Tag Archives: Learning
Q. I am always impressed by my MD's ability to remember facts and figure - how can I improve my memory?
A. One tip you might want to consider is 'chunking
Chunking refers to an approach for making more efficient use of short-term memory (STM) by grouping information.
Chunking breaks up long strings of information into units or chunks. The resulting chunks are easier to commit to memory than a longer uninterrupted string of information.
Chunking Theory: The term “chunking” was first introduced in 1956 by George A. Miller in his paper “The Magical Number Seven, Plus or Minus Two: Some Limits on our Capacity for Processing Information.” Through his research, Miller found that short-term memory has a limited capacity.
Getting the Personal Development Review process right within an organisation is a key leadership responsibility.
Get it right and it should result in all employees having objectives set which ensures that they understand what is required of them so they can contribute their best, and they can see their contribution helping the success of the Company.
Setting objectives ensures everyone:
- knows what is important, what’s expected of them and why
- is involved in setting meaningful targets which align to the Company plan
- can see the contribution they make, and
- knows how their contribution will be measured.
The Personal Development Review process:
- ensures past and present performance of an individual can be evaluated and where necessary, lessons can be learned, and
- identifies the future needs of the individual, for better performance and personal development.
This toolkit includes a range of reminders and models to help you plan and carry out effective performance development reviews / appraisals.
Thinking is the cognitive activities you use to process information, solve problems, make decisions, and create new ideas.
You use your thinking skills when you try to make sense of experiences, organise information, make connections, ask questions, make plans, or decide what to do.
There are several different types of thinking or ways to think.
Creative Thinking: Refers to the ability to conceive new and innovative ideas by breaking from established thoughts, theories, rules, and procedures. It involves putting things together in new and imaginative ways. Creative thinking is often referred to as “thinking outside the box.”
Analytical Thinking: Refers to the ability to separate a whole into its basic parts in order to examine the parts and their relationships. It involves thinking in a logical, step-by-step manner to break down a larger system of information into its parts.
Critical Thinking: Refers to the ability to exercise careful evaluation or judgment in order to determine the authenticity, accuracy, worth, validity, or value of something. In addition to precise, objective analysis, critical thinking involves synthesis, evaluation, reflection, and reconstruction. And rather than strictly breaking down the information, critical thinking explores other elements that could have an influence on conclusions.
Concrete Thinking: Refers to the ability to comprehend and apply factual knowledge. It is about thinking of objects or ideas as specific items, rather than as a theoretical representation of a more general concept. It involves thinking only on the surface, always literal, and to-the-point.
Abstract Thinking: Refers to the ability to use concepts to make and understand generalizations then relating or connecting them to others items, events, or experiences. It involves paying attention to the hidden meanings thus allowing you to observe and understand theories and possibilities.
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…)
Effective delegation is crucial for management and leadership succession.
For the successor, and for the manager or leader too: the main task of a manager in a growing thriving organisation is ultimately to develop a successor.
When this happens everyone can move on to higher things. When it fails to happen the succession and progression becomes dependent on bringing in new people from outside. (more…)
This article offers practical pointers when preparing to give effective feedback, both positive and developmental. These tips can be applied to the many phases of the performance management process, especially the performance review discussion.
We all need to give both positive and negative feedback to enable others to understand what it is they are doing in both an effective and ineffective way, so that they can continue the effective and correct the ineffective.
Effective feedback is intended to improve performance and develop better staff morale.
Concentrate on the Positives: One of the main success indicators of an effective performance review is a motivated and inspired employee. Recognition is a basic human need and a powerful motivator. Praise can also get people to relax.
- In any feedback session, always begin with the positives.
- Make sure that it is judicious, sincere and deserved.
- Where someone has done something special, or outside their usual responsibility, make sure you thank them personally.
- Where outstanding performance is brought to your attention by others, make sure that you let the person responsible know that you are aware of this.
- You can even create something positive out of employees who present you with problems. Try and think of the flipside of the situation, e.g. they are so slow with the paperwork; yes but they are accurate.