I Believe in the Importance of Personal Knowledge Management
JANUARY 6, 2015
What works for me won’t necessarily work for someone else. Therefore it’s important for each of us to develop our own processes, try different approaches, and adapt them as needed to make them a part of our daily work. They need to work for us, not someone else.
Online Learning Trends That You Can’t Ignore
MAY 12, 2016
Today’s tech-savvy, social and mobile learners are no longer interested in traditional classroom training and demand learning techniques that blends best with their current working style and outlook.
Who’s Leading Innovation?
SEPTEMBER 27, 2012
This is of particular concern as some things leaders must do fall beyond, and may conflict with, their normal work styles. Researchers asked leaders to agree or disagree that they demonstrate each of the 20 leadership behaviors.
Emergence of the Performance Catalyst
NOVEMBER 24, 2015
I’ve worked in the field of Learning and Development (L&D) now for nearly two decades. I’ve been fortunate to have seen and work through some pretty big changes in approaches to workplace learning. Based on a work at tom.spiglanin.com.
Learning Insights Guide 2017: Progress with Purpose
DO REAL WORK REALLY WELL” I like my. resources WHO WORK FOR US people ONE OF THE BEST SOURCES OF. work in L&D? Foreword Foreword And this year, we took an upbeat approach, inviting you to tell us about what’s working. consume information outside of work.
Dan Pontefract – Crystal Balling with Learnnovators
MARCH 19, 2015
Dan is author of “ Flat Army: Creating a Connected and Engaged Organization ” and is currently at work on the follow-up book. He is Chief Envisioner of TELUS Transformation Office; a future-of-work consulting group that helps organizations enhance corporate culture, leadership, learning, work styles & collaboration practices. Could you allow us a brief preview of this work for our readers please? ABOUT DAN PONTEFRACT (Author, Speaker, Chief Envisioner).
Generations at War
SEPTEMBER 13, 2011
While it is helpful for leaders to identify their own work style and values, they should also understand the priorities of those they manage, and understand that younger workers show respect for core values as much as any other generation. Walter Thompson conducted a study on millennials and found them to be a generation brimming with adult-like respect for American institutions, family values and work ethics, despite a few quirks.
Use Employee Health As a Performance Engine
JULY 24, 2013
Employees are behavioral beings, and each person contributes to the success of the enterprise. To help enable business success, healthy behaviors must flow from the bottom up and the top down. By giving individuals permission to do these things, and leading by example, healthy behaviors will move down the proverbial staircase and ultimately travel back up as employees embrace the culture, champion the efforts and drive overall performance.
How Praxair Grooms Tech Talent for Business Roles
NOVEMBER 22, 2013
The remainder of the program is devoted to understanding one’s work style and the advantages and complications that come when leading people.
Highlights From Day Two of the Spring 2011 Chief Learning Officer Magazine Symposium
MARCH 30, 2011
He mentioned leaders should be expected to drive performance and deliver people and that a brand is a reputation created by behaviors. to be competitive with other countries, we have to bring our whole selves to work and embrace our differences. After that is a secondary level which includes religion, income, language, work style, education, work experience, relationship status, recreational habits and family.