Learning for Work

Calming the Storm ~ 30 Day Program


I am delighted to announce my new partnership with Avanoo Avanoo (pronounced “Avenue”) comes from the words Ava, which is Finnish for “Open”, and Noo, which is Old English for “now”. So Avanoo means being open to all of your potential right now! It is also a road we travel as we move forward in life.

In 3 minutes a day, Avanoo offers dozens of personalized 30-day programs ranging from Happiness to Productivity from renowned experts on those topics.

The 30-day program has been launched on 19-11-2015 called: Calming the Storm: How Discovering Meaning can Change your Life.

See the link below for three previews. I would like to thank the amazing team for all the hard work in bringing this to fruition: Sara Dickinson, Daniel Jacobs, Prosper Nwankpa, Morgan Stanfield, Laura Forman, Jason Waldron and everyone who worked on the program.


A lack of meaning might be called a malaise of our times. When we encounter challenges in life, oftenwe discover that we can’t find a center, a way to cope. What is it all about?

Studies measuring meaning and purpose in life have found that meaning in life mediates uncontrollable stress and substance abuse, depression, anxiety and self-derogation, among others. This meaning or deepest human value, this WHY, points us to reach beyond ourselves, to enrich our lives, and to unfold a deep fulfillment in our work and personal lives.

Calming the Storm

What’s Inside

Day 1.
This Too Shall Pass
Day 2.
Finding Something to Live For Is Critical
Day 3.
The Question of Meaning in Life
Day 4.
Love Can Come to the Rescue
Day 5.
Putting Your Focus on a Project
Day 6.
The Power of Your Mindset
Day 7.
Finding Meaning from Suffering
Day 8.
Turn Suffering into a Challenge
Day 9.
Is Fear Holding You Back from Your Calling?
Day 10.
Learning Self-Compassion
Day 11.
Suffering Can Be an Inspiration
Day 12.
Appreciating Life Right Now
Day 13.
Your Watershed Moment
Day 14.
We Are Whole as We Are. We Are All Right
Day 15.
The Call That Beckons Us to Find Our Destiny
Day 16.
Filling Our Unique Life Space
Day 17.
What Is Your Choice of Response?
Day 18.
Finding Something to Live For
Day 19.
Life Questions and Light in the Darkness
Day 20.
The Experience of Love: “The Salvation of Man”
Day 21.
Are You Your Own Best Friend?
Day 22.
Is It Ever Okay to Give Up Hope?
Day 23.
Going with the Flow
Day 24.
Good News! You Do Not Have the Heart of a Mouse
Day 25.
It’s Time for Self Transcendence
Day 26.
Igniting Humor
Day 27.
Access a Power That Is Uniquely Human
Day 28.
Relieve Your Loved Ones from Suffering
Day 29.
Do the One Thing That You Know in Your Heart Is Right
Day 30.
“I Broke My Neck, It Didn’t Break Me”
Photo by Carol Knox.

2012 in review

The WordPress.com stats helper monkeys prepared a 2012 annual report for this blog.

Here’s an excerpt:

600 people reached the top of Mt. Everest in 2012. This blog got about 5,600 views in 2012. If every person who reached the top of Mt. Everest viewed this blog, it would have taken 9 years to get that many views.

Click here to see the complete report.

2012 in review

The WordPress.com stats helper monkeys prepared a 2012 annual report for this blog.

Here’s an excerpt:

600 people reached the top of Mt. Everest in 2012. This blog got about 5,600 views in 2012. If every person who reached the top of Mt. Everest viewed this blog, it would have taken 9 years to get that many views.

Click here to see the complete report.

My Purple Cow is a Red Rabbit




Evaluating Learning in the Workplace

Evaluating learning – article from Personnel Today

“Richard Paul Griffin, associate director at the Institute of Vocational Education at London South Bank University, presents a new way of approaching evaluation based on a review of how organisations currently evaluate learning in Workplace learning evaluation: a conceptual model and framework (registration required).

His model of workplace learning is based on five elements: a pre-learning stage; the “trigger” (need) for learning; the learning event; application of learning; and the impact of learning.

His aim is to provide what he calls a “scientifically robust but practitioner-friendly framework for workplace learning evaluation”.

Griffin’s approach may provide some new focus on the best ways evaluate the impact of learning interventions.”

Image from Training Assessment Education: http://www.logicoolsolutions.com/learnDoMasterChallenge/?p=1305 (Accessed 28/04/2012).

http://www.personneltoday.com/articles/2012/04/23/58483/measuring-the-impact-of-learning-quick-fire-links.html (Accessed 28/04/2012).

This framework in my view is very useful. Check out the model here:


Employers Struggle to Retain and Recruit for Management Positions


Interesting article from Training Journal:

“A company that does not work hard to retain its employees and invest in its people will find itself in a difficult situation given we already have a shortage of high quality managers. Strong managers are the lifeblood of effective organisations and too many employers are realising this too late.”

http://www.trainingjournal.com/news/articles-news-employers-struggle-to-retain-and-recruit-for-management-roles-survey-reveals/ (Accessed 23/04/2012).


Formative Thinkers I Have Stumbled Across

Some of my theoretical influences


I have by turns come to know of powerful ideas and theories around organisational functioning, learning and workplace learning. Nonaka has inspired me with his model organised around tacit and explicit knowledge, which does not to my mind quite give the full picture. Somehow I feel the making of the tacit explicit is not as easy as Nonaka makes it seem. The key seems to be collaboration in communities of practice in a trusting environment.

Peter Drucker has been an inspiration and gives one a view of how to go forward. Soft systems thinking methodologies have shown me how to engage in an open discussion/cafe forum, in order to bring about change. These methodologies offer great potential for real change and innovation. Theories and ideas around Knowledge Management have given me insight into how to bring about system wide change and the importance of knowledge leveraging for growth into the future. Below these ideas will be expanded a little as straight forwardly as possible. Peter Senge and his ideas of the Learning Organisation have also been influential. Please see more at the link below:

Social Learning Infographics

The first graphic shows “What is Social Learning?” and is from SkillSoft on Overdrive Interactive: http://blog.ovrdrv.com/overdrive-develops-social-learning-infographic-for-skillsoft/ (Accessed 18/04/2012).

From Future Workplace:

http://futureworkplace.com/wp-content/uploads/Social-Learning-Infographic.pdf (Accessed 18/04/2012).

Follow this link to see the graphic: Social-Learning-Infographic

Six Hats – Empathy or Thinking?

I find the focus on empathy very important and not used enough. I am sharing this post with you by Brendan Coram in the hope that it will be of use in your everyday interactions and working life. Follow the link below to read the full article.

“Sometimes, it takes more than just thinking about somebody else’s point of view. We actually have to empathise with them for true understanding. There are various ways of considering other people’s point of view in the process of creative problem solving: Six Value Medals provides a simple framework for systematically considering different perspectives of value…  TERMS provides a useful mnemonic for considering different perspectives on the customer experience from time to situation…” For other ideas follow the link below.

“But there is a missing element in all of these approaches. Empathy… To be able to really connect with the world from someone else’s perspective we need empathy. We need more than just a logical understanding, we need to connect with their emotional response, because without it we really don’t care. Empathy is what we use to feel what others are feeling, and understand what matters to them.”

For examples follow the link below. “Others have written more eloquently about empathy than me. You can read about empathy with Skillful Minds at: http://skilfulminds.com/
and Ashoka at http://www.ashoka.org/ .”

Some key points in developing empathy are: Identification, Building Bridges, Listening... “Six Empathy Hats Edward de Bono’s six thinking hats is an excellent tool for systematically exploring a problem from multiple perspectives, and a framework for creative response. But it can be a little ‘me’ focused if you aren’t paying attention.”

Read more here: http://www.stumbleupon.com/su/3z5wqF/www.innovationexcellence.com/blog/2012/04/12/six-hats-empathy-or-thinking/ (accessed 14/04/2012). Image credit: rocketpowered.co.uk at link above.

What floats your boat? from Sonar6

attaboy! image from sonar6



Leaving aside all the political correctness and the soft pseudoscience, what really, honestly motivates you to perform better at work?

Interesting site, great graphics:


World Youth Report puts Focus on Skills

“Some of the views in the report point directly to the kinds of policy questions that are preoccupying governments – and employers – eager to match skilled jobs with skilled workers.

According to the young people cited in the report:

  • public and private employers need to collaborate more effectively with educational institutions;
  • vocational training needs to be made more available and accessible;
  • employers need to value vocational training, apprenticeships and non-formal training more highly;
  • labour market needs should be analysed continuously and extensively;
  • education and training programmes should be tailored to labour market needs.”

The above links closely to the New South African Post-Secondary Education Green Paper. However, in my view not all education programmes should be tailored to labour market needs – we should avoid commodification and flattening of all Higher Education to a labour market technicist paradigm.

http://efareport.wordpress.com/2012/02/10/world-youth-report-puts-focus-on-skills/ (accessed 21/03/2012)

What do you think?