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HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
HoCo workshop part 6 -  about hoco friendly environments
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HoCo workshop part 6 - about hoco friendly environments

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Used at the workshop at Online Educa Berlin, Dec 1st 2010

Used at the workshop at Online Educa Berlin, Dec 1st 2010

Published in: Education, Business
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  • Stop watch : 30 minutes.
  • As Jesse Erwin's review states, "...after years of research, it looks like social cognition [how we make decisions about other people] can be boiled down into judgments of two key elements: warmth and competence."
  • Stop watch 30 minutes. Class activity.
  • Transcript

    1. A series of frameworks, tips and cool applications for inspiration.
    2. Bersin & associates High Impact Learning Culture
    3. IBM Center for Advanced Learning
    4. Jef Staes AAA learning
    5. Harold Jarche Personal Knowledge Management
    6. People potential performance model
    7. Jay Cross (Internet Time Alliance) informal learning & learnscape
    8. Jane Hart C4LPT We need a shift
    9. Social cognition (Jesse Erwin) via blog willatworklearning.com
    10. IBM Institute for Business Value Focal Jobs
    11. Dalton and Thompson’s career stage model Characteristics Relations Central Activities Issues Stage 1 apprentice stage assist learning and following dependence Stage 2 colleagues stage independent contribution and collegial interaction independence Stage 3 mentor stage training interfacing and integrating responsibility for others Stage 4 advisor stage strategize decision making and leadership effective use of powers
    12. Michaels and his team The old reality The new reality People need companies Companies need people Machines, capital, and geography are the competitive advantage Talented people are the competitive advantage Better talent makes some difference Better talent makes a huge difference Jobs are scarce Talented people are scarce Employees are loyal and jobs are secure People are mobile and their commitment is short term People accept the standard package they are offered People demand much more
    13. Accor’s diversity scorecard
    14. Topcoder.com competitions via global sourcing.
    15. Taste your dream job.

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