we move to action.

It’s all too easy to set objectives that are so general that we don’t know exactly what we’re trying to achieve, or whether we’ve achieved it.

A structured approach forces us to think more deeply and methodically about what we actually want. Perhaps the best known of these approaches is the SMART acronym.

This is a practical, straightforward tool, which can be used for both professional and personal planning.

There’s quite a wide range of variations in the way SMART is defined, and in this quick guide, we outline one of the most popular.


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Technology is ubiquitous, but it should enhance, not supplant workplace development efforts. Is your workplace future-ready to create the experiences necessary to spark learning?

Each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it. ~ George Orwell

Education psychologist Dr. Robert Mayer once said, “Learning is a relatively permanent change in a person’s knowledge or behaviour due to experience.” For instance, do you remember how to ride a bicycle? If you learned, probably so. But experience not only fuels and fortifies knowledge and behaviour change; it also impacts how long those things last.

Research has found that humans begin learning even before birth, and this process naturally continues throughout life. The media spin on how people learn fluctuates. However, the classic learning theories — behaviourism, cognitivism and constructivism — these endure and remain relevant even in an era where computing power is de jour.

While people may process information differently, the truth is the brain is wired and neurons fire the same now as 50 years ago. The laws of learning and memory are still germane today irrespective of the generational cohort. This begs the question: Is the workplace future-ready to create the experiences necessary to spark learning?

According to the Bureau of Labour Statistics, by 2024 the U.S. labour force is projected to reach 163.8 million. The internet and media are brimming with information on generational cohorts. Today there are largely three generational cohorts that make up the workforce: baby boomers, Generation X and millennials. (more…)

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In this video, Paul Bridle talks about what is required for communication to work effectively.



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The innovation adoption curve of Rogers is a model that classifies adopters of innovations into various categories.

It is based on the idea that certain individuals are inevitably more open to adaptation than others.

It is also called: Multi-Step Flow Theory or Diffusion of Innovations Theory.

The research behind the curve has five elements:  

  1. Characteristics of an innovation which may influence its adoption;
  2. Decision-making process that occurs when individuals consider adopting a new idea, product or practice;
  3. Characteristics of individuals that make them likely to adopt an innovation;
  4. Consequences for individuals and society of adopting an innovation; and
  5. Communication channels used in the adoption process.

Innovation Adoption Curve Categories 

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The Ansoff Growth matrix is a tool that helps businesses decide their product and market growth strategy.

Ansoff’s product/market growth matrix suggests that a business’ attempts to grow depend on whether it markets new or existing products in new or existing markets.


The Ansoff Matrix has four alternatives of marketing strategies: Market Penetration, Product Development, Market Development, & Diversification.


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