In the current economic climate with redundancies and budget cuts there is an often a huge and hidden cost that is ignored. Addressing this cost will not only impact on the budget, but provide a platform for significantly improved organisational performance.
Wherever you work, there’s often a management guru ready to tell you there’s a newer, better way of doing things.
Headlines on Monday suggested that Twitter could damage your working memory but technology seems to be a lightning rod for ill informed opinion.
Tony Karrer’s recent blog post on models for learning got me thinking about the need to focus on the performer and the context of their learning.
Training Zone have asked a great question about how effective are employers in supporting new managers. A more interesting question for those of us with responsibility in this area is; How will we know we are as effective as we deserve to be at supporting our new managers?
This is the third and final post examining online engagement for learning and performance support resources, based on the presentation I gave at Learning Technologies. The first two are A Simple Model for Online Engagement and The First Condition of Online Engagement: Awareness. Think about how people navigate to sites in their personal usage. They either have [...]
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