Becoming an Agent of Change in Your Organization v6
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Delivered at Michigan State University on Jan 23 2014 and Jan 24 2014.
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A Twelve Step Guide to Being a Change Agent
Many of us in government want to change the way our agencies work. These changes can take many forms. Some of us may want to fix a process or change/eliminate counterproductive rules. Others may wish to shoot for more ambitious goals that require a change of culture. The current push to expand the use of collaboration tools like Web 2.0 technologies is one example of a big and important culture change. Effecting change in a large organization is difficult. Those difficulties can be magnified greatly in the public sector. Entrenched rules and structures pose many obstacles. Resource limitations often seem to be the things in greatest abundance. And the possibility of criticism from senior bosses, Congress and the media tends to make many managers risk averse. So how does one overcome all these obstacles to bring about significant positive change? Here is the 12 step guide.
BEING a change agent
Slides from the talk that Helen Bevan gave at London Women's Leadership Network on 8th March 2017 on the occasion of International Women's Day #womenlead
Becoming an Educational Change
The document discusses the role of educational change agents and learning technologists. It explores how their roles have evolved over time to include advocating for more proactive and collaborative relationships with faculty. Change agents often find themselves between cultures as they work to shift paradigms and catalyze changes to instructional approaches on their campuses.
Asn sebagai agent of change
Menjelaskan tentang ANS sebagai "capital" dalam pemerintahan pelayanan publik dan pembangunan
How To Be a Better Change Agent
Everyone recognizes the need to change, so why is it so difficult for organizations and people to embrace change? One data point that has been floating around for over 20 years is that 70% of organizational change initiatives fail. Ironically, despite the ubiquity of this "fact," it was first suggested in 1993 as nothing more than an "unscientific estimate." The reason this statistic has been repeated so often for so long is that it comes close to matching our own experiences--more specific and recent research has since found that only 54% of executives say change initiatives at their companies are adopted and sustained.
Clearly, this is a tremendous issue that defies easy solution. Every failed change initiative is not just a missed opportunity but also an expensive mistake--one study found that one of every six large IT projects go so badly that they can threaten the very existence of the company.
So how can we individually be more effective at being change agents in our personal and professional lives? First, we need to appreciate that:
There is no such thing as a change agent. That may sound odd considering I’m writing about being a better change agent, but this is a skill, not an ability. It is not something you are born with but something you can improve upon. All of us are change agents—none of us gets the luxury of waiting for others to change us, and that means we must sharpen our skills.
Being a change agent is risky: No matter how much business leaders say they want change agents, being a change agent is risky. Change agents fail, stumble in their career and can damage their reputation. We must appreciate that advocating for change entails risk, which is why it is essential we are aware of the specific risks and work to mitigate them.
People hate change. We humans like to feel safe and comfortable, and change is risky and discomforting. Successful change agents must know how to inspire people, helping them to see and embrace the benefits of change.
If we do these three things—sharpening our own skills, mitigating risks and inspiring people—we can succeed at leading change.
PNS Agen Perubahan
Pegawai Negeri Sipil Sebagai Agen Perubahan Formula Handal dalam Percepatan Reformasi Birokrasi
Agen pembaharuan (agent of change)
Dokumen tersebut membahas tentang pengertian agen pembaharuan sebagai perantara antara sumber perubahan dengan sasaran perubahan. Dokumen juga menjelaskan peran, fungsi, dan kunci keberhasilan seorang agen pembaharuan. Termasuk di dalamnya adalah peran guru sebagai agen pembaharuan dalam konteks perubahan pendidikan di sekolah.
Andy chew at Siemens Nixdorf
The group discussed the transformation of Siemens Nixdorf Informationsysteme AG (SNI), a large German IT company facing losses and stagnation. Schulmeyer was hired as the new CEO to turn the company around. His goals were to make SNI more customer-driven and reduce costs. Andy Chew was brought in to pilot a change initiative and revitalize the SAP/R3 department. However, Andy underestimated the challenges of cultural change at SNI and faced resistance. The group analyzed gaps in Andy's approach and suggested managing the depth and scope of changes, addressing resistance through involvement and rewards, and defining short-term goals to revitalize change periodically and ultimately institutionalize the transformation.
Recommended
A Twelve Step Guide to Being a Change Agent
Many of us in government want to change the way our agencies work. These changes can take many forms. Some of us may want to fix a process or change/eliminate counterproductive rules. Others may wish to shoot for more ambitious goals that require a change of culture. The current push to expand the use of collaboration tools like Web 2.0 technologies is one example of a big and important culture change. Effecting change in a large organization is difficult. Those difficulties can be magnified greatly in the public sector. Entrenched rules and structures pose many obstacles. Resource limitations often seem to be the things in greatest abundance. And the possibility of criticism from senior bosses, Congress and the media tends to make many managers risk averse. So how does one overcome all these obstacles to bring about significant positive change? Here is the 12 step guide.
BEING a change agent
Slides from the talk that Helen Bevan gave at London Women's Leadership Network on 8th March 2017 on the occasion of International Women's Day #womenlead
Becoming an Educational Change
The document discusses the role of educational change agents and learning technologists. It explores how their roles have evolved over time to include advocating for more proactive and collaborative relationships with faculty. Change agents often find themselves between cultures as they work to shift paradigms and catalyze changes to instructional approaches on their campuses.
Asn sebagai agent of change
Menjelaskan tentang ANS sebagai "capital" dalam pemerintahan pelayanan publik dan pembangunan
How To Be a Better Change Agent
Everyone recognizes the need to change, so why is it so difficult for organizations and people to embrace change? One data point that has been floating around for over 20 years is that 70% of organizational change initiatives fail. Ironically, despite the ubiquity of this "fact," it was first suggested in 1993 as nothing more than an "unscientific estimate." The reason this statistic has been repeated so often for so long is that it comes close to matching our own experiences--more specific and recent research has since found that only 54% of executives say change initiatives at their companies are adopted and sustained.
Clearly, this is a tremendous issue that defies easy solution. Every failed change initiative is not just a missed opportunity but also an expensive mistake--one study found that one of every six large IT projects go so badly that they can threaten the very existence of the company.
So how can we individually be more effective at being change agents in our personal and professional lives? First, we need to appreciate that:
There is no such thing as a change agent. That may sound odd considering I’m writing about being a better change agent, but this is a skill, not an ability. It is not something you are born with but something you can improve upon. All of us are change agents—none of us gets the luxury of waiting for others to change us, and that means we must sharpen our skills.
Being a change agent is risky: No matter how much business leaders say they want change agents, being a change agent is risky. Change agents fail, stumble in their career and can damage their reputation. We must appreciate that advocating for change entails risk, which is why it is essential we are aware of the specific risks and work to mitigate them.
People hate change. We humans like to feel safe and comfortable, and change is risky and discomforting. Successful change agents must know how to inspire people, helping them to see and embrace the benefits of change.
If we do these three things—sharpening our own skills, mitigating risks and inspiring people—we can succeed at leading change.
PNS Agen Perubahan
Pegawai Negeri Sipil Sebagai Agen Perubahan Formula Handal dalam Percepatan Reformasi Birokrasi
Agen pembaharuan (agent of change)
Dokumen tersebut membahas tentang pengertian agen pembaharuan sebagai perantara antara sumber perubahan dengan sasaran perubahan. Dokumen juga menjelaskan peran, fungsi, dan kunci keberhasilan seorang agen pembaharuan. Termasuk di dalamnya adalah peran guru sebagai agen pembaharuan dalam konteks perubahan pendidikan di sekolah.
Andy chew at Siemens Nixdorf
The group discussed the transformation of Siemens Nixdorf Informationsysteme AG (SNI), a large German IT company facing losses and stagnation. Schulmeyer was hired as the new CEO to turn the company around. His goals were to make SNI more customer-driven and reduce costs. Andy Chew was brought in to pilot a change initiative and revitalize the SAP/R3 department. However, Andy underestimated the challenges of cultural change at SNI and faced resistance. The group analyzed gaps in Andy's approach and suggested managing the depth and scope of changes, addressing resistance through involvement and rewards, and defining short-term goals to revitalize change periodically and ultimately institutionalize the transformation.
The Change Agent Program at Siemens Nixdorf
1) The document summarizes the Change Agent Program at Siemens Nixdorf Group and profiles two individuals involved.
2) Andreas Meyer Knonow participated in the program and worked to target the American market, facing challenges with lack of support back in Germany.
3) Ulrike Von Manteuffel also participated and sought to continue culture change efforts at SNI like through Friday Forums upon her return.
Analysing Feedback
CDE seminar conducted by Dr Gwyneth Hughes, Senior Lecturer in HE, Institute of Education.
In this session Dr Gwyneth Hughes, a CDE Fellow, drew on her CDE research on ipsative assessment and a JISC funded project that she is leading at the IOE to explore why it is useful to analyse feedback for distance learners. It demonstrated a feedback analysis tool that has been developed as part of the project.
Gwyneth, a CDE Fellow, teaches on Higher Education programmes within the Lifelong and Comparative Education department including the MBA in Higher Education Management. She also supervises doctoral students. She has undertaken research and published on a range of topics including: ipsative assessment, formative feedback, identity, blended learning, e‐learning, gender inclusivity, widening participation, online collaborative work, web 2.0, learning technologies and reflective practice.
Principal as agent of change
The principal plays a key role in facilitating school improvement and professional learning for teachers. As an agent of change, the principal must intentionally address barriers to teacher learning, such as focusing too much on confirming existing ideas rather than challenging them. Some strategies for interrupting barriers include using protocols to structure discussion, making preconceptions explicit, and viewing mistakes as learning opportunities. The principal also ensures school goals are aligned to student needs based on data and provides resources to support teachers in achieving goals.
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Dokumen tersebut merangkum materi pelatihan agen perubahan yang diselenggarakan oleh BPSDM Kementerian Hukum dan HAM. Materi tersebut membahas peran penting agen perubahan dalam mengelola proses perubahan, dengan berperan sebagai role model, coach, konsultan, dan kolaborator untuk mempengaruhi orang lain dan mendukung tercapainya tujuan perubahan.
Change Agents
Change agents are people who influence organizational change through their own actions and by influencing others. They can be internal or external to the organization and help develop and implement the steps needed to realize a vision for change. Effective change agents possess skills like resilience, insight, and a strong sense of identity and direction. They are credible, enthusiastic catalysts for change initiatives.
change agent
The document discusses the role of change agents and the characteristics and steps they should employ to successfully implement change. It defines a change agent as someone who can affect how an organization responds to change. Effective change agents have good communication and leadership skills, motivate others, and are confident in their ability to implement change. Key steps change agents should take include identifying and managing stakeholders, setting clear objectives, planning the change process, and recognizing and planning for potential resistance. The document will be used to write a chapter critically analyzing the characteristics of an effective change agent.
Agent of Change
This document discusses how to drive change within an organization by understanding the key steps: identifying real problems, developing solutions, presenting proposals effectively, dealing with both success and failure, and continuing to push for improvement. The main points are to thoroughly research problems, master potential solutions, and communicate proposals professionally using data to prove the need for change. While change efforts may not always succeed initially, the process helps agents of change grow their skills and make stronger cases to ultimately help their organizations.
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This document discusses the role of change agents and leadership. It describes change agents as people who act as catalysts to manage change. It lists the skills required for change agents, such as being able to sense the business environment and maximize information flow. It then discusses the concepts of Level 5 Leadership from the book "Good to Great", where Level 5 leaders channel their ego away from themselves and into building a great company. The rest of the document outlines the key concepts from "Good to Great" that led to breakthrough results, including getting the right people first, confronting brutal facts, having a hedgehog concept, creating a culture of discipline, using technology accelerators, and pushing the flywheel of success through consistent efforts over time.
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This module will help us create and sustain the energy we need to make change happen. We will look at a number of practical ideas, tools and resources to help us change the way we do change. We’ll look at why change fails and how you can minimise the risk of it failing by creating a shared purpose and understanding the different energies needed to bring teams with you.
To find out more about the School, please visit the website http://theedge.nhsiq.nhs.uk/school
Design Thinking Process
This document outlines the design thinking process which includes understanding the problem, researching benchmarks and insights, identifying opportunities and problems, designing a strategy, prototyping solutions, and implementing the final solution. The process involves studying the problem, researching other solutions, looking for unidentified opportunities, gathering all potential problems, designing objectives to solve problems, testing prototype models, and developing the best solution.
School for Change Agents - Module 4 Slides
This module will help us create and sustain the energy we need to make change happen. We will look at a number of practical ideas, tools and resources to help us change the way we do change. We’ll look at why change fails and how you can minimise the risk of it failing by creating a shared purpose and understanding the different energies needed to bring teams with you.
To find out more about the School, please visit the website http://theedge.nhsiq.nhs.uk/school/
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This document outlines the key points from a professional development session on principal leadership for school improvement. The session is divided into three parts with learning outcomes listed at the beginning of each part. The first part focuses on the challenges of 21st century leadership and identifying leadership actions to support student achievement. The second part discusses Viviane Robinson's research on the impact of leadership on student outcomes and the five dimensions of student-centered leadership. The third part focuses on instructional leadership, the barriers and enablers to demonstrating instructional leadership, and tools leaders can use for instructional leadership.
David Ulrich's HR Model
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The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
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Employees want to receive feedback, but the way that managers interpret this widely varies. This slideshare helps define a feedback process that drives organizational success and allows for real change.
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The document discusses the history and development of artificial intelligence over the past 70 years, from early research into neural networks in the 1940s to modern deep learning techniques. While AI has made tremendous progress, fully human-level AI remains challenging to achieve and raises complex issues around safety, ethics, and its impact on society that require careful consideration and oversight. Overall progress in AI has occurred in steps by incorporating more data and modeling increasingly complex phenomena, but fully general human intelligence remains a long-term goal that will require ongoing research.
The Restorative Potential of Participatory Design in the Attention Economy
We live in an attention economy where human attention is harvested, commoditized, and traded as a scarce and valuable resource. Information and communication technologies (ICT) use an evolving branch of psychological research called behavior design to manipulate our attention and behavior. Consequences of this affect what we do with our time and also our capacity for reflection and self-awareness, which has lasting effects across our life and relationships. This dissertation looks to attention restoration theory (ART) and participatory design (PD) for help in addressing the harms created by the attention economy. ART is an empirically validated theory that addresses how attention can be depleted and also restored. PD gives us an experiential and democratic framing for helping people have a say in the technology that affects their lives. Using PD to co-design restorative environments may help us restore and protect our attention on both individual and collective levels. The work of this dissertation uses PD, visual elicitation, phenomenological interviews, and focus groups to explore (1) how the design process itself might be restorative, (2) how co-designers' behaviors with ICTs change in the process of designing for others, and (3) how institutions might play a systemic, scalable role in protecting our attention. Doing this will involve analyzing data collected in two undergraduate design classes that used PD to design restorative environments on the University of Washington’s campus, and translating that curriculum to a relevant and feasible offering for libraries for and with library practitioners.
The Sharing Problem
Most of the critical issues we face today are global ones. And they are fundamentally social. They deal with our ability as humans to cooperate, negotiate and to see and act on the long-range view. It has been argued that the evolution of cooperative behavior is the most important unsolved problem in all of science. And the scientist to solve that problem is the social scientist.
Swimming with Sharks
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against developing mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
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The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
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1) The document summarizes the Change Agent Program at Siemens Nixdorf Group and profiles two individuals involved.
2) Andreas Meyer Knonow participated in the program and worked to target the American market, facing challenges with lack of support back in Germany.
3) Ulrike Von Manteuffel also participated and sought to continue culture change efforts at SNI like through Friday Forums upon her return.
Analysing Feedback
CDE seminar conducted by Dr Gwyneth Hughes, Senior Lecturer in HE, Institute of Education.
In this session Dr Gwyneth Hughes, a CDE Fellow, drew on her CDE research on ipsative assessment and a JISC funded project that she is leading at the IOE to explore why it is useful to analyse feedback for distance learners. It demonstrated a feedback analysis tool that has been developed as part of the project.
Gwyneth, a CDE Fellow, teaches on Higher Education programmes within the Lifelong and Comparative Education department including the MBA in Higher Education Management. She also supervises doctoral students. She has undertaken research and published on a range of topics including: ipsative assessment, formative feedback, identity, blended learning, e‐learning, gender inclusivity, widening participation, online collaborative work, web 2.0, learning technologies and reflective practice.
Principal as agent of change
The principal plays a key role in facilitating school improvement and professional learning for teachers. As an agent of change, the principal must intentionally address barriers to teacher learning, such as focusing too much on confirming existing ideas rather than challenging them. Some strategies for interrupting barriers include using protocols to structure discussion, making preconceptions explicit, and viewing mistakes as learning opportunities. The principal also ensures school goals are aligned to student needs based on data and provides resources to support teachers in achieving goals.
Peran Agen Perubahan (Agent of Change)
Dokumen tersebut merangkum materi pelatihan agen perubahan yang diselenggarakan oleh BPSDM Kementerian Hukum dan HAM. Materi tersebut membahas peran penting agen perubahan dalam mengelola proses perubahan, dengan berperan sebagai role model, coach, konsultan, dan kolaborator untuk mempengaruhi orang lain dan mendukung tercapainya tujuan perubahan.
Change Agents
Change agents are people who influence organizational change through their own actions and by influencing others. They can be internal or external to the organization and help develop and implement the steps needed to realize a vision for change. Effective change agents possess skills like resilience, insight, and a strong sense of identity and direction. They are credible, enthusiastic catalysts for change initiatives.
change agent
The document discusses the role of change agents and the characteristics and steps they should employ to successfully implement change. It defines a change agent as someone who can affect how an organization responds to change. Effective change agents have good communication and leadership skills, motivate others, and are confident in their ability to implement change. Key steps change agents should take include identifying and managing stakeholders, setting clear objectives, planning the change process, and recognizing and planning for potential resistance. The document will be used to write a chapter critically analyzing the characteristics of an effective change agent.
Agent of Change
This document discusses how to drive change within an organization by understanding the key steps: identifying real problems, developing solutions, presenting proposals effectively, dealing with both success and failure, and continuing to push for improvement. The main points are to thoroughly research problems, master potential solutions, and communicate proposals professionally using data to prove the need for change. While change efforts may not always succeed initially, the process helps agents of change grow their skills and make stronger cases to ultimately help their organizations.
Key success factors for Change Champions- Change Community of Practice Webina...
Discover the key success factors for Change Champions, drawing from our consulting team's experience and Prosci's 2016 Best Practices in Change Management Report.
Change agents
This document discusses the role of change agents and leadership. It describes change agents as people who act as catalysts to manage change. It lists the skills required for change agents, such as being able to sense the business environment and maximize information flow. It then discusses the concepts of Level 5 Leadership from the book "Good to Great", where Level 5 leaders channel their ego away from themselves and into building a great company. The rest of the document outlines the key concepts from "Good to Great" that led to breakthrough results, including getting the right people first, confronting brutal facts, having a hedgehog concept, creating a culture of discipline, using technology accelerators, and pushing the flywheel of success through consistent efforts over time.
Parenting Wishes - Hopes and Dreams for my Kids' Schooling
Chris Kennedy, superintendent of the West Vancouver School District, shares his hopes and dreams for how schooling can be improved. He hopes that schools will focus on transformation, inquiry, and personalization so that students are connected to their teachers and classmates. Kennedy also hopes that homework has a clear purpose in supporting learning rather than being busy work, and that schools delay rankings and sorting in favor of focusing on student learning. The overall goal is for schools to take good care of students and create memorable learning experiences for all children.
Agen perubahan
Dokumen ini membahas tentang agen perubahan dan ciri-ciri utamanya. Agen perubahan didefinisikan sebagai seseorang yang dapat mengubah kemampuan manusia atau sistem organisasi untuk mencapai hasil yang lebih baik. Ciri khas agen perubahan antara lain memiliki visi masa depan yang jelas, mampu menginspirasi orang lain, memotivasi diri sendiri, serta memahami orang lain. Agen perubahan bertug
Module 4 chat box school for change agents
This module will help us create and sustain the energy we need to make change happen. We will look at a number of practical ideas, tools and resources to help us change the way we do change. We’ll look at why change fails and how you can minimise the risk of it failing by creating a shared purpose and understanding the different energies needed to bring teams with you.
To find out more about the School, please visit the website http://theedge.nhsiq.nhs.uk/school
Design Thinking Process
This document outlines the design thinking process which includes understanding the problem, researching benchmarks and insights, identifying opportunities and problems, designing a strategy, prototyping solutions, and implementing the final solution. The process involves studying the problem, researching other solutions, looking for unidentified opportunities, gathering all potential problems, designing objectives to solve problems, testing prototype models, and developing the best solution.
School for Change Agents - Module 4 Slides
This module will help us create and sustain the energy we need to make change happen. We will look at a number of practical ideas, tools and resources to help us change the way we do change. We’ll look at why change fails and how you can minimise the risk of it failing by creating a shared purpose and understanding the different energies needed to bring teams with you.
To find out more about the School, please visit the website http://theedge.nhsiq.nhs.uk/school/
Module 1 principal leadership for school improvement ppt march 2015
This document outlines the key points from a professional development session on principal leadership for school improvement. The session is divided into three parts with learning outcomes listed at the beginning of each part. The first part focuses on the challenges of 21st century leadership and identifying leadership actions to support student achievement. The second part discusses Viviane Robinson's research on the impact of leadership on student outcomes and the five dimensions of student-centered leadership. The third part focuses on instructional leadership, the barriers and enablers to demonstrating instructional leadership, and tools leaders can use for instructional leadership.
David Ulrich's HR Model
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
5 Ways to Give Feedback that Elicits Real Change
Employees want to receive feedback, but the way that managers interpret this widely varies. This slideshare helps define a feedback process that drives organizational success and allows for real change.
Generating Architectural Concepts & Design Ideas
The document discusses the history and development of artificial intelligence over the past 70 years, from early research into neural networks in the 1940s to modern deep learning techniques. While AI has made tremendous progress, fully human-level AI remains challenging to achieve and raises complex issues around safety, ethics, and its impact on society that require careful consideration and oversight. Overall progress in AI has occurred in steps by incorporating more data and modeling increasingly complex phenomena, but fully general human intelligence remains a long-term goal that will require ongoing research.
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Module 1 principal leadership for school improvement ppt march 2015
Module 1 principal leadership for school improvement ppt march 2015
More from Beck Tench
The Restorative Potential of Participatory Design in the Attention Economy
We live in an attention economy where human attention is harvested, commoditized, and traded as a scarce and valuable resource. Information and communication technologies (ICT) use an evolving branch of psychological research called behavior design to manipulate our attention and behavior. Consequences of this affect what we do with our time and also our capacity for reflection and self-awareness, which has lasting effects across our life and relationships. This dissertation looks to attention restoration theory (ART) and participatory design (PD) for help in addressing the harms created by the attention economy. ART is an empirically validated theory that addresses how attention can be depleted and also restored. PD gives us an experiential and democratic framing for helping people have a say in the technology that affects their lives. Using PD to co-design restorative environments may help us restore and protect our attention on both individual and collective levels. The work of this dissertation uses PD, visual elicitation, phenomenological interviews, and focus groups to explore (1) how the design process itself might be restorative, (2) how co-designers' behaviors with ICTs change in the process of designing for others, and (3) how institutions might play a systemic, scalable role in protecting our attention. Doing this will involve analyzing data collected in two undergraduate design classes that used PD to design restorative environments on the University of Washington’s campus, and translating that curriculum to a relevant and feasible offering for libraries for and with library practitioners.
The Sharing Problem
Most of the critical issues we face today are global ones. And they are fundamentally social. They deal with our ability as humans to cooperate, negotiate and to see and act on the long-range view. It has been argued that the evolution of cooperative behavior is the most important unsolved problem in all of science. And the scientist to solve that problem is the social scientist.
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The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against developing mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
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The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
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This document lists the Twitter handles of the Museum of Life and Science and three individuals - Beck Tench, Elizabeth Fleming, and Experimonth. It also mentions the hashtag #experimonth and the phrase "Science of Sharing".
Experimonth: Race
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The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help alleviate symptoms of mental illness and boost overall mental well-being.
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This was originally presentated at the ILEAD-U Cohort in Springfield, IL.
3 Examples of Digital Engagement at the Museum of Life and Science
Part of the Inclusion and Engagement: Visitors as Part of the Experience panel.
Luxury Of Contemplation
Why we owe ourselves time to reflect on our work. A talk for Refresh The Triangle, February 25, 2010
Museum of Life and Science State of the Web
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HighEdWebDev2007: Designing Compelling User Experiences
The document discusses the results of a study on the effects of a new drug on memory and cognitive function in older adults. The double-blind study involved giving either the new drug or a placebo to 100 volunteers aged 65-80 over a 6 month period. Testing showed those receiving the drug experienced statistically significant improvements in short-term memory retention and processing speed compared to the placebo group.
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The Restorative Potential of Participatory Design in the Attention Economy
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Becoming an Agent of Change in Your Organization, v4
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Design4Mobile Notes for MCN2010's Conference Roundtable Session
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Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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