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For the term "Coaching".

ASTD Sales Training Virtual Conference Series: Can the Virtual Classroom Replace the Traditional and Physical Classroom for Sales Training? with Martyn Lewis

Only a few years ago if I had been asked if we could move sales training from the physical classroom to the virtual I would have replied with a resounding no! At that time my company would have trained some 35,000 sales professionals and sales managers, every one of them in a classroom, conference center, or hotel meeting room. I would have questioned the level of engagement, participation, and collaboration in the virtual classroom. I would have questioned how we could incorporate role plays andexperiential learning in the virtual classroom. Since then the world has changed. In just a few short years we now work in a far more networked, collaborative, and mobile world. I have personally now seen what can be accomplished in the live virtual classroom. Imagine that we no longer need to hold our sales force hostage in a classroom where we fire-hose them information that likely will have little impact on their actual job performance. Imagine that we can now deliver training to them wherever they may be in more of a drip feed fashion. And then after each bite-sized learning module they then get the chance to put new ideas into immediate practice, and also collaborate with their own peers and coaches.Imagine that we can deliver subject matter experts into the classroom, from wherever they may be to further collaborate and share best practices. Imagine that we can integrate the learning, with the doing, and with coaching. Imagine that we can engage our learners with the same level of intrigue that TV has been doing for over 100 years to convey information and ideas. This is not just the promise, this is the reality. We have now delivered in excess of 700 training programs from our studios in the San Francisco Bay area to sales teams all over the world. So, now, my own thinking has been changed. I am no longer focusing on what we used to do in the physical classroom and thinking about how we do it virtually. I have now seen what we can do in the live virtual classroom that we could not have done in the physical. The very notion of putting a sales team into a physical classroom for several days to me seems antiquated. Caution is required, though.The siren call of PowerPoint and WebEx enables many to deliver poor content in an equally poor way. Dont let the speed and apparent low cost of providing sales training over the web lead you into these deep and dangerous waters. There needs to be a greater focus and higher level of expertise applied to the design and delivery of sales training that will be delivered in the live virtual classroom. However, the returns for those who get it right are significant. In a recent and most comprehensive survey focusing on virtual sales training published by ES Research Group, the shift away from the physical classroom is clearly spelled out. www.ESResearch.com/virtual-report. The survey concludes that the barriers to entry (to virtual training) are predominantly attitudinal rather than factual. So, next time you hear someone lamenting the passing days of sales training in the physical classroom maybe they, like myself a few years ago, have simply not seen the possibilities and experienced the results possible in this new world. Martyn Lewis is the Founder of 3g Selling LLC as well as the President and CEO of Market-Partners, Inc.In these roles he has worked with sales leaders and teams across a broad range of industries, from start-ups to industry giants. Prior to 3g Selling and Market-Partners, Martyn had extensive executive, sales and marketing experience, including President and CEO for Drake International in North America where he led a large, multi-divisional sales force to reverse the companys rapidly declining revenue. Martyn also served as VP of Marketing and Sales Services for Digital Equipment of Canada, where he led several hundred sales professionals. Martyn acts as an advisor to a number of executives in the high technology industry and is active on several advisory boards and boards of directors. He has developed a reputation as a dynamic speaker and authority on live virtual sales training, as well as sales and marketing processes.

ASTD Presents Ram Charan with its Champion of Workplace Learning and Performance Award

The American Society for Training & Development (ASTD) presented Ram Charan with its Champion of Workplace Learning and Performance Award on May 17 at the ASTD 2010 International Conference & Exposition held here. This ASTD award recognizes individuals whose advocacy, commitment, or actions in support of workplace learning and performance has influenced groups of individuals, organizations, or society. “Without learning, there is no growth,” says Ram Charan, business advisor, author, and leadership expert. Charan has spent his career studying strategy and leadership. In his 2007 book, Leadership at All Levels: Deepening Your Talent Pool to Solve the Succession Crisis, he advocates for the apprenticeship model, and calls for assigning stiff challenges to high potential employees to accelerate their growth. He believes great leaders have personal traits and skills that cannot be impacted by time in a classroom. “If you want to impact both,” he says, “you must create assignments that will take people beyond their comfort zones to discover what is inside. These apprenticeships allow absorption from other people and the learning is largely on the shoulders of the apprentice.” Charan’s introduction to business came from working in the family shoe shop in the small town in which he was raised. That background combined with decades of observing and working with successful leaders shaped his belief that business leaders learn best through a combination of experience, feedback, and self-correction. He has worked with top executives at some of the largest companies in the world, including GE, Dupont, Novartis, and Bank of America. He developed his research and observation style early in his career as a faculty member at the Harvard Business School and GE’s Crotonville Institute. Charan has sold more than two million books in the past five years. Leadership in the Era of Economic Uncertainty was published in 2009. His newest book, coauthored with Bill Conaty, is Masters of Talent and it will be published in October 2010. Through his books, as well as teaching and coaching, Ram Charan demonstrates his conviction that workplace learning is crucial to business success and affirms that people are value-added contributors.

ASTD Presents its Lifetime Achievement Award in Workplace Learning and Performance Award to Bob Eichinger and Mike Lombardo

The American Society for Training & Development (ASTD) presented Bob Eichinger and Mike Lombardo with its Lifetime Achievement in Workplace Learning and Performance Award on May 17 at the ASTD 2010 International Conference & Exposition held here. This ASTD award recognizes individuals for a body of work that has had significant impact on the field of workplace learning and performance. Eichinger and Lombardo are recognized for creating some of the seminal works in the workplace learning and performance profession, including FYI: For Your Improvement and Eight-Eight Assignments for Development in Place. Their collaboration with Morgan McCall at the Center for Creative Leadership (CCL) led to one of the foundational concepts of human resource development: the 70/20/10 learning model, which postulates that 70 percent of learning and development takes place from real-life and on-the-job experiences, tasks and problem solving; 20 percent comes from other people through informal or formal feedback, mentoring, or coaching; and 10 percent comes from formal training. A fortuitous course taught in 1991 at CCL put them on the map. CCL gave the two men permission to release a competency tool they developed and they formed Lominger, Inc. the same day. The tool, called the Career Architect, has since generated more than $100 million in sales. Eichinger and Lombardo continued their partnership and devoted themselves to producing research-based and experience-tested tools and materials that would be useful to the workplace learning profession. “We were always very interested in how people solve real-world problems, and how effective people differ from average performers,” says Lombardo. Eichinger notes the pair has noticed a “significant gap between research and practice” over the course of their partnership. In 2004, the pair co-authored a book with Dave Ulrich titled 100 Things You Need to Know: Best Practices for Managers and HR. The book covers practices in recruitment, assessment, selection, development, and feedback, includes short summaries of each, and then poses a multiple-choice question that the authors answer with research findings as a backup. Eichinger and Lombardo’s firm, Lominger, was acquired by Korn/Ferry International in 2006.

ASTD Presents its Dissertation Award to Sewon Kim

The American Society for Training & Development (ASTD) presented Dr. Sewon Kim its Dissertation Award on May 23 at a ceremony during the ASTD 2011 International Conference & Exposition held here. This ASTD award recognizes an outstanding dissertation that holds major implications for practitioners of workplace learning and performance. Dr. Kim’s dissertation, titled “Managerial Coaching Behavior and Employee Outcomes: A Structural Equation Modeling Analysis,” examined employees’ perceptions of the relationship between their mangers’ coaching behavior and employee affective and performance-related responses, an area which lacks empirical research. The study focused on a state government organization, and measured six outcomes: role clarity, satisfaction with work, satisfaction with manager, career commitment, organization commitment, and job performance. Collected data revealed that managerial coaching directly affected employee satisfaction with work and role clarity, and indirectly affected satisfaction with work, career commitment, job performance, and organization commitment. Results also indicated that role clarity, as a direct outcome of managerial coaching, influenced job performance. Study findings demonstrate that managerial coaching motivates and satisfies employees, and improves their commitment and performance toward designated goal achievement, further supporting existing theories. This research gives a clearer picture of managerial coaching practices in organizations, and can potentially guide the use of managerial coaching competency for hiring and developing effective managers. Dr. Kim received his PhD in August 2010, and is currently an assistant professor in the Business, Management, and Economics department at the State University of New York (SUNY) Empire State.

ASTD Offers New Training Resources for Public Sector Professionals

Government agencies, like private sector organizations, continually look for ways to increase efficiencies and improve agency performance. Having a knowledgeable, skilled workforce is a critical step in meeting those goals. To help managers and learning professionals build their talent, the American Society for Training & Development (ASTD) has several new offerings tailored specifically to the needs of professionals in the public sector. One certificate program, “Managing Talent for Mission Success,” is designed for managers and supervisors, training and development practitioners, and HR specialists in the federal government. This practical two-day workshop will enable participants to better leverage their role in the organization to more effectively inform, influence, and lead talent management in support of mission achievement. Participants will explore a six step process: Other ASTD certificate programs explore topics relevant in the public sector like training design and delivery, coaching, human performance improvement, managing organizational knowledge, and measuring and evaluating learning. ASTD offers other beneficial resources to public sector employees. Through its content licensing program ASTD enables agencies to deliver learning libraries to agencies’ protected websites, providing employees with access to cutting edge training materials. The Public Manager, a quarterly journal dedicated to encouraging professionalism and high performance in all levels of government, gives public managers and executives the opportunity to write and share ideas about critical public management issues. ASTD Press offers books that can help managers and training professionals in the public sector such as High-Impact Middle Management: Solutions for Today’s Busy Public Sector Managers, written by Lisa Haneberg. More information about ASTD’s resources for the public sector is available at http://www.astd.org/ASTD/Government/.

ASTD Member Meeting in the UK

Here’s a blog post from guest blogger Neville Pritchard, from ASTD International Partner The Learning Sanctuary in the UK: The Learning Sanctuary held its second meeting for ASTD members and prospective members at Olympia on January 26. The room was kindly donated by Principal Media Ltd, the organisers of Learning Technologies Conference & Expo held at Olympia on the following two days. Once again we had over 30 attend a lively and interesting meeting where discussion was extensive. We opened with Gordon Bull (ASTD Board member) explaining how to maximise ASTD e-membership benefits before we split into sub groups. We explored technology based learning developments and when to utilise what; the need to focus on performance impact and to utilise an appropriate mix of measurement models depending upon the purpose of measurement and reporting; the increasing need for L&D to ensure high quality consulting skills; trends in the use of coaching and the need for individual and coach responsibility; links to informal learning and ‘letting go’; the need for collaboration, coordination and integration in implementing L&D initiatives; considered goodpractice.com research into leadership development trends; and explored the group’s pressing issues within the management of learning. Each topic was visited twice as groups rotated around a choice of subject every 20 minutes with facilitation being delivered by members with specific expertise and interest in the subject areas. As a full group we also considered what research we felt would help take the profession forward. An example amongst a number of topics we included was: – What types of learning delivery actually lead to best improvement and response from learners? – How do different types of role or function influence this? – Is this influenced by the type of industry an organisation operates within? – Content/training methodologies different to roles, types of business, types of department – Comparing delivery models It was a fabulous meeting with high quality debate and an opportunity for members in the UK to network and consider key issues with other L&D professionals. Neville Pritchard

ASTD: Instructional Systems Design Still Relevant, Needs to Adapt

Most companies have instructional systems design (ISD) programs that are, at best, moderately effective in achieving both learning and business goals and are not positioned well enough for the future, according to a new research report from the American Society for Training & Development (ASTD). The research also found that while there are many challenges facing the world of learning and ISD practitioners, the need for instructional systems design still exists and will continue to as the field adapts to the demands of the contemporary learner and a global workforce. The report, Instructional Systems Design: Today and in the Future, includes a survey of major ISD practices and interviews conducted with experts and business organizations. The Institute for Corporate Productivity (i4cp) partnered with ASTD in the research. The study reveals that the traditional classroom course, often reported as being irrelevant, is still used by most organizations, with 97 percent of respondents saying they currently use the classroom to deliver workplace learning. Other key findings from the study include: The report finds that many ISD professionals believe their processes are not as effective as they could be and that indicates a necessary shift in how practitioners approach the field. The future of the profession lies in formulating instructional programs or products for not only the classroom, but also for other learning approaches like mentoring, coaching, online and offline simulations, asynchronous and blended learning systems, mobile learning, and serious games. This will require instructional designers to have a broad range of competencies, and overcoming resistance to new tools will be a necessary skill. The report also suggests that change is necessary at the university level where tomorrow’s designers are prepared. Instructional Systems Design: Today and in the Future provides a data-driven foundation for course designers who wish to adapt to the changing learning environment, and take advantage of new technologies. The full report can be accessed via the ASTD Store. This report is free to ASTD members.

A New Language to Describe the Knowledge of Experts

As I get sucked into conversations about simulations with developers and researchers, both here in the states and in other countries, I am increasingly aware of the influence of the languages of several different communities. Critical words and phrases are coming from computer game design, project management, computer programming, nutrition, engineering, TQM, environmentalism, systems theory, even golf coaching. There is a new pidgin emerging – a new language for capturing domain expertise. At the highest level, it ties together systems with interface with story. Below that, it involves constructs like transformers (things that turn one resource into another), communities, units (autonoma with competencies and will), mapped spaces (from geographical to conceptual), interface design, perspectives (how different people see the world), and more detailed views of work (from producing widgets on one end to problem solving processes and innovation on the other). If people are interested, I will share more detailed notes with this community.

3 Trends You Want to See in Sales Training in 2011

January is the month of resolutions and predictions. Keeping that in mind, we posed a question on our Twitter and LinkedIn group: what do you think will be 2011’s biggest trends for Sales Training? And judging from the response, this is something you’ve all spent time thinking about! Here are three of the recurring trends you’d like to see for sales training. Reinforcement Plans will (finally) catch on. It’s not news that training fades without reinforcement. It’s just human nature to go back to habits you had before. But when those bad habits are actively costing you money in training, retraining, and headaches when you need to train again, you need to change them. Reinforcement plans help changing those habits in two ways. The first is it lets you catch small issues before they snowball into large, costly problems. In other words, if you keep the content fresh in a sales reps’ mind, they’re likely to keep trying it. Reinforcement plans also help you weed out ineffective training programs. When you can rule out the possibility that sales teams just aren’t using the new information, you can start to see how effective the training really was. And what’s the result of more informed decisions? More applicable training. Web-based training will surge. The largest advantage of web-based training is it can be done anywhere at any time. This helps every field, but most of all sales. Looking for something to do at lunch? Brush up on your listening and questioning skills. Up late at night worried about closing a big deal with a client? Take a refresher course on closing. Best of all, instead of wasting valuable selling time during the day taking a class, you’re free to take it on your own time. Of course, this is talking about web-based training as asynchronous (a fancy way of saying it’s recorded instead of live). In terms of synchronous learning though, it still enables a mass sales force to be trained all at the same time across the world. What more can you ask for? The big question about web-based training is what’s going to end up being more popular? “Bite-sized” training meant to reinforce, or large-scale training plans that replace the classroom? Sales Coaching will overtake Sales Training This was one of the more surprising trends we noticed, but it makes sense. As one commenter so aptly put it: “Training is for products and processes. Coaching is for working with the individual and helping them apply their style to the product and process.” Sales coaching allows for individualized treatment as opposed to broad general instruction. When you’re asking for a sales rep’s input as opposed to simply telling them what to do, they’re also more likely to be invested in the answer. After all, they came up with it. Not only that, but it allows you to bring the best out of what’s already there instead of putting something new in that might not work for them. So, what do you think? Is it time to do away with the classroom and invest in the web? Should we be changing our name to “Sales Coaching Drivers”? Let us know what trends you see for 2011 in the comments section. Photo credit: macbeck (http://www.flickr.com/people/macbeck/)

The Humbling Experience: Why Leaders Need It to Grow (SU205)

After 20 years of coaching leaders and watching their leadership paths unfold, the speaker noticed a pattern emerge. Leaders who were arrogant typically experienced a setback that she defines as The Humbling Experience. But even more interesting was the learning that came out of it for the leaders. Through a combination research and storytelling, this session will show you how leaders can use The Humbling Experience to grow.

Talent Development for a New Age: Bringing Hard (Neuro)Science to a Soft Topic (TU203)

How can neuroscience help us develop global talent better? How can it be used in coaching to accelerate learning? What can we learn from sports performance metrics? In this session, you’ll see how technology can be leveraged to understand the human thought process in a more scientific way. Neuroscience research enables us to validate existing psychological theory and offers the opportunity to inform and involve the workforce in the very change that affects them. By evolving the leader/follower…

New and Innovative Learning Trends in Healthcare

Catholic Health Initiatives and Slalom Consulting have partnered together to create a lean learning approach to a baseline manager development program called, Exceptional Managers for Exceptional People©. Specific content areas, Coaching, Change Management, Business Acumen, etc., that used to take individuals out of their job for days at a time have been redesigned to provide just in time content, aimed to support the day to day needs of line level managers. This program supports all people…

Leaders as Coaches Engage, Equip, Excite

This webcast will focus on engaging leaders in the coaching process, equipping them with coaching skills, and exciting them about the impact coaching can have on improved individual and team performance, employee engagement and trust.

Influence Emotion to Motivate Action: Communication Techniques to Engage Any Audience

In a recent ATD study, 83 percent of respondents indicated that communication is the most important skill area related to managerial success. The poll defined communication as the exchange of information and feedback between managers and their direct reports and the willingness to engage in three types of essential conversations with employees: disciplinary, coaching, and praise. For managers as talent developers, effective communication — including targeted, actionable feedback — can build…

Creating a Professional Development Action Plan Using the ATD Competency Model

What specific skills do you need to stay valuable? Learn how you can prepare for the future faster by aligning your professional development plans to The ATD Competency Model, which defines what talent development professionals need to know and do to be successful across a wide range of roles. This session will introduce you to The ATD Competency Model. The presenter will cover all 10 areas of expertise, including three of the most critical: coaching, integrated talent management, and change…

5 Strategies for Building a Winning Sales Team (SU408)

Maximizing profit for your organization starts by building and sustaining a top-producing sales team. Geared toward director- and manager-level management at organizations worldwide, this session will explain five hiring strategies to recruiting and developing top talent, the tools that sales teams need to achieve long-term goals, and ideas for improving company culture through ongoing coaching and training.

Learning Assisted Service

The carwash company gives customer loyalty and satisfaction a steady boost by using coaching, certification, and social media to develop its employees.

This podcast is sponsored by Pfeiffer, an imprint of John Wiley & Sons, Inc. Pfeiffer serves the professional development and hands-on resource needs of training and human resource practitioners and gives them products to do their jobs better. They deliver proven ideas and solutions from experts in HR development and HR management, and offer effective and customizable tools to improve workplace performance. Lean more at www.pfeiffer.com.

Knowledge Delivered in Any Other Form

May: Informal learning, with its reach into every part and aspect of the organization, is here to stay. Increasing numbers of learning professionals are taking steps to shore up support and harness the strengths of this dynamic and flexible information movement. This podcast was sponsored by Peck Training Group, linking people to their potential through formal and informal learning options, such as training, webinars, coaching, and online tools; www.pecktraining.com.

How to Tame a Wild Elephant

Developing a soft skills training program for leaders can be a challenge. Incorporating a coaching component is one way to start.

Filling in the Blanks

Informal mentoring is about being in the right place at the right time and fostering boundless professional support and guidance within organizations.

This podcast was sponsored by Peck Training Group, linking people to their potential through formal and informal learning options, such as training, webinars, coaching, and online tools; www.pecktraining.com.

Developing High Impact Teams

Coaching business teams is gaining momentum as the new way to improve the performance of individuals who must achieve results working together.

Determining What Is Necessary

June: Learning executives need to take certain variables into play when determining the degree of executive support for learning initiatives. This podcast was sponsored by CPP, the exclusive publisher of the Myers-Briggs instrument and a group of people committed to improving the performance of individuals and organizations around the world through team building, leadership and coaching, conflict management, career development, selection, and retention; https://www.cpp.com.

Deep Specialization for Competitive Advantage

Tiger Woods and Lance Armstrong stay on top of their games with a continuous focus on deliberate practice, coaching, and learning. Today’s high-impact organizations are using the same approaches.

Stories Trainers Tell

Make challenging concepts more memorable, even unforgettable! Telling stories is a powerful way to make a point, especially when the stories are compelling, well-constructed, and poignant. This book captures thought-provoking stories contributed by trainers, nationally known speakers, consultants, business leaders, educators, and professional storytellers that help make challenging ideas and abstract concepts stick.The stories are organized around major organizational development and training themes, such as leadership, diversity, teamwork, performance and coaching, and customer service. Accompanying each story are tips, debriefing questions, key points, and a follow-up activity to maximize its impact and learning potential.

New Supervisor Training

In New Supervisor Training, training legend Elaine Biech presents innovative two-day, one-day, and half-day training workshops that help supervisors embrace their new roles and develop supervisory skills in five key areas: promoting communication, guiding the work, leading the workforce, coaching employee performance, and developing themselves.

Effective SMEs

Content expertise isn’t enough for the training room. Partnering with subject matter experts can really pay off. SMEs (we pronounce it smees) bring credibility and relevance to live training. They enrich learning programs with their insight and depth of experience. But content expertise alone isn’t enough to deliver effective training. . . .SMEs want to do well in the classroom, but it’s often unfamiliar terrain. They’re authorities on content, not talent development. Without guidance, they may overshare or find themselves unable to facilitate a productive discussion—all of which frustrate learners. But, with the right approach, you can bring SMEs into the training room successfully, in a way that makes learners, instructors, and managers feel like their goals are being met. Effective SMEs: A Trainer’s Guide for Helping Subject Matter Experts Facilitate Learning is the blueprint to managing SME-led training. Authors Dale Ludwig and Greg Owen-Boger offer first-rate advice gleaned from decades helping presenters, instructional designers, and SMEs become better communicators. Underlying all their tips is their belief that SMEs and instructional designers must get comfortable with each other’s role. The authors lay the groundwork for you, describing the fundamental principles of a successful training event and the personal approach they contend every SME and ID bring to the training table. You’ll discover how to design learning events with the needs of SMEs in mind. And you’ll try out best practices for coaching SMEs to deliver training efficiently and effectively. The authors also share detailed and relatable workplace scenarios drawn from their vast business experience as well as job aids to assist you in a variety of learning situations. Effective SMEs is the rare book that addresses both designing for SMEs to deliver training and coaching them to be effective once they’re in the training room. Don’t plan your next live training event without it.

Developing Effective Leadership Programs (In Action Case Study Series)

Todays work environment is more collaborative, more team based, and more cross-functional. Managers can no longer rely on the authority of their positions to command results; they must elicit willing cooperation and active participation from their staffs to achieve goals. People at every level are expected to know about and contribute to multiple aspects of their organizations activities. This book presents 12 case studies with various approaches to developing leadership potential, including training interventions, executive coaching, and individual and mentoring strategies that fit a wide range of settings.


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The Self-aware Coach – Online Course

Find out why self-awareness is so important in coaching and leadership, with this online course from Deakin University.

Applications of Everyday Leadership | Coursera

Applications of Everyday Leadership from University of Illinois at Urbana-Champaign. This course covers the following topics: negotiation, feedback and coaching, conflict management, and leading change. The objectives are to learn how to use …

Closing the Learning-Acquisition Gap with Informal Learning

The challenge to the L&D departments of the world will be to close this learning-acquisition gap in two ways: (1) create environments where coaching and this informal learning is encouraged and rewarded and (2) find ways to track our people’s progress with technology so we can make this desired behavior permanent.

LessonCast – Web-based software to connect professional learning and classroom practice

The LessonCast Story In January of 2010 Nicole Tucker Smith designed the LessonCast process to support an innovative professional development practice she invented while serving as an assistant principal in a zero-based school. She and her engineer/marketer husband Khalid Smith built the first version of a service where teachers could create and collaborate using this new digital communication tool, a lessoncast. What sets LessonCast apart from other lesson plan or teacher sharing sites is that lessoncasts are designed to be easily absorbed, evaluated for quality, reapplied, and modified. Lessoncasts are modeled after the compact teacher-to-teacher conversations long employed by highly...

Teamie – positive representation of the type of learning environment

Teamie brings the power of social networking to education to make learning collaborative and fun. Teamie was founded with the idea of enhancing collaboration & sharing between students themselves, and with other stakeholders in the Education system (Teachers, Parents and Management). Teamie aims to improve the learning process by enabling teams of learners collaborate and learn from each other. Teamie believes that multiple technologies and systems can be a drain on anyone, and especially teachers who should spend most of their precious time, guiding and coaching students. Teamie brings together the key capabilities required for learning management, social collaboration, analytics...

Overview of Role of Chief Learning Officer

Chief Learning Officers are often found at larger organizations where the human resources department is broken out into various specialties. CLOs, who are sometimes called chief knowledge officers, usually report either to the top talent officer or the chief executive officer (CEO). A CLO’s responsibilities may include on boarding, training courses and materials, employee development initiatives, executive coaching, knowledge management and succession planning. CLOs may also supervise the selection and implementation of learning technology, such as learning management systems (LMS). CLO Job Responsibilities: Develops an organization’s educational process Promotes knowledge management Institutes effective training strategies Directs large scale change management...

Best ways to be an effective leader

  Leadership is not just about the one leader at the top, but about the followers too… Here are some tips from business leaders: Focus on character over reputation Your reputation will vary.  It’s your character that counts and it’s what you can control.  Wooden said, “If you make the effort to do the best of which you’re capable, trying to improve the situation that exists for you, I think that’s success and I don’t think others can judge that, and I think that’s like character and reputation.  Your reputation is what you are perceived to be, and your character...