The document summarizes a Learning Cafe forum on managing change for learning initiatives. The forum included a panel discussion on current change management trends, experiences with managing change for learning projects, and whether change approaches differ for technology-enabled learning. It also provided information on an upcoming Learning Cafe awards program and resources available through the Learning Cafe website.
Looking back at 2012. what is coming in 2013 ver0.1LearningCafe
This webinar discusses workplace learning trends for 2013. It provides an overview of the webinar details including date, time, and participation information. The webinar will feature a panel discussion on topics like effective learning, developing the learning profession, and leveraging technology. It will also explore capability development approaches and practitioners' strategic focus. The panelists represent various organizations and will share their observations on trends they have seen in 2012 as well as expectations for 2013.
The document discusses a webinar on outsourcing learning and development functions. It provides details on the webinar such as the date, time, and call-in information. It also lists the panelists and their backgrounds. The webinar will discuss whether some or all learning can be outsourced, where business managers and L&D professionals stand on outsourcing, and observations on outsourcing of learning in Australia and Asia Pacific based on past research. Participants are encouraged to engage in the discussion and share their thoughts and comments.
Learning cafe workplace trends forum linking learning to bottom line ver 0.5LearningCafe
The document discusses an upcoming webinar on linking learning to business results. It provides details on the date, time, login information, and participation guidelines for the webinar. It also outlines the webinar agenda which includes a panel discussion on measuring the impact of learning and calculating return on investment. The document shares examples of case studies on how organizations have linked learning initiatives to improved business performance.
This document discusses the transition from conventional training to social learning. It covers learning styles, generational gaps, social media and social learning tools. Examples of tools discussed include YouTube, SlideShare, Screenr, Google Breadcrumbs, and PMGameonline. The document also discusses blending formal and informal learning, and using gaming techniques and storyboarding to develop engaging learning content. It provides a case study example and discusses the impact of social media on reducing training costs while increasing maintenance costs and enabling just-in-time, personalized, and mobile learning.
The document describes plans for a new business accelerator at the Center for Advanced Professional Studies. The accelerator will be located in shelled space on the third floor, allowing the program to evolve over time. In 2012, this space will become a business accelerator to promote interdisciplinary collaboration and innovation. Early sketches show an entrance to the accelerator and a diversity of spaces with transparency connecting to an atrium.
The document summarizes the planning and development of the Blue Valley Center for Advanced Professional Studies (CAPS) from 2006-2011. It outlines the feasibility study in 2007, construction from 2009-2010, and full implementation in 2011. Key aspects included programming workshops with industry partners to design specialized strands, a state-of-the-art building to facilitate collaboration and innovation, and achieving LEED Gold certification for sustainability.
Exploring the issues of person centric portfolios beyond the institution and ...myknowledgemap
The document explores developing person-centric portfolios that integrate skills and experiences across institutions. It discusses researching user needs and identifying technologies to support sharing media-rich assets. The results indicated tools must support acquiring and sharing knowledge throughout a user's lifetime while allowing them full control. This requires a person-centric approach integrating with existing systems. The document concludes that by owning all their assets, individuals can better manage their career and development by collaborating and sharing. However, this requires access to assets across their whole learning journey through a personally owned portfolio rather than institutionally owned systems.
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change,
and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements.
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These
initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players
on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced,
and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that
result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be
successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high
integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image
and effectively function as a vital part of the leadership vision.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value.
Outcomes-At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills
b. Understand strategies for building the right brand and image
c. Examine what it means to transform organizational culture
d. Create a personal plan for excellence in diversity and inclusion leadership
e. Explore business challenges that impact diversity and inclusion leaders
Looking back at 2012. what is coming in 2013 ver0.1LearningCafe
This webinar discusses workplace learning trends for 2013. It provides an overview of the webinar details including date, time, and participation information. The webinar will feature a panel discussion on topics like effective learning, developing the learning profession, and leveraging technology. It will also explore capability development approaches and practitioners' strategic focus. The panelists represent various organizations and will share their observations on trends they have seen in 2012 as well as expectations for 2013.
The document discusses a webinar on outsourcing learning and development functions. It provides details on the webinar such as the date, time, and call-in information. It also lists the panelists and their backgrounds. The webinar will discuss whether some or all learning can be outsourced, where business managers and L&D professionals stand on outsourcing, and observations on outsourcing of learning in Australia and Asia Pacific based on past research. Participants are encouraged to engage in the discussion and share their thoughts and comments.
Learning cafe workplace trends forum linking learning to bottom line ver 0.5LearningCafe
The document discusses an upcoming webinar on linking learning to business results. It provides details on the date, time, login information, and participation guidelines for the webinar. It also outlines the webinar agenda which includes a panel discussion on measuring the impact of learning and calculating return on investment. The document shares examples of case studies on how organizations have linked learning initiatives to improved business performance.
This document discusses the transition from conventional training to social learning. It covers learning styles, generational gaps, social media and social learning tools. Examples of tools discussed include YouTube, SlideShare, Screenr, Google Breadcrumbs, and PMGameonline. The document also discusses blending formal and informal learning, and using gaming techniques and storyboarding to develop engaging learning content. It provides a case study example and discusses the impact of social media on reducing training costs while increasing maintenance costs and enabling just-in-time, personalized, and mobile learning.
The document describes plans for a new business accelerator at the Center for Advanced Professional Studies. The accelerator will be located in shelled space on the third floor, allowing the program to evolve over time. In 2012, this space will become a business accelerator to promote interdisciplinary collaboration and innovation. Early sketches show an entrance to the accelerator and a diversity of spaces with transparency connecting to an atrium.
The document summarizes the planning and development of the Blue Valley Center for Advanced Professional Studies (CAPS) from 2006-2011. It outlines the feasibility study in 2007, construction from 2009-2010, and full implementation in 2011. Key aspects included programming workshops with industry partners to design specialized strands, a state-of-the-art building to facilitate collaboration and innovation, and achieving LEED Gold certification for sustainability.
Exploring the issues of person centric portfolios beyond the institution and ...myknowledgemap
The document explores developing person-centric portfolios that integrate skills and experiences across institutions. It discusses researching user needs and identifying technologies to support sharing media-rich assets. The results indicated tools must support acquiring and sharing knowledge throughout a user's lifetime while allowing them full control. This requires a person-centric approach integrating with existing systems. The document concludes that by owning all their assets, individuals can better manage their career and development by collaborating and sharing. However, this requires access to assets across their whole learning journey through a personally owned portfolio rather than institutionally owned systems.
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change,
and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements.
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These
initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players
on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced,
and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that
result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be
successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high
integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image
and effectively function as a vital part of the leadership vision.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value.
Outcomes-At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills
b. Understand strategies for building the right brand and image
c. Examine what it means to transform organizational culture
d. Create a personal plan for excellence in diversity and inclusion leadership
e. Explore business challenges that impact diversity and inclusion leaders
Lessons for Large Scale Lean and Agile Product Development - Atlassian Summit...Atlassian
1. The document discusses lessons for large scale lean and agile product management from a presentation at the Atlassian Summit 2012.
2. It provides a 10 point plan for transitioning to agile and emphasizes embracing change, focusing on people over process, and maintaining a sustainable pace of work.
3. The document also discusses techniques for improving backlogs through envisioning, estimating at a large scale, and coordinating feature and component teams.
Personal lifelong learning plan & reaction paperMario Pidlaoan
The document outlines a personal lifelong learning plan for a teacher to improve their literacy skills in areas relevant to 21st century education. The plan assesses the teacher's current competency in 7 literacies and identifies activities, timeframes, and resources needed to enhance each skill. Barriers like time conflicts and lack of funding are acknowledged along with proposed solutions. In a reflection, the teacher discusses the challenges of developing their first lifelong learning plan but believes accomplishing it will help direct their personal and professional growth to meet changing educational needs.
Creating A Learning Environment For The Modern-Mobile WorkerSafari
Mobile learning is becoming increasingly important as the modern workforce becomes more mobile. There are several benefits to mobile learning such as integrating learning into work, meeting learner needs in a timely manner, and giving learners control over their learning. However, there are also barriers like costs, lack of standard devices, and digital literacy challenges. Organizations must leverage mobile learning to solve talent challenges and rethink their learning approaches. They should identify areas like short videos, reference materials, and collaboration that are good fits for mobile.
This document provides a summary of Jane Graver's professional experience including founding and leading multiple successful companies and non-profit organizations over 23 years. She has experience in training, education, publishing, and software. Her accomplishments include building effective teams, raising funds, developing training programs, and growing membership and communities.
Adding fun activities at work can motivate employees. Employers are promoting team building events and activities where staff can contribute ideas. These events help employees regenerate and perform better. Corporate trainers are also incorporating more fun and adventurous activities into training programs to make learning more engaging for trainees. The goal is to impart business skills while keeping activities informal and enjoyable for participants.
This document discusses opportunities and challenges for work integrated learning in South Africa. It notes that thousands of university and FET college students cannot graduate due to a lack of workplace learning components. There is also a misalignment between the supply of unemployed graduates and demands of the job market. The presentation proposes that work integrated learning be incorporated into curriculums through activities like internships, practicums, and experiential learning at workplaces or in communities. It provides examples of teaching innovations that can help develop employability skills and graduate attributes needed for the job market.
Social Media Academy Certified Social Media StrategistSociety3
The document provides information about Social Media Academy's Certified Social Media Strategist certification program. It includes an introductory workshop agenda, details on the 27 self-paced lessons and 11 instructor-led workshops, technical requirements, and overviews of lessons 1-4 and 5-7 which cover various topics on social media strategies and engagement. Upon completion of the lessons and workshops, students will have an online graduation meeting to achieve the Certified Social Media Strategist certification.
Virtual Success Equals Real Results - Training Magazine Conference 2013 Sessi...Brandon Williams
Educe Group implemented a social learning platform called EduceConnect to address challenges from a dispersed workforce. They sought to improve knowledge sharing, reduce reliance on experts, and speed onboarding. Implementation involved understanding organizational readiness, seeding the platform with existing content, considering search strategies, identifying experts to contribute, and a soft launch focused on new hire training. Success was measured by faster response times, increased collaboration, and reduced administrative tasks.
With team building events bring positive attitude among employeesGIO
This document discusses how team building events can help improve relationships and performance among employees. It suggests incorporating fun games and activities at such events to foster trust, communication, and cooperation between coworkers. Recognizing individual contributions and allowing different departments to interact can boost morale and productivity across an organization. Planners should design competitive activities that solve problems and promote discussion to build an effective team.
This document provides an overview of tips, trends, and connections for users of Thomson Reuters software. It highlights key articles in the issue which discuss how online technology can help grow a business, interviewing the organizer of the annual Users' Conference, and learning essential skills at the 2009 Users' Conference in Orlando from November 4-7. It also promotes Thomson Reuters software solutions for accounting, document management, and payroll.
This document provides an overview of STEPS, an information literacy model designed to help students develop research skills. STEPS stands for the main stages of the research process: Set the Scene, Target, Explore, Present, and Reflect. It includes versions tailored for different subject areas and age groups. The STEPS process guides students through formulating questions, planning research strategies, finding and organizing information, and reflecting on their learning. Rubrics are provided to help students self-assess their work at various stages of proficiency.
Measuring On Demand Learning Bersin and Safari Books OnlineReportTim McGrath
CDW provides its 600 engineers access to an on-demand digital library to keep them up-to-date on emerging technologies. This allows the engineers to learn remotely since they are distributed across different offices. CDW measures the value of the digital library by tracking usage metrics like time spent and number of books accessed. It also sees cost savings versus traditional training. Additionally, CDW organizes book clubs using the digital library to encourage collaboration among engineers.
The document advertises two webinars hosted by AIPMM on November 30th and December 7th. The November 30th webinar will compare 10+ frameworks for analyzing competitors and industries, providing examples of real-world applications. The December 7th webinar will teach how to manage software teams and gain the respect of software people. The document also promotes AIPMM membership benefits and upcoming certification courses.
The document provides suggestions for localizing the website of TaskAmigo in India. It suggests brand names like TaskBuddy, TaskPal and Taskbhai for the Indian market. It also provides feedback on the content and structure of various pages of the website like the welcome page, homepage, registration popup, dashboard, marketplace etc. It highlights fields that should be mandatory, provides examples to populate fields and suggests better calls to action. It also shares Delhi and Mumbai zones/wards to help segment tasks geographically. The document aims to help optimize the TaskAmigo website for the Indian user.
Professor Mark Stubbs shares his experience of an ambitious JISC-supported change programme at Manchester Metropolitan University (MMU) to completely redesign undergraduate programmes within 12 months and to design agile systems and processes to support the change.
The presentation explores the dynamic relationships between curriculum design, learning, teaching, assessment and course administration processes. Mark shares lessons learned from the holistic approach used at MMU and contrast it with other change methodologies.
This deck was developed for a webinar for Vital Learning Corporation as we began to move into the world of virtual facilitation - 2005. Reviewing it now I seems like many of the concepts still hold true.
This document discusses ethical ways to motivate team spirit through team building exercises. It suggests carrying out a personality test to understand the team better and help decide the best exercises. Exercises can be outdoors or indoors and include treasure hunts, board games, picnics, video making, and more. These physical activities help teams learn to take on challenges and bring emotional experiences back to work. Workshops, social events, charity events, and skills-based training can also strengthen team spirit. Troubleshooting programs allow teams to address problems with minimal cost. Careful planning is important to ensure successful team building events.
This document is an advertisement for Productivity Partners, a training college in Nundah, Queensland. It provides the following information:
- Productivity Partners offers "blended learning" options that allow students to access course material online as well as in class, providing flexibility.
- The college has been operating for nearly 12 years and offers qualifications from certificates to advanced diplomas in areas like business, IT and project management.
- It has about 250 registered students and 15 teaching staff, focusing on teaching skills relevant to the workplace.
The document summarizes the Plexent ITIL Expert Program, which allows IT professionals to advance from the ITIL Foundation level to ITIL Expert certification in an accelerated and efficient manner. The program combines all ITIL Intermediate certifications into an integrated blended learning package with both online self-study and classroom sessions. Participants can choose between a Lifecycle track focusing on management or a Capability track focusing on processes. The program aims to help professionals improve their careers and job performance through an experiential learning approach.
The document proposes an advertising solution called Interactive Admodule that uses location-based technologies to connect local businesses with customers. It would allow businesses to create deals, promotions and send targeted messages to nearby customers. This could help struggling local businesses on Main Street boost sales and compete with large corporations. The solution aims to provide benefits like higher revenues, customer loyalty and real dialogue marketing. It seeks $250,000 in funding to launch the solution and generate positive cash flow within the first year.
Lessons for Large Scale Lean and Agile Product Development - Atlassian Summit...Atlassian
1. The document discusses lessons for large scale lean and agile product management from a presentation at the Atlassian Summit 2012.
2. It provides a 10 point plan for transitioning to agile and emphasizes embracing change, focusing on people over process, and maintaining a sustainable pace of work.
3. The document also discusses techniques for improving backlogs through envisioning, estimating at a large scale, and coordinating feature and component teams.
Personal lifelong learning plan & reaction paperMario Pidlaoan
The document outlines a personal lifelong learning plan for a teacher to improve their literacy skills in areas relevant to 21st century education. The plan assesses the teacher's current competency in 7 literacies and identifies activities, timeframes, and resources needed to enhance each skill. Barriers like time conflicts and lack of funding are acknowledged along with proposed solutions. In a reflection, the teacher discusses the challenges of developing their first lifelong learning plan but believes accomplishing it will help direct their personal and professional growth to meet changing educational needs.
Creating A Learning Environment For The Modern-Mobile WorkerSafari
Mobile learning is becoming increasingly important as the modern workforce becomes more mobile. There are several benefits to mobile learning such as integrating learning into work, meeting learner needs in a timely manner, and giving learners control over their learning. However, there are also barriers like costs, lack of standard devices, and digital literacy challenges. Organizations must leverage mobile learning to solve talent challenges and rethink their learning approaches. They should identify areas like short videos, reference materials, and collaboration that are good fits for mobile.
This document provides a summary of Jane Graver's professional experience including founding and leading multiple successful companies and non-profit organizations over 23 years. She has experience in training, education, publishing, and software. Her accomplishments include building effective teams, raising funds, developing training programs, and growing membership and communities.
Adding fun activities at work can motivate employees. Employers are promoting team building events and activities where staff can contribute ideas. These events help employees regenerate and perform better. Corporate trainers are also incorporating more fun and adventurous activities into training programs to make learning more engaging for trainees. The goal is to impart business skills while keeping activities informal and enjoyable for participants.
This document discusses opportunities and challenges for work integrated learning in South Africa. It notes that thousands of university and FET college students cannot graduate due to a lack of workplace learning components. There is also a misalignment between the supply of unemployed graduates and demands of the job market. The presentation proposes that work integrated learning be incorporated into curriculums through activities like internships, practicums, and experiential learning at workplaces or in communities. It provides examples of teaching innovations that can help develop employability skills and graduate attributes needed for the job market.
Social Media Academy Certified Social Media StrategistSociety3
The document provides information about Social Media Academy's Certified Social Media Strategist certification program. It includes an introductory workshop agenda, details on the 27 self-paced lessons and 11 instructor-led workshops, technical requirements, and overviews of lessons 1-4 and 5-7 which cover various topics on social media strategies and engagement. Upon completion of the lessons and workshops, students will have an online graduation meeting to achieve the Certified Social Media Strategist certification.
Virtual Success Equals Real Results - Training Magazine Conference 2013 Sessi...Brandon Williams
Educe Group implemented a social learning platform called EduceConnect to address challenges from a dispersed workforce. They sought to improve knowledge sharing, reduce reliance on experts, and speed onboarding. Implementation involved understanding organizational readiness, seeding the platform with existing content, considering search strategies, identifying experts to contribute, and a soft launch focused on new hire training. Success was measured by faster response times, increased collaboration, and reduced administrative tasks.
With team building events bring positive attitude among employeesGIO
This document discusses how team building events can help improve relationships and performance among employees. It suggests incorporating fun games and activities at such events to foster trust, communication, and cooperation between coworkers. Recognizing individual contributions and allowing different departments to interact can boost morale and productivity across an organization. Planners should design competitive activities that solve problems and promote discussion to build an effective team.
This document provides an overview of tips, trends, and connections for users of Thomson Reuters software. It highlights key articles in the issue which discuss how online technology can help grow a business, interviewing the organizer of the annual Users' Conference, and learning essential skills at the 2009 Users' Conference in Orlando from November 4-7. It also promotes Thomson Reuters software solutions for accounting, document management, and payroll.
This document provides an overview of STEPS, an information literacy model designed to help students develop research skills. STEPS stands for the main stages of the research process: Set the Scene, Target, Explore, Present, and Reflect. It includes versions tailored for different subject areas and age groups. The STEPS process guides students through formulating questions, planning research strategies, finding and organizing information, and reflecting on their learning. Rubrics are provided to help students self-assess their work at various stages of proficiency.
Measuring On Demand Learning Bersin and Safari Books OnlineReportTim McGrath
CDW provides its 600 engineers access to an on-demand digital library to keep them up-to-date on emerging technologies. This allows the engineers to learn remotely since they are distributed across different offices. CDW measures the value of the digital library by tracking usage metrics like time spent and number of books accessed. It also sees cost savings versus traditional training. Additionally, CDW organizes book clubs using the digital library to encourage collaboration among engineers.
The document advertises two webinars hosted by AIPMM on November 30th and December 7th. The November 30th webinar will compare 10+ frameworks for analyzing competitors and industries, providing examples of real-world applications. The December 7th webinar will teach how to manage software teams and gain the respect of software people. The document also promotes AIPMM membership benefits and upcoming certification courses.
The document provides suggestions for localizing the website of TaskAmigo in India. It suggests brand names like TaskBuddy, TaskPal and Taskbhai for the Indian market. It also provides feedback on the content and structure of various pages of the website like the welcome page, homepage, registration popup, dashboard, marketplace etc. It highlights fields that should be mandatory, provides examples to populate fields and suggests better calls to action. It also shares Delhi and Mumbai zones/wards to help segment tasks geographically. The document aims to help optimize the TaskAmigo website for the Indian user.
Professor Mark Stubbs shares his experience of an ambitious JISC-supported change programme at Manchester Metropolitan University (MMU) to completely redesign undergraduate programmes within 12 months and to design agile systems and processes to support the change.
The presentation explores the dynamic relationships between curriculum design, learning, teaching, assessment and course administration processes. Mark shares lessons learned from the holistic approach used at MMU and contrast it with other change methodologies.
This deck was developed for a webinar for Vital Learning Corporation as we began to move into the world of virtual facilitation - 2005. Reviewing it now I seems like many of the concepts still hold true.
This document discusses ethical ways to motivate team spirit through team building exercises. It suggests carrying out a personality test to understand the team better and help decide the best exercises. Exercises can be outdoors or indoors and include treasure hunts, board games, picnics, video making, and more. These physical activities help teams learn to take on challenges and bring emotional experiences back to work. Workshops, social events, charity events, and skills-based training can also strengthen team spirit. Troubleshooting programs allow teams to address problems with minimal cost. Careful planning is important to ensure successful team building events.
This document is an advertisement for Productivity Partners, a training college in Nundah, Queensland. It provides the following information:
- Productivity Partners offers "blended learning" options that allow students to access course material online as well as in class, providing flexibility.
- The college has been operating for nearly 12 years and offers qualifications from certificates to advanced diplomas in areas like business, IT and project management.
- It has about 250 registered students and 15 teaching staff, focusing on teaching skills relevant to the workplace.
The document summarizes the Plexent ITIL Expert Program, which allows IT professionals to advance from the ITIL Foundation level to ITIL Expert certification in an accelerated and efficient manner. The program combines all ITIL Intermediate certifications into an integrated blended learning package with both online self-study and classroom sessions. Participants can choose between a Lifecycle track focusing on management or a Capability track focusing on processes. The program aims to help professionals improve their careers and job performance through an experiential learning approach.
The document proposes an advertising solution called Interactive Admodule that uses location-based technologies to connect local businesses with customers. It would allow businesses to create deals, promotions and send targeted messages to nearby customers. This could help struggling local businesses on Main Street boost sales and compete with large corporations. The solution aims to provide benefits like higher revenues, customer loyalty and real dialogue marketing. It seeks $250,000 in funding to launch the solution and generate positive cash flow within the first year.
Science & Art of Some Serious Games - Presented at Interactive Entertainment ...KnowledgeWorking
The document summarizes two serious games and simulations presented at the 6th Australasian Conference on Interactive Entertainment in Sydney in December 2009. The Global Conflicts Series game allows players to assume the role of a journalist investigating global conflicts, using factual information. The IndustryMasters simulation is an online multiplayer business simulation that teaches concepts like finance, leadership and entrepreneurship. Both aim to provide engaging, game-based learning experiences with real-world applicability.
1. This document outlines the Virginia probate process and provides guidance for lawyers and personal representatives to follow.
2. The first steps include setting up an appointment with estate counsel, searching for a will, requesting the will from the holder, and engaging counsel with an engagement letter.
3. Key tasks for the personal representative include collecting asset information, identifying heirs, obtaining a tax identification number, and qualifying for letters of administration to officially take over estate administration. The personal representative must then maintain and preserve estate assets.
1) The AS 4360 Risk Management Framework provides a systematic process for identifying, analyzing, evaluating and treating risks. It involves establishing the context, identifying risks, analyzing risks, evaluating risks, and treating risks.
2) Tools for managing risks include risk matrices to assess likelihood and impact, and risk registers to document risks, mitigations, and residual risks over time.
3) Standards like ISO/IEC 27002 provide recommendations for managing risks related to data confidentiality, integrity and availability that are also relevant for e-learning projects.
KnowledgeWorking has partnered with Simprentis to provide engaging educational experiences to the oil and gas industry .The offline and online facilitator-led training courses are based on collaborative learning simulations that are delivered .globally and embrace a diverse, wide ranging client-base in and around the energy industry, including working directly with governments oil companies.This presentation is brief introduction to the OilSim Oil & Gas Exploration Simulation
The document discusses branding and reputation for learning functions on tighter budgets. It announces an upcoming webinar on the topic, providing registration details. The webinar will include a panel discussion on balancing quality with reduced budgets, leveraging technology, prioritizing efforts, and measuring learning impact and ROI. Participants are invited to ask questions during the webinar.
This document discusses the MBA program at JAIN University. [1] It outlines the program's objectives of giving students global exposure, developing an entrepreneurial mindset, and ensuring employability. [2] The program offers various student enrichment initiatives including pre-placement training, language proficiency courses, and industry visits. [3] It emphasizes developing well-rounded students and preparing them to take on leadership roles at Fortune 100 companies through case studies, projects, and interactions with business executives.
The document provides a learning strategy framework that aligns learning with business strategy and talent development. It shows how a learning strategy consists of three key areas: strategic alignment with business objectives, effectiveness of learning solutions, and efficiency of learning solutions. It also outlines different learning modalities like formal classroom learning, informal learning through social and digital channels, and blended solutions. Metrics are suggested to measure how well the learning strategy has been implemented.
This is a presentation and exercise I did as part of a local ASTD / ISPI Social Learning workshop held at Babson on May 20. My other presenters included Dave Wilkins of Mzinga and Bill Cava of Ektron. The event was coordinated by Jean Marrapodi of Applestar Productions.
This document discusses continual professional development (CPD) and how it applies to project, program, portfolio, and change management. CPD involves ongoing learning activities to increase skills and stay current in one's profession. It benefits both individuals in demonstrating commitment and organizations in maintaining workforce capabilities. The document provides definitions and examples of acceptable CPD activities from professional associations. It also describes how organizations can support a culture of CPD.
This was the presentation @stueccles gave at the #firestarters event at Google UK. The event was about Agile Planning and Stuart talked about the origin of post-war production line processes, innovation for agencies, the lean agency and how to iterate successfully.
Gail Cruise has extensive experience designing, teaching, and implementing educational courses at the university level. She is skilled at integrating technology into course design and teaching. Cruise has demonstrated leadership and organizational skills as well as excellent communication skills. She is passionate about international travel and cultures.
The document summarizes a keynote speech given by Dr. Hossein Nivi at a PLM conference on September 23rd, 2009. The speech discussed improving the effectiveness of corporate education by moving beyond the traditional training model of "teach, learn, do." Dr. Nivi proposed a new experiential learning model that incorporates accelerated experience through simulations and repeated practice to better translate knowledge into sustainable business results.
The document summarizes discussions from an NCIIA conference call on established entrepreneurship programs. Representatives from several universities discussed the origins and structure of their programs, key successes and challenges. If starting over, representatives said they would focus more on students, assessment, and building an advisory council earlier. They also emphasized the importance of the right people and funding sources.
Gail Cruise has extensive experience designing, teaching, and implementing educational courses at the university level. She is skilled at integrating technology into course design and teaching. Cruise has demonstrated leadership and organizational skills as well as excellent communication skills. She is passionate about international travel and cultures.
This document outlines various initiatives for students in an MBA program. It discusses initiatives to enhance students' academic, career, and soft skills development through activities like corporate interactions, internships, conferences, and social projects. Evaluation of students involves case studies, projects, role plays and business simulations. The document also discusses developing networks with industry bodies and a collaborative role for students, professors, executives, government and society in strengthening management education.
Eportfolios allow people to manage the evidence of their formal and informal learning experiences by enabling them to gather and present their information in one place. Through a flexible, student-centred approach, teachers/trainers can regularly provide ongoing feedback and advice to their students through their eportfolio. As part of a structured and scaffolded program, students are empowered to showcase themselves in a variety of ways, utilising the mobile devices which they carry around with them, and as they collect their evidence anytime, anywhere. The skills students develop in creating their eportfolio are those necessary to effectively present and manage themselves online, a key skill for the 21st century. Students then have the opportunity to use their eportfolio to apply for a job, get a promotion or gain recognition of prior learning. This session will demonstrate how eportfolios are being used as flexible, online learning and assessment spaces, and how teachers/trainers can get started in implementing eportfolios with their students.
Thank you for the interesting presentation. It was insightful to learn about your research on technology paradoxes in education and examples of innovative practice. Please feel free to share any other resources that may be helpful.
Pollinators presentation to Social Innovation conference December 2012We Are Arising
A presentation to the 2012 Social Innovation conference held in Perth, December 2012. This presentation summarises the key parts of our model, our social impact and how we've created so much with so little through innovation and collaboration.
The document summarizes an organizational development team meeting at NHSBT. It discusses:
1) What organizational development (OD) is and a model for OD called Burke Litwin that focuses on 3 themes - organizational culture, leadership and talent management, and communication.
2) How NHSBT practices OD through engaging stakeholders, designing and implementing solutions, and evaluating results.
3) NHSBT's approach to talent management, cultural shift from qualifications to business learning, and measuring successes through an evaluation model.
4) The need to shift from learning and development to organizational development and change.
A Collaborative Evaluation of Web Conferencing ToolsJulian Prior
The document summarizes a presentation given at IWMW 2012 on evaluating web conferencing tools. It discusses the growth of online learning and reasons for using web conferencing at universities. It outlines common usage scenarios at the University of Bath and shares results of a survey on which tools different institutions use and barriers to their use. Participants engaged in hands-on activities comparing features of Adobe Connect and Blackboard Collaborate.
Do you feel that your learning events, webcasts or other virtual training initiatives are flat and not as interactive as they should be? Are you getting the results you want from your virtual training? Find out the secrets to effective engagement and continual interaction by utilizing the hidden opportunities within virtual training sessions and environments. In this interactive webcast, you will learn how to:
• Constantly interact with your learners to keep them engaged.
• Promote your training sessions.
• Connect with your audience before and after the learning session to build maximum value.
• Break up your live sessions into bite-sized learning nuggets.
• Understand and apply best practices to check your audience’s interest so you can target and customize your message right as it is happening.
Leading A Learning And Development Team In Today’S EnvironmentDavid Scurlock
David Scurlock is a learning and development leader with experience designing and implementing learning solutions. He has experience providing strategic direction to teams and managing learning programs to support organizational goals like increasing customer satisfaction and driving excellence. Scurlock advocates for an integrated approach to learning using both synchronous and asynchronous methods, and emphasizes accelerated learning through practical application and teachable moments on the job. He outlines strategies for reducing the time it takes employees to become proficient through a systematic set of experiences that build skills and integrate knowledge.
How to make corporate training effectivePendaran, inc
This document summarizes a keynote speech given by Dr. Hossein Nivi at a PLM conference on September 23rd, 2009. The keynote addressed improving the effectiveness of corporate education by moving beyond traditional training models that focus on teaching and learning, and instead adopting an experiential learning approach. Dr. Nivi proposed a new model that combines classroom learning, team practice in a work simulator, repeated learning cycles, and debriefing to better translate knowledge into sustainable business results.
The document describes a Campus to Corporate (C2C) training program for new graduates and professionals. The objective of the program is to accelerate the adjustment of new hires to corporate life by developing behavioral and soft skills over 5 days. The program covers topics like communication, teamwork, problem solving, time management and professional etiquette through activities like role plays, exercises and case studies. It is delivered by Smart Wave, a management consulting firm to clients in both public and private sectors. The standard fee for the program is Rs. 50,000 per day plus taxes.
Similar to Learning cafe workplace trends forum change management ver 0.3 (20)
Learning cafe workplace trends forum change management ver 0.3
1. Learning Cafe Workplace Trends Forum
Managing the
Change of
Learning
3 May, Thurs 12 pm EST
Next Forum
28 March, Thursday, 2013
12 - 1 pm, EST Learning Design
Is it delivering the
promise ?
2. Participation
Participants Toolbar
This is a
discussion
amongst peers,
we would love
your thoughts
and comments.
Any questions please send it via Q&A box or raise your hand.
Phones or PC speakers on mute till you are ready to speak.
This session is being recorded for replay.
3. Integrate
Making
Learning,
Practitioners Learning Building L&D
Performance
Forum Work in the Capability
&
Real World
Knowledge
performance professions
Community of experienced learning &
Blog
Magazine
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Building
Discussions
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Personalised and
Flexible
When you want it.
How you want it
UnConference
Coffee Catch
Ups Sydney Feb
2013
Twitter
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Facebook
4. Learning Café
UnConference -
Developing Our Summary
Profession –
Pierre De Villiers Deloitte Jeevan Joshi – L Cafe
Effective Learning Leveraging Technology
Bob Spence Ryan Tracey – AMP
Focus on Performance YouTube Channel
Michael Eichler- IAG www.youtube.com/LearningCafe
5. Learning Café Awards
Recognise , encourage & sustain, excellence & innovation in organisational Learning
Developing Improved Supporting Experienced and
the Learning Business credible panel
Business
Profession Learning Team Results and
Outcomes Robust Selection
Development Methodology
Through Performance
Framework
Pierre De Villiers Learning Michael Eichler
Deloitte
Nicola Atkinson
Intervention IAG
David Le Page
Ashurst
Others
Others
March
Awards announced
Leveraging Effective April
Technology Organisational Learning
Integrated Awards open
Learning Mid May
Jeevan Joshi Learning
Technology Submission s
Learning Cafe Design TBC May End-
Rob Wilkins Architecture
Shortlisting
Aussie Home Loans. interviews
Early June
Awards announced
Details – www.learningcafe.com.au/awards
6. Learning Design Next Online
Workplace Forum
Is it delivering the promise ?
3 May, Thurs 12 pm
Have we restricted ourselves to simple Sydney
sequential design frameworks which are
adequate for complex and integrated learning ?
Experience
Is learning design mostly focussed on Sharing
compliance or systems training ?
Better
Are our Learning Design processes mature and Practices
do we keep improving them ?
Experienced
What are some of the some of the emerging Panel
models ? Can be borrow from game and social
media design ? Register at web site or
Does the capability of Instruction and Learning http://bit.ly/lcafeweb2
Designers need to be enhanced ?
7. Webinar Registrations
Panel Allestis
Australian Customs and
Border Protection
Australian Public Service
Commission
Australian Red Cross
Baxter Healthcare
Bendigo and Adelaide
Bank
Cape Group
Coca-Cola Amatil
Michelle Ockers CBA
Mark Busine Dept of Business & Innov
Rowena Maxwell Ernst & Young
National Supply
Chain Technical General Manager – GrainCorp
Change Team IAG
Capability NSW
PwC
Manager QBE
AMP
DDI. Seertech Solutions
Coca-Cola Amatil Serco Sodexo
Siemens Ltd
Sinclair Knight Merz
Moderator & Skillsoft
Smart Sparrow
Design Sodexo
Jeevan Joshi Telstra
TP3
University of Sydney
UTS:INSEARCH
Chat with Your Westpac
Background
the panel questions * More
9. Current trends
Jeeves
More or Increased
Use of Engagement and
Awareness of the methodologies, earlier integration
need for and value tools and with project
language management
Training and Leadership
Resources
certification support
Prosci's 2012 edition of Best Practices in Change Management
10. What are the current approaches/
trends for managing change for
Learning initiatives ?
11. Models ADKAR by PROSCI
Lewin's 3 Stage Model 7-S Model McKinsey
Awareness
Strategy
Desire
Refreeze Unfreeze
Structure Systems
Knowledge
Shared
Change Values
Ability
Staff Style
Other Models Skills Reinforcement
• Kotter’s 8 step change model
• Chin & Benne’s “Effecting Changes in
Human System”.
• Beckhard & Harris Change Formula
(DxVxF) > R
13. CCA Supply Chain Technical Academy
Michelle
Future State
Current State
National approach to capability
Significant recent capital investment, management, supported by Supply
supported by sound Operational Chain Technical Academy.
Readiness program.
Academy to provide national
Ongoing capability development – technical learning and assessment
State responsibility: independent, materials, and certification programs,
inconsistent approach. Tendency for and to create an effective learning
new capability to degrade over time. environment.
Developing
Mission
Technical
Build deep, flexible technical capability across Supply
Chain, and develop technical excellence in our people. Excellence
14. SCTA – Key Impacts Michelle
Identified through consultative impact assessment and stakeholder analysis.
Key Impacts Description
Knowledge and practices of adult learning to be developed and
Adult Learning
embedded in all technical capability roles, SMEs, trainers &
Knowledge
assessors (who are in all in operational roles).
Roles & Modified and/or clarified responsibilities for a range of positions.
Responsibilities One new role. One new position only.
Processes & New or modified processes, use of existing tools in new or
Tools different ways across all SC functions and geographies
Capability Skill requirements defined in a single national Capability matrix.
Matrix/EA These need to be aligned with Enterprise Agreements.
Alignment
National learning Development of national learning programs (which will replace
programs some at State level), supplemented with State programs.
Resourcing/funding of development and maintenance of learning
Training
programs. Investment of time and budget in training and skill
investment
assessment at State level.
15. SCTA – Strategic Level Change Michelle
Creating Climate for Change
Strong Executive sponsorship
Coalition – Academy Steercom & Capability Community
Joint development of vision, branding, tagline
Change management plan
Engaging & Enabling the Organisation
Communication across all levels
SME engagement & development
Common skill definition
Leveraging / replicating current best practice & platforms
Design, development & implementation of priority programs
Trainer & Assessor training
Implementing & Sustaining Change
Further program development & maintenance
Ongoing communication
Capability KPI/Reporting
Communities of Practice
Key role succession planning
16. SCTA – Strategic & Project level Michelle
• ADKAR model formally adopted by CCA
Supply Chain (unlike Kotter).
• ADKAR training module as part of
Operational Excellence program (OE is
CCA’s continuous improvement program).
• ADKAR change plan produced for
development and implementation of specific
learning programs at national and State
level.
• Also applied as a second ‘perspective’ on
overall strategic change.
17. Challenges Case Study
Mark
• Insufficient involvement to
build needed commitment Professionals Services Firm
• Managers don’t understand - What Worked Well
changes that need to occur
• Piecemeal approach to • Communication
change dissipates attention • Guiding Coalition
• Unwilling to change • Alignment of Systems and
established systems
Processes
• Managers don't know how to
manage change • Sustain the Energy and
• Employees don’t understand Focus
how change will benefit them • Skills to manage change
• Employee’s don’t understand and operate in the new
their new roles/ environment
responsibilities
19. AMP L&D example
- Application of Burke & Lewin Model to CRM & BPMS Project
Rowena
Unfreeze Change Refreeze
Un-Freeze: Change: Refreeze:
• ‘A Day-in-the Life’ packs for • Continuation of access to full • Recognize success
each team eLearning & QRG Library • Implement post change
• Ongoing engagement /Comms • Complete ‘Model Office’ Activity support model
• Procedure updates Workbook in system training • Lessons learnt
• Working Groups
environment • Make enhancements
• Attend short F2F training
• Access to full eLearning tutorial • Internal advocacy and
and QRG Library session ownership
• Completion of another 2
• Complete Online Assessment 1 • Usage tracking/reporting
System Simulation
• Super User upskilling • Communications
Assessments
• Content integrated into BAU
• Post go-live support
Induction programs
• Working Groups
• SME Groups
• Product Champion Groups
• Buddy system
21. Many Learning professionals
are skilled in change
management (and visa versa).
Does this result in better results
due to closer integration ?
22. Are the change approaches for
Learning meeting the needs to be
responsive and agility ?
23. Learning Café Point of View
• Change Management and Learning at
joined at the hip.
• Adequate attention and budget is not
allocated to Change Management for
Learning initiatives.
• Change Management given very little
attention for online Learning (build it and
they will come !)
Resource for
Learning Café
• Change Management needs to become
more “agile” and “personalised”. Community
24. www.learningcafe.com.au
blogs 3 May 2013, Thurs 12 pm
EST
free resources
Webinar recording, ebooks, L&D frameworks
learning conversations
workshops learningcafemag
Building Effective Employee Social Networks
UnConference 2013 http://bit.ly/lcafefb
Sydney Melbourne
25. Learning Café Awards Awards to
recognise and
encourage and
sustain excellence
and innovation in
Learning
Improved
Business Experienced and
Learning Team credible panel
Outcomes
Development
Through A Robust Selection
Framework
Learning Methodology
Intervention
March
Awards announced
April
Organisational
Integrated Awards open
Learning Mid May
Learning
Technology Submission s
Design May End-
Architecture
Shortlisting
interviews
Early June
Awards announced
Details – www.learningcafe.com.au/awards