The Productivity Secret Of The Best LeadersOfficevibe
Content by Jacob Shriar & Kevin Kruse.
In this Officeviibe presentation, you'll see:
- 3 biggest problems leaders face and what you can do to fix them
- The secret to time management
- Examples from great leaders
- You'll find bonus content
Developing the Coaching Skills of Your Managers and Leaders | Webinar 09.09.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss:
Why coaching skills are important
Traditional coaching models and how we can improve them
Emerging principles and competencies for managers and leaders
The difference between coaching and mentoring
Collaboration
Supervision
www.bizlibrary.com
The Productivity Secret Of The Best LeadersOfficevibe
Content by Jacob Shriar & Kevin Kruse.
In this Officeviibe presentation, you'll see:
- 3 biggest problems leaders face and what you can do to fix them
- The secret to time management
- Examples from great leaders
- You'll find bonus content
Developing the Coaching Skills of Your Managers and Leaders | Webinar 09.09.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss:
Why coaching skills are important
Traditional coaching models and how we can improve them
Emerging principles and competencies for managers and leaders
The difference between coaching and mentoring
Collaboration
Supervision
www.bizlibrary.com
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
Most of the Managers fail to keep a blend of motivation and improvement while giving feedback to their team members. This presentation will help you give feedback effectively.
This time management presentation was delivered to a group of commercial bankers. Unfortunately I'm not sure how to share the speaker's notes where all the "meat" of the message is contained.
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking emotional intelligence skills.
Time, the most precious currency in the modern world, is a finite resource that can either propel us towards success or leave us struggling to keep up. "Strategies for Effective Time Management" is your definitive guide to mastering this elusive art. Join Parimal Astik, a distinguished business coach, corporate trainer, and productivity expert, as he unveils a treasure trove of strategies and techniques to harness the power of time.
Key Highlights:
1. The Value of Time Management:
Embark on a journey to recognize the immeasurable worth of effective time management.
Discover how it forms the bedrock of productivity and harmonious work-life balance.
2. Time Management Principles:
Explore the fundamental principles that underpin successful time management.
Learn the art of prioritization, planning, and delegation.
3. Time Management Techniques:
Dive into a spectrum of renowned techniques, from the Eisenhower Matrix to the Pomodoro Technique.
Customize these methods to your unique work style and demands.
4. Overcoming Time Wasters:
Unmask common time wasters like multitasking and procrastination that hinder productivity.
Equip yourself with practical strategies to reclaim your time.
5. Effective Goal Setting:
Unveil the synergy between goal setting and time management.
Master the art of setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals.
6. Real-World Case Study:
Draw inspiration from a captivating real-world case study that exemplifies the transformative impact of effective time management.
7. Tools and Apps for Time Management:
Navigate the world of time management with a curated selection of tools and apps.
Elevate your efficiency with technology that complements your goals.
8. Measuring Time Management Success:
Unlock the metrics and key performance indicators (KPIs) to gauge your time management effectiveness.
Learn how to fine-tune your strategies based on measurable outcomes.
9. Sustainable Time Management:
Realize that time management is not a one-off endeavor; it's a lifestyle.
Cultivate sustainable habits that will endure and empower you to excel.
10. Conclusion:
Effective time management is the linchpin to achieving more while maintaining equilibrium.
Arm yourself with the knowledge and techniques to optimize your time and transform your life.
Join Parimal Astik on this transformative expedition into the heart of time management mastery. Whether you're a professional seeking to boost productivity or an individual striving for work-life harmony, this presentation offers an abundance of wisdom and practical insights to reshape your relationship with time.
Embrace the opportunity to reclaim your time, enhance productivity, and unlock a future where you can achieve more without sacrificing the precious moments that truly matter.
10 Practical Ways to Be More Efficient at WorkWeekdone.com
Efficiency has always been an ongoing process that you will keep fine tuning for the rest of your life. However, when it comes down to being efficient at work, there are whole industries coming up with solutions. We at Weekdone gathered the 10 best ways to be more efficient at work that we believe to be simple, practical and proven to make you more efficient at work.
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
Most of the Managers fail to keep a blend of motivation and improvement while giving feedback to their team members. This presentation will help you give feedback effectively.
This time management presentation was delivered to a group of commercial bankers. Unfortunately I'm not sure how to share the speaker's notes where all the "meat" of the message is contained.
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking emotional intelligence skills.
Time, the most precious currency in the modern world, is a finite resource that can either propel us towards success or leave us struggling to keep up. "Strategies for Effective Time Management" is your definitive guide to mastering this elusive art. Join Parimal Astik, a distinguished business coach, corporate trainer, and productivity expert, as he unveils a treasure trove of strategies and techniques to harness the power of time.
Key Highlights:
1. The Value of Time Management:
Embark on a journey to recognize the immeasurable worth of effective time management.
Discover how it forms the bedrock of productivity and harmonious work-life balance.
2. Time Management Principles:
Explore the fundamental principles that underpin successful time management.
Learn the art of prioritization, planning, and delegation.
3. Time Management Techniques:
Dive into a spectrum of renowned techniques, from the Eisenhower Matrix to the Pomodoro Technique.
Customize these methods to your unique work style and demands.
4. Overcoming Time Wasters:
Unmask common time wasters like multitasking and procrastination that hinder productivity.
Equip yourself with practical strategies to reclaim your time.
5. Effective Goal Setting:
Unveil the synergy between goal setting and time management.
Master the art of setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals.
6. Real-World Case Study:
Draw inspiration from a captivating real-world case study that exemplifies the transformative impact of effective time management.
7. Tools and Apps for Time Management:
Navigate the world of time management with a curated selection of tools and apps.
Elevate your efficiency with technology that complements your goals.
8. Measuring Time Management Success:
Unlock the metrics and key performance indicators (KPIs) to gauge your time management effectiveness.
Learn how to fine-tune your strategies based on measurable outcomes.
9. Sustainable Time Management:
Realize that time management is not a one-off endeavor; it's a lifestyle.
Cultivate sustainable habits that will endure and empower you to excel.
10. Conclusion:
Effective time management is the linchpin to achieving more while maintaining equilibrium.
Arm yourself with the knowledge and techniques to optimize your time and transform your life.
Join Parimal Astik on this transformative expedition into the heart of time management mastery. Whether you're a professional seeking to boost productivity or an individual striving for work-life harmony, this presentation offers an abundance of wisdom and practical insights to reshape your relationship with time.
Embrace the opportunity to reclaim your time, enhance productivity, and unlock a future where you can achieve more without sacrificing the precious moments that truly matter.
10 Practical Ways to Be More Efficient at WorkWeekdone.com
Efficiency has always been an ongoing process that you will keep fine tuning for the rest of your life. However, when it comes down to being efficient at work, there are whole industries coming up with solutions. We at Weekdone gathered the 10 best ways to be more efficient at work that we believe to be simple, practical and proven to make you more efficient at work.
Intro to Learning Management Systems (LMS)The TNS Group
Learning Management Systems are computer-based training platforms that are easy to use, robust in features, and polished in presentation. It's similar to a Content Management System
Find the best Learning Management System in Hyderabad. Code and Pixels learning management system software is flexible, validated, adaptable and customizable and so easy to use. It can be up and can run in a less time with very less training.
Choosing the best LMS is less like going shopping and more like events planning and management. There is no LMS shop that you can browse, and nor is there a one-size-fits-all solution.
The modern workplace and the role of the LMS - or not!
This article originally appeared in Training & Development magazine June 2017 Vol 44 No 3, published by the Australian Institute of Training and Development.
This guide will help you understand the differences between an LMS and LCMS. It goes over the differences between the two, as well as real-world examples of when to choose each.
Preparing for your move to an elearning platform. Analyzing the values proposition of developing your platform internally vs. licensing an external solution.
The growth of Artificial Intelligence (AI) is leading to transformation in our workplaces. Professor Klaus Schwab of the World Economic Forum is calling this change The Fourth Industrial Revolution. There are mixed predictions about AI and automation: some people see a reduction in the need for some jobs while predicting an increase in others. There is no doubt AI is changing the nature of work and learning.
In this presentation you’ll get an insider’s view into--
- Some of the jargon behind the technologies e.g. what data scientists mean when they talk about ‘training a model’
- How AI is being used in L&D today to gain insights and automate learning
- Why you should be looking to use chatbots in your learning programs
- How to get started with recommendation engines
- What the issues and challenges are using AI in learning.
- Even if you aren’t a technical person you will get an understanding of leading edge technologies by attending this webinar.
Machine learning is a term thrown around in technology circles with an ever-increasing intensity. Major
technology companies have attached themselves to
this buzzword to receive capital investments, and every
major technology company is pushing its even shinier
parentartificial intelligence (AI).
This presentation explorde some of the big trends in digital learning at the moment.
- the use of artificial intelligence in L&D
- the maturation of xAPI and how L&D is becoming more data driven
- the relationship between microlearning and learning while working, and personalisation of learning
- the rise of digital workplaces and what this means for L&D
virtual reality and augmented reality
- the new role of the LMS in a learning ecosystem and the growth of learning experience platforms.
Developing a digital mindset - recordingSprout Labs
This webinar is based on our free eBook Developing a digital mindset: Powerful methods to disrupt learning. Digital technologies are disrupting business. But it’s not the technologies themselves that are causing the disruption, it’s what we do with them that’s creating change. It’s the thinking processes and mindsets around using technologies that hold the key. It’s about having a digital mindset.
eWhat are the possibilities & realities of data collection in the digital age? Find out more about learning management systems, explore an option (or several) and evaluate if one might be a good fit for your educational program.
Knowledge Management; The ‘One Room’ Company!, System Implementation, Talent Management, What is Records Management (RM)?, Managing Business Risk, Continuous Improvement, Renewable Program Management?
Review your classmates posts from earlier in the week and provide c.docxinfantkimber
Review your classmates' posts from earlier in the week and provide comments to
at least two
of your colleagues. Your response to your colleagues should include your perspectives on
each
of the following:
Provide insights you gained about how organizations can use technology and business information systems to promote positive change at the organizational level, the local community, or on a global scale.
Examine how the trends identified by your colleague could affect your professional or personal practices or an organization or industry with which you are familiar. What opportunities might there be?
Share your insights about the trends identified by your colleague, and offer additional ideas about the effect they might have and challenges that could occur.
Expand upon the trends presented by your colleague, and offer other opportunities, solutions, or implications that your colleague may not have shared.
POST1
As we come to the end of the course, I am thinking back and realizing that they are many things that I learned throughout the course. One of the concept that’s really stuck out to me was the business continuity plan. A business continuity plays a very important role in an organization’s risk management process (Hatton, Grimshaw, Vargo, Seville, 2016). It is basically a plan that answers the question, “what do we do if disaster strikes?”. In my current workplace, I do not know if we have a business continuity plan in place or not. I find that surprising. I feel that it is important for every employee to at least be aware of the plan, even if it does not affect them directly. In the future, I am going to make sure that the plan is acknowledged, updated, and practiced as well.
Another concept that stuck out to me is the number of data management storage systems that are out there. I decided to focus on the Cloud Storage system. Prior to completing the assignment, I did not know much about the Cloud Storage system. Now, I understand that the Cloud Storage is a service that provides storage resource service through remote storage servers derived from cloud computing. One of the greatest aspects about this system is that it works with many devices, application domains, and service forms. I suggested this system for the Wal-Mart corporation because I felt that they would stand to benefit greatly from utilizing it.
One trend that I feel will heavily impact on my organization’s business model in the near future is social media. These days, social media is EVERYWHERE. Individuals use it, but business use it as well. With the increase of technology, our organization among many other is going to have to increase security. From training to new innovations, security is going to have to continue to change in order to keep up with the ever changing technology force.
Another trend that is sure to make an impact my organization’s business model is the increase of storage systems that are available. With technology and innovation on the increase, I ...
How to use the BOCA model for feedback. This model is especially useful for difficult conversations.
SCORM 1.2 version can be found free at: https://drive.google.com/open?id=13jckK7Lb8dTMjQe-autGiBMtM-gBNafb
Creating learning pathways with Open BadgesBob Price
A presentation on Open Badges and how they can be aligned to different learning pathways. An edited version of a presentation originally presented via a Learning Pool webinar
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Thesis Statement for students diagnonsed withADHD.ppt
The LMS journey
1. The LMS Journey - Implementing a Learning Management System P a g e | 1
The LMS Journey
Implementing a Learning
Management System
2. The LMS Journey - Implementing a Learning Management System P a g e | 2
3. The LMS Journey - Implementing a Learning Management System P a g e | 3
Contents
Introduction......................................................................................................................... 4
Here we go again. ................................................................................................................ 5
What’s in a brand?............................................................................................................... 8
Collaborating on categories............................................................................................... 13
Curation – more than a buzz word.................................................................................... 16
What’s in a badge?............................................................................................................. 19
All the little bits................................................................................................................. 21
Something’s coming........................................................................................................... 23
Getting closer..................................................................................................................... 25
It took some time but we got there ................................................................................... 27
4. The LMS Journey - Implementing a Learning Management System P a g e | 4
Introduction
Introducing any new software system is a major task which needs to be organised and
planned. Over the long period of time I have worked in Learning and Development I
have been involved with numerous new systems which have included two HR system
projects and six learning management systems.
In the spring of 2018, I joined United Welsh Housing Association based in South Wales,
potentially one of the best moves I made in my working life. It soon became obvious they
needed a LMS to help with their learning culture and deliver a wider range of learning.
As a started this project I decided to blog as I went along. This e-book is the result.
Bob Price
Cardiff
September 2019
http@//about.me/bob.price
Copyright 2019 Bob Price. All rights reserved
5. The LMS Journey - Implementing a Learning Management System P a g e | 5
Here we go again.
For the past ten years part of my work has involved implementing, upgrading
and/or running learning management systems. Add to this creating content from
full blown modules to microlearning and it is fair to say that I have been
involved with a lot of LMS vendors, suppliers and manufacturers. I am now on
implementation number 6.
My original system was as low budget as they come, downloading and installing
Moodle (with the aid of an IT consultant) and learning how to theme and admin
from books, Google and forums. As time has progressed I have used Moodle,
Totara and a bespoke system cobbled together by a tech who swiped a load of
PHP pages from various sites.
What have I learned from all this?
1. Just because I know, doesn’t mean that everyone does
In ten years, I have built up a lot of knowledge. I have seen systems from the
ground up and had a lot of demos and pitches. Just walking around World of
Learning in Birmingham’s NEC last year I was accosted by numerous people
who had wonderful systems which did loads of amazing stuff. It was day 2 of the
show and when the fatigue usually sets in for some stands (don’t worry, I’ve been
there and understand how you feel) and so many were simply ‘help yourself to
freebies and we’ll call you’ whilst others offered full blown demos with the full
sales pitch. As a result, and armed with a cuddly Unicorn, socks and a new
running top (long story) I headed back for South Wales armed with a batch of
leaflets and lot new knowledge about systems I had not previously encountered.
However, when discussing the new system with people there were expectations
about systems that wouldn’t be fulfilled. It is true that some LMS will be all
singing and dancing and have function after function, but not at the budget that
we have and for the size of organisation that we are (180 people and counting).
Many of the systems with amazing functionality started with increments at 500
or 1000 users and as such unknowingly priced themselves out of the market.
So, to put this another way, manage expectations. It will save you a heap of
problems later.
2. If you build it, they won’t automatically come
“I don’t do all this computer stuff” Sound familiar? In one organisation where I
plied my trade we had 350 staff with 6 who would not do anything with
computers. They were highly skilled at what they did and were in roles that
didn’t require computers to function.
There will always be one or two people who will not be willing to use the system,
however there are plenty who are capable but don’t. Why? In short, they don’t
see any point. I have blogged before about people who only count learning if it is
a face to face session and don’t view any other type of learning as valid.
For many it’s the LMS is just another system and means nothing to them (many
also tick the box on the staff survey saying they are never developed). It may be
6. The LMS Journey - Implementing a Learning Management System P a g e | 6
stuffed with content, modules, videos, micro learning and links to learning
opportunities across the globe, but to them it is just the place you go to do the
mandatory training and where you book the ‘proper’ training.
What can be done to combat this? There are many organisations who have
successful LMS systems and a positive learning culture, so what do they do?
Their answer is to involve people. We are building a learning group who will
oversee the elements we can influence: the design, structure and content. As a
result, the aim is the new system will owned by the organisation and not just
another project that Bob is involved with. This enthusiastic group will be our
voices across the organisation and the conversation will continue by making use
of Microsoft Teams, offering participation to anyone no matter where they work
in the organisation.
So, to put this another way, its not my system it everyone’s, so make it so.
As a side note, with my 6 people who were not digital confident, I setup the
online modules, logged them in and allowed them to work their way through
them; all 6 were happy with a mouse, they just didn’t have the confidence to
logon and move through a PC. Problem solved.
3. Some people just don’t get how it works.
When a new system arrives, it is important that everyone knows what it can and
cannot do. A lot of LMS’s will allow face to face sessions to be booked. As part of
this it will send out an iCal appointment as a place holder to be put into the
Outlook calendar. However, few of them have interactivity as part of this
process, in other words clicking on the ‘Accept’ or ‘Decline’ button will do nothing.
No matter how many times you explain this, some people just don’t get it. In one
instance we had ‘For information only, do not accept or decline’ written in the
calendar appointment. Despite this people when people failed to turn up for
sessions, their comeback would nearly always be ‘well, I declined the
appointment!”.
LMS’s will not do everything so their benefits and the difference they will make
needs to be promoted, however their limitations will also need to be outlined. A
proper launch of the new platform, involving the working group is planned, with
drop in sessions and full Q&As which will hopefully negate some of the common
issues often encountered.
So, in short, be real about what it will do.
The kick off meeting is in a few weeks time so more blogs will follow, but lets
hope that number 6 will be my lucky number. And no Prisoner jokes please….
7. The LMS Journey - Implementing a Learning Management System P a g e | 7
If you build it, they won’t
automatically come…
8. The LMS Journey - Implementing a Learning Management System P a g e | 8
What’s in a brand?
Next stage in implementing our learning management system project is
branding. The project team at the suppliers are full tilt starting work and have
asked us for the brand details.
As many of you will know a brand is not just a logo it's the whole ethos of your
company and involves colours, fonts and but incorporates the values and ethos
that underpins your company
In some cases, it's very easy to complete a brand request from a LMS supplier.
Many organisations have a brand handbook and it is easy to get hold of what you
need. In a lot of cases even small companies, charities and small organisations
have these. That part is easy. Where it can get problematical when you start
naming things.
My original learning management system was simply known as Moodle because
that's what it was. It was a downloaded copy installed on a server. To access it
uses had to type in the name of the server (which was Gollum – who says techs
aren’t geeks?) and put in the port number, which was something like 8088. There
was a link from the internet the most people just literally typed Golum:8088. As
time went on and a move to other organisations the name of the site was more
crucial.
9. The LMS Journey - Implementing a Learning Management System P a g e | 9
Golum:88. Who says techs aren’t
geeks?
10. The LMS Journey - Implementing a Learning Management System P a g e | 10
In one organisation I worked at the site had a name that included the @ sign.
This was an absolute pain and for anybody looking at doing this I genuinely
recommend you don't. If you have anybody who suggests this will be a cool thing
just give them a hard-withering Paddington stare and continue the conversation
without referring to it. Why? People could not get their head around the
difference between the name of the site and the email address that you used to
contact the admin. Hence, we had people sending emails to the site name
instead of the email address despite this being clearly listed on the front page of
the screen. The site was named before I joined (it wasn't my idea). When we had
the chance to upgrade to Totara and change the site name with grabbed it with
both hands and, after a lot of debate and discussion, we rebranded the whole
site.
So, how do we choose a name? Some people give clever names to their site and it
works. Others call their sites the Learning Store, the Learning Hub, the
Learning Portal to make it simple. Some make use of acronyms which make
names and in other cases these acronyms make an animal name. Often coupled
with this animal name is a mascot representing the site. In some cases, this
works really well and in other cases it doesn't. I had the suggestion to do this
with one site I was involved in and it was enthusiastically received. We even
bought a toy mascot, the idea being that it could be taken on holiday or trips and
a catalogue of photos added to the site. I was the first one to take this mascot
away on holiday and took photographs of said toy enjoying themselves in the sun
of the Dominican Republic.
On my return we discussed the branding with our comms department and
mentioned the mascot. We were told, in no uncertain terms, this was not
happening. The first rule of this comms department apparently was “no
mascots”. He was given to my Head of Services 9-year-old daughter and I believe
she still plays with it to this day (she has confirmed this is the case). As for the
pictures of him enjoying himself in the sun, well let's just say they are tucked
away somewhere on a Dropbox site. Sometimes it works sometimes it doesn't.
And then there's the matter of the font. In the particular system we are using
the font is fixed (Arial) and will be used right throughout the whole system. We
can't change this, but we can change some headings. The problem we now face is
our company font, which we would like to use, is non-standard and not within
the Windows or Macintosh default mix. It is licensed for use by us and we start
facing problems handing it out to external companies. So it looks like it's Ariel
for the whole site after all.
11. The LMS Journey - Implementing a Learning Management System P a g e | 11
Coffee for Nacho
12. The LMS Journey - Implementing a Learning Management System P a g e | 12
Once colours, fonts and names are sorted, there is the discussion about the look
and feel of the site. Modern day Moodle/Totara and other LMS products allow
your site look like an extension of an intranet and less like a learning system. At
one point, a few years ago, you could log onto any learning management system
anywhere and could tell instantly if it was a Moodle site. There was a particular
look and feel to the structure which screamed ‘Moodle’. Fast forward to today
and it's often very difficult to tell (unless you actually look at source code) as a
result the chance to personalise your site is greatly increased. Again, this is
where the brand comes in to make sure that the images that you're using are
consistent with the look and feel of your organisation. There are plenty of stock
libraries available offering free images. I make use of both Pixabay and Pexels
who supply high quality images and I am also lucky to have a good comms
department will have an excellent photo library.
Getting the brand, the name, and the look and feel of the site right is very
important if you want people to use it. When they log on for the first time we
want people to be impressed. In comparison to the early Moodle sites we can do
so much more, so we need to grab those opportunities and make this thing look
good.
Of course, this is just part of the story. Next, we look at content and what makes
people come back for more.
13. The LMS Journey - Implementing a Learning Management System P a g e | 13
Collaborating on categories
The next phase in developing the learning management system involves
categorising the learning. I have a large amount of learning consisting of
documents, links to YouTube and TED talks (all of course credited) as well as
online modules and external links to courses from other organisations.
The challenge was to sort all these different learning titles into categories which
would make it easier to search, easier to group, and also easier to allocate badges
when completed. It would have been very easy to decide the categories myself,
however this is a collaborative process so I brought together the learning group
once more. This was an update on progress and show them where we were going
with the new LMS. More importantly it was to ask them the question, how can
we put all this content together to make it coherent.
I had printed all of the learning titles on to A3 paper which we stuck up on the
wall and attacked with a bag of smelly pens. The two groups collaborated decided
on some categories, scrubbed those out, merged them together, put a line
through it and started again.
At the end of it the two groups presented back and general agreement was made
on how we would proceed. As a result, we now have five categories of learning on
the LMS.
• Fundamentals which includes all the core leaning and induction modules
• Technology which includes IT and software solutions
• Client well-being which includes safeguarding and mental health
subjects
• Employee wellbeing and development which includes leadership
management and self department as well as staff wellbeing
• Service delivery which includes all the topics around housing,
compliance, and equality and diversity
For every category each learning topic needs a range of keywords. If anyone is
searching on a specific word, the system will bring back a range of learning
surrounding the topic, even if they are in different categories. This combination
of categories and keywords will be essential to ensuring the people can find what
they need when the system is launched later this year.
14. The LMS Journey - Implementing a Learning Management System P a g e | 14
Categories by general agreement
15. The LMS Journey - Implementing a Learning Management System P a g e | 15
Now comes the hard part. I have already uploaded 85 bits of learning, so I need
to recategorize them and upload the rest. I will be spending an amount of time
hiding in dark corners with music playing, going progressively mad. However,
once it's completed, we will have a learning management system full of content
curated by myself and others with more suggestions coming in every single
day. Even this morning I was sent a link to Welsh at Work, an online taster
course which I've been able to link from the system. It's a small thing however
more people are coming forward with suggestions of links, content and ideas to
add to the learning system.
Back to work and back to categories
16. The LMS Journey - Implementing a Learning Management System P a g e | 16
Curation – more than a buzz word
The launch date is decided. The middle of September is now our target and I am
undertaking some serious work to ensure the site is ready before launch. One of
the many tasks I have to do is to link all the content we currently have available
via our SharePoint platform which has been gathered via curation. So, what is
curation?
According to Wikipedia, content curation is “the process of gathering information
relevant to a particular topic or area of interest, usually with the intention of
adding value”
From a social perspective various tools exist to help with content curation such
as Flipboard, Digg and Pinterest. These allow people with similar interests to
share their own findings and contribute content to be read on a wider basis.
Others ‘subscribe’ to these channels and view and/or add as they go along.
For people who have interests in particular topics these tools allow them to focus
on their own specific pursuits. It allows them to join with like-minded
individuals who also enjoy discussing and sharing information about their
interest. This results in people globally coming together to form small
communities in which social leadership acts to guide people to develop content
meeting the needs of others.
So how does this work in the workplace?
There is a huge amount of media available via YouTube, TED talks, forums,
downloads, online modules, and various other sites, which can be pulled together
under headings relating to your work area. For example, our SharePoint site had
handpicked collections of content relevant to equality and diversity, wellbeing,
mental health, safeguarding, and general housing.
Some of this content comes from research carried out by myself however
increasingly others direct me to content and ask if it can also be added to our
learning site. In recent times a fabulous YouTube video on depression and a
Vimeo video on abandoned cars have been recommended to me and all have been
added and linked.
Does curation take over from self-discovery? No, but as people discover for
themselves, they will also add to the mix of items to be added to the content thus
contributing towards the curation.
Curation is therefore not a singular activity, it is the activity of many people,
working together in a dispersed informal setting with social leadership guiding
people through the process. There is no wrong, there is no right, but there is
consensus. In some cases, content cannot be linked due to the nature of how it is
displayed. In other cases, it is useful and can be shared.
As a result, as we launch in September there will be over 200 pieces of content
linked or available from our new learning site.
The challenge is to guide people to the relevant content on any system. This is
where a good search engine and keywords come in. Our new learning
17. The LMS Journey - Implementing a Learning Management System P a g e | 17
management system offers searching on a title, manually added keywords, and
on all the words within a short description compiled about any piece of learning.
Curation may not fit all. There are some who will argue they don’t have time.
There are some who want to have their finds put over others. There were some
who will simply want to add everything and anything they find without using
discernment as to its usefulness. For example, a 3 minute video can introduce
the subject, but a 30 minute webinar on the same subject may be relevant for
other people.
Curation therefore is a skill to be learnt. It is something we can get wrong and
like all things, we need space to be made for those who fail, to learn from that
failing and grow as a result.
The launch date is fast approaching and there still a lot to do, but thanks to the
curation from others I now have a huge amount of content to offer my colleagues.
18. The LMS Journey - Implementing a Learning Management System P a g e | 18
As we launch in September there will
be over 200 pieces of content linked or
available
19. The LMS Journey - Implementing a Learning Management System P a g e | 19
What’s in a badge?
Anyone who knows me, or has spent any time working with me, will know that I
am a fan of the Mozilla Open Badge standard. Open Badges are image files in
which metadata is hard coded to show why, where, and how the badge has been
earned. Badges are awarded as recognition of achievement and their open online
standard and has been adopted by a number of high-profile organizations.
I was excited to find a badge awarding mechanism built into our new learning
management system. However, these are not Open Badges defined by the
Mozilla standards. Having said that, in the same way that Open Badges are
earned as micro credentials, the badges on the learning management system can
also be awarded for completion of online or face-to-face learning or as part of a
learning journey.
When anyone completes a piece of learning a log in made in their training
history. Alongside this is a PDF notification of completion. This shows the date
and the title of the learning. For online modules and face-to-face courses, a more
comprehensive certificate can be issued. Users can print these keep them
digitally. However, in some cases a badge can be issued as a visual indicator of
learning completion on people's profiles.
So, do people want badges?
In some cases, people equate badges, and earning them, with gamification. For
some earning a badge is an incentive, it's something they want to do. Others may
find it childish and won't engage.
Therefore, by limiting the number of badges available at the launch and making
them awards for completing learning journeys, we can monitor their uptake.
There is enough incentive for people to earn them should they wish to do so,
while other people will take part in the learning journeys for their own sake. At
the end of the process people will have learnt, and that is what the new system is
all about.
The badges I have created relate to the categories our online learning group
brought to the table. As a result, learning journeys will have badges relevant to
their category assigned to them. If somebody completes the whole learning
journey, the badge will automatically be awarded. If not, they will still have the
completed elements of the journey within their training history.
It remains to see how many people chase after the badges and how many just
view them as trivial. However, once the system is launched and we're fully up
and running then we'll be able to tell from the reports in the statistics just how
many people are doing so and for what reason.
Not everybody has engaged with Open Badges it is fair to say. However, with
over 15 million badges awarded, and with the backpack now being taken over by
Badgr, the open standard is continuing. It is only hoped that the stand-alone
badges on my learning management system may one day also join that standard.
For more on Open Badges read my e-book here:
https://www.slideshare.net/Huxleypiguk/badges-book
20. The LMS Journey - Implementing a Learning Management System P a g e | 20
15 million Open Badges have been
awarded globally.
21. The LMS Journey - Implementing a Learning Management System P a g e | 21
All the little bits
As I have said, I have been here before, and this is the bit I hate.
A lot of content is now uploaded. Face to face sessions which are due in the
autumn have been added ahead of the launch. Scheduled reports on waiting lists
have been set up and trailed. Learning journeys and training plans have been
setup and are ready to go. Other ideas and projects are under way and people are
starting to understand there is a lot of opportunity to use this platform for a lot
of delivery.
So what’s wrong? As we near launch there are issues and questions building up.
• How do I do this?
• How to assign that?
• How do I see what people are doing?
• Why aren’t my scheduled reports coming through to my e-mail? (Probably
our Spam traps).
It’s the same every time I do this, and it doesn’t help that I am impatient. I want
it and I want it now. But it’s time to show some maturity and restraint (hollow
laugh). So, I am making a list and waiting to sit down with my colleague to go
through it all before we go searching for answers.
One of the big questions is our front page. What will people see when they land
on it for the first time? Do we want a lot of content available straight away or
link it up to other pages? We have the ability and we have tools to do it. Like
most LMS’s, we can configure this all ourselves.
So, it’s time for a group meeting and time for the flip charts and pens to come out
again. These collective decisions are genuinely making my life so much easier
and long may they continue.
As my thoughts turn to the launch, I was mildly excited to find you can order
cake toppers from Amazon for a few pounds. Now to find some cupcakes to put
them on….
22. The LMS Journey - Implementing a Learning Management System P a g e | 22
Learning journeys and training plans
have been setup and are ready to go
23. The LMS Journey - Implementing a Learning Management System P a g e | 23
Something’s coming..
We are trying to create a stir. A few of us are subtly passing on a message to the
organisation. The message is simple: ‘Something’s coming’.
As the launch date of the system draws nearer, we are letting people know
something new is coming their way. Hence the message filtering through,
something’s coming in September.
The plan is simple, on 2 September a teaser movie will be launched to all staff.
This will show the new system and will feature screen captures of the key
functions. It will start with the phrase ‘Something’s coming’ and then reveal
what.
To prepare for the movie launch members of the online learning group are
wearing button badges on their lanyards with the tagline and the date of
September 2019. An online flip magazine promoting the autumn core learning
sessions also finishes with a page that states ‘Something’s coming’.
Next week I am meeting with the Exec team to show them the system, the movie
and outline the plans for launch. This will prepare them for what is to come and,
knowing them, to help us with the promotion and launch.
All is falling in place, we just need to sort a few glitches out and we are ready to
go.
Something’s coming…..
24. The LMS Journey - Implementing a Learning Management System P a g e | 24
Guerrilla marketing….
25. The LMS Journey - Implementing a Learning Management System P a g e | 25
Getting closer
And we soldier on. After a massive list of questions to CIPHR I am now in then
position to move to the next stage and actually prepare for the launch.
Today I presented the system to the Executive team and showed them where we
had got to. They were impressed and offered to help me at any stage.
I am logging on as a user and team manager and checking the menus to make
sure everything is working. As a result, tweaks and modifications are taking
place and I am sure the support team in CIPHR are groaning every time another
mail from me comes my way.
Since I joined United Welsh I have organised some centralise training events
and logged their attendance All these events are now being added and I am
marking attendance so on day 1 people will have this is their training history.
So, what have I learned as we approach launch day?
Manage expectations – some of the training people have completed will be on the
history but not everything. Everyone in the organisation has completed an online
Safeguarding module but I have no simple way of marking 180 records as
complete in one go. In this case individuals will need to add this themselves.
1. Highlight the benefits - When launched we need to highlight what the
system can do and the benefits for individuals. It will grow and as people
use it will help to develop the content and journeys. We have a start point.
2. Make it easy to use - Front screens have now been set to show people what
they need to see with bookings for courses and recommended learning at
the fore.
3. Make it usable - Too many options and to many menus will confuse people.
The interface works, so people will be able to access a library of learning
and key journeys.
4. Fill it with content - There is now nearly 200 pieces of content available for
launch date. This includes new online modules and learning journeys based
on core subjects.
5. Aim to grow – one step at a time. Already discussions are starting about
building journeys to allow teams to gain the knowledge they need to grown
and progress in the organisation. Once the system has launched then there
will be more discussion.
6. Give the users time to use it. It was great to hear my Chief Executive say
we need to make sure users have the time needed to use it. The concept of
protected learning (30 minutes a week) was discussed and favourably
received, time to push this forward.
7. Start to excite people - The guerrilla marketing has started to have effect
with people asking me what my badge means? Next week a movie will be
sent to everyone announcing the system and its launch date. Then the
countdown really starts.
Still a lot to do, but we are close. And then maybe I can go on holiday……
26. The LMS Journey - Implementing a Learning Management System P a g e | 26
Getting closer
27. The LMS Journey - Implementing a Learning Management System P a g e | 27
It took some time but we got there
There is a gap in my blog series on the LMS for good reason.
Firstly, I slipped across the ocean and spent two well-earned weeks plodding the theme
parks of Orlando with my wonderful wife, celebrating 30 years of marriage. 14 days of
full on Disney and Universal, sore feet and the package that is Florida.
Secondly, we hit a snag. The API which links our two systems hit a roadblock and
stopped working. Investigations found some issues which could be quickly sorted, but a
couple of others needed more investigation.
Reluctantly we had to cancel the launch for September. I also had to bid au revoir to my
erstwhile colleague Emily who worked alongside me on this project driving the HR
systems aspects. She has headed out the door on maternity leave, and will be spending
the next year with her young son and even younger son who she gave birth to this week
– good luck to them both.
So, I returned to the UK to meet, and start working with, Caitlin who is standing in for
Emily. Together, with a conference call to CIPHR. we worked off the last elements
halting the API. The deletion of a final e-mail and the torrent was unlocked. The API
kicked in and the data started flowing cleanly between the two systems. So much so, the
HR system started sending out evaluation request for courses which I have been
manually administering in the LMS. We still are not quite too sure how that happened
however CIPHR have intervened and turned them off!
Today I sent out the e-mail to announce the launch on Monday and the IT department
are set to disable the links to my SharePoint site which acted as a holding are while I
worked on this project. The links from the HR system will be activated on Friday
afternoon so we can make sure they are working and then it is rollout time.
Next week users can logon via the HR system and access range of online modules,
videos, links to external courses and book on face to face training.
Then the work begins. Already teams are asking for tailored learning pathways for
induction and ongoing development, we are building plans for OD of specific groups to
allow them to move within the organisation and mails are coming through asking if
more topics can be added to the library of content.
There will be teething troubles, there always are, but this launch marks the start of a
enhanced focus on learning within the organisation.
See you on the other side.
28. The LMS Journey - Implementing a Learning Management System P a g e | 28
Ready to go