Workplace Learning

Carol Knox LinkedIn Profile Amongst Top 5%

Please visit this link: http://www.linkedin.com/200million?trk=200fb

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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.

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:

http://lsbu.academia.edu/RichardGriffin/Papers/1003499/Workplace_learning_evaluation

OECD – Human Capital Learning for Life

From OECD Insights (image at link reference), valid and useful insights: http://www.oecd.org/document/56/0,3746,en_21571361_37705603_37781352_1_1_1_1,00.html

“Populations in many societies are ageing, meaning that in future there will be fewer people of working age to support growing numbers of retirees. The result is that more of us will need to go on working for longer. To do that societies will need to break down the barriers that prevent adults from updating their skills and education.

Chapter 5 of Learning for Life looks at adult learning, and finds out who’s getting it and who isn’t. It examines the barriers that prevent adults from developing their skills and knowledge. And it looks at what individuals, employers and governments can do to tear down those barriers.”

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

The Book of Symbols: Carl Jung’s Catalogue of the Unconscious

I came across this very interesting post on BrainPickings and just had to share:

 

 

 

 

 

“A primary method for making sense of the world is by interpreting its symbols. We decode meaning through images and, often without realizing, are swayed by the power of their attendant associations. A central proponent of this theory, iconic Swiss psychoanalyst Carl Gustaf Jung, made an academic case for it in the now-classic Man and His Symbols, and a much more personal case in The Red Book.”

 

 

 

To read more go to:

http://www.brainpickings.org/index.php/2011/07/29/the-book-of-symbols/

An incredible archive of symbols.

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.

70:20:10 by Charles Jennings

70% of what is learnt in the workplace is through experience, practice and doing your job, as shown through surveys and research. Any one of us will forget about half of what we are told within an hour unless we have the opportunity to practice what we have heard or been told. 20% of learning occurs through interactions, networks and conversations. Only about 10% of what is learnt happens formally.  This is  a very valuable resource. One will never create a learning organisation if content is continually pushed at people, according to Jennings.

http://www.youtube.com/watch?feature=player_embedded&v=t6WX11iqmg0 (accessed 09/04/212).

A Better Way to Communicate

Today’s post is by bestselling author Seth Kahan.  It’s an excerpt from his book Getting Change Right: How Leaders Transform Organizations from the Inside Out.  You can learn more about him and his book at the end of the post.

In the conclusion to this post I would like to highlight the following:

“Most importantly by engaging our stakeholders using social construction you will be able to:
– Penetrate the demands and clutter that are part of business life.
– Break through the assorted messages the media constantly delivers.
– Get people’s attention and move forward to help them engage, get involved, and begin contributing.
– Coordinate this activity without formal authority.”

Check it out, great article:

A Better Way to Communicate.

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:

http://www.sonar6.com/colorpapers/rewards-and-recognition/what-floats-your-boat/

Skills Levies in a Climate of Skills Crisis

Employers who pay PAYE are obliged by National Legislation to contribute 1% of their wage bill to the Skills Levy Fund. The Mandatory Claims provision of this fund enables employers to claim back 70% of this amount on educating/training current employees. Since most employers are not claiming this amount the funds become available for payment under the Discretionary Grant provision. This means that the Discretionary Funds become available to competitors who are investing in the knowledge and skills development of employees. Those companies who are not training are weakening in a very competitive market, especially in these very difficult economic times.

If Skills Development Facilitators submit Workplace Skills Plans that include accredited courses from accredited providers, companies can properly reclaim on their skills levies paid, and position themselves for a strong competitive advantage when the economy “turns”.  If training budgets have been cut, then this is the time to make full use of the Skills Development Fund. This is the magic moment, as the economy “turns”, to begin to train staff and secure a strong position for your company, ensuring improved employee relationships and staff who are able to align their personal goals with that of the company, whilst meeting equity and skills training targets. In the words of Dr Nzimande, workplaces need to become “training spaces”. The time is now.