Tag Archives: Knowledge
At the start of a coaching / mentoring partnership, it is essential to discuss mutual expectations and establish a set of ground rules as to how the relationship will be conducted.
This will ensure that the relationship develops effectively and that the client’s needs are met.
The contract need not be in writing, but it should at least be discussed and agreed verbally.
Also, it is not set in stone – amendments can be made at any time. In fact, you should make a point of reviewing the contract together regularly to ensure that you are both still on track.
This checklist will ensure that you have agreed on the most important aspects of the coaching / mentoring contract with your coachee.
Aiming to become a customer-centric organisation is never easy, and it may require a multi-year journey.
In order for an organisation to sustain a change agenda over that span of time, the senior management team needs to actively lead the effort.
What does that mean for those leaders?
The most effective leaders demonstrate three key characteristics:
Communicate "Why" The only way to get people to truly buy-in to change is for them to understand why it's happening. Most executives tend to under-communicate. And when they do communicate, they often focus on "what" the company will be doing and "how" it will get done.
Here are some ways that executives can improve their communications: (more…)
The concept of 70:20:10 has relatively quickly worked its way into the firmament of learning and development practice.
From humble beginnings as a somewhat niche way of looking at how learning and development support business, 70:20:10 is now incorporated into the CIPD’s professional map and regularly referenced at industry conferences.
It’s not going away anytime soon.
This research report by GoodPractice begins with an introduction to the 70:20:10 framework for learning and development, and takes you through how the concept can be developed and what is needed to turn the concept into reality.
Carmine Gallo is an American author, columnist, keynote speaker, and former journalist and news anchor. Now currently based in Pleasanton, California, he is President of Gallo Communications Group and works as a communications coach and speaker.
He recently had the rare opportunity to sit down with Sir Richard Branson to talk about his new book, Finding My Virginity.
In this interview billionaire entrepreneur, Sir Richard Branson talks about the power of storytelling to drive change, why the best ideas fit on a beer mat, and how simple communication has made Virgin a beloved brand for fifty years.
To view the interview: CLICK HERE
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…)
All organisations require a level of commercial awareness from their employees because it is an important skill for making good long-term decisions.
The more commercially aware you are, the more likely you will take into consideration all the important factors when selecting one option over another.
Use this self-assessment to gauge your current level of commercial awareness and help highlight the areas where you can improve.
The activity can also be used within a team learning environment.
Wikipedia defines experiential learning as: ‘the process of learning through experience’’ and more specifically, ‘’learning through reflection of doing.’’
We’ve all been there. Sat in a meeting room for training. Listening to an uninspiring middle manager pointing at his slide show and handing out terribly photocopied pages of century-old textbooks. The same thing happens to most of us. Our brain switches off, our thoughts wander to what we’d like for dinner that evening, or how many ceiling tiles there are. And so, the expensive training course is quickly forgotten.
Now I’m not saying that we should throw out every textbook. They have their place. Just like the slide shows and the ceiling tiles. They’ve got a job and they will do it. But we can show you another form of learning that will inspire and awaken your team. There will be no daydreaming here. We want every participant to leave not only wondering what’s for dinner that night, with no idea how many ceiling tiles there are… but with the organic outcomes whirring round in their mind from the activities in which they just partook. Experiential learning is the way forward.
Confucius said, ”I hear and I forget, I see and I remember, I do and I understand.”
So why does it work so well?
IT'S REAL! Reading from a textbook, or watching someone else point to a blurry enlarged version, just doesn’t feel very ‘real’. Experiential learning takes subjects, data and concepts, and turn them into real life, hands-on, get out of your chair activities. With real-life results.