Tiimiakatemia Global is a management training and consulting company that coaches team coaches to use Tiimiakatemia® team coaching methodology. We operate both in Finland and outside its borders in European Union countries.
Self directed learning and transformative learningu7i8o9p0
This document discusses the relationship between self-directed learning (SDL) and transformative learning (TL). It notes that SDL involves learners taking control over their own learning process and reflecting on their needs and assumptions. TL builds upon this as learners reflect on how they can improve their learning. Several studies cited find that SDL aims to promote TL, and that TL is intertwined with learners becoming self-directed. The conclusion states that SDL involves learners determining their needs, while TL involves improving what they've learned, and that the two theories are related through TL building upon SDL.
The document provides an overview of design thinking and the design thinking process. It discusses key aspects of design thinking including that it is human-centered, highly creative, hands-on, and iterative. The core stages of the design thinking process are also summarized: empathize, define, ideate, prototype, and test. Empathizing involves learning about users through observation and interviews to understand their needs. Defining involves synthesizing insights to identify core problems and craft problem statements. Ideating focuses on brainstorming many potential solutions through techniques like using random words.
The document discusses 10 effective learning strategies for online training programs: 1) frame meaningful learning objectives, 2) keep course structure simple, 3) assess prior knowledge, 4) organize content logically, 5) create engaging visuals, 6) use effective interactivities, 7) include realistic scenarios, 8) use case studies, 9) incorporate problem-solving situations, and 10) develop assessments to reinforce learning. The strategies are meant to engage learners, facilitate knowledge transfer and retention, and make online courses more appealing, understandable and skill-building.
This document provides information about using a project-based learning approach to teach students about graffiti art. It outlines a lesson where students can choose from three project options to study graffiti: creating their own graffiti work, observing and collecting images of street art from different places, or researching and analyzing whether graffiti is considered art or a crime. The goal is for students to learn about street artists and their work, develop preferences in art, apply artistic skills and critique works. Students will present their projects and provide feedback using a rubric to assess their learning. References for additional resources on street art and project-based learning are also included.
A brief presentation comparing how instructional design differs from designing lessons as a teacher. Although the two fields share some things - and it would be good for each to know something about the other field - they have different skills and goals.
Presented online to a converged class at NJIT; video available at http://relayfiles.njit.edu/Converge/lipuma-4-8-15.mp4
Hi semua, terima kasih sudah berkunjung kesini 😆 Semua file yang diupload adalah materi perkuliahan. Nah... materi ini dari dosen yang dikhususkan untuk teman-teman kelas #manabeve 💚
Biar gampang diakses, yah masukin sini aja kan😆 Sekalian membantu kalian yang mungkin butuh beberapa konten dalam file-file ini.
Jangan lupa di like yah 💙 Kalau mau dishare atau didownload PLEASE MINTA IZIN dulu oke??
Biar ngga salah paham cuy😆
ASK FOR PERMISSION ▶ itsmeroses@mail.ru
Kalau kesulitan untuk mendownload FEEL FREE untuk email ke aku🔝🔝🔝🔝
[DISCLAIMER] Mohon banget kalau udah didownload. Kemuadian ingin dijadikan materi atau referensi. Jangan lupa cantumkan sumbernya. Terima kasih atas pengertiannya💖
------------------------------------------------------------
Materi details :
Coming soon ")
------------------------------------------------------------
MEET CLASS FELLAS💚
Instagram ▶ https://www.instagram.com/manabeve
Blog ▶ https://manabeve.blogspot.com
Email ▶ manabeve@gmail.com
------------------------------------------------------------
LET'S BECOME FRIENDS WITH ME💜
Instagram ▶ https://www.instagram.com/ameldiana3
Twitter ▶ https://www.twitter.com/amlediana3
Learning Exploration Team Academy NetworkJavier Ruiz
Previous description for the Workshop "Team Academy Network" leaded in the Third Global Forum of the Society for Organizational Learning, Oman April 2008
Self directed learning and transformative learningu7i8o9p0
This document discusses the relationship between self-directed learning (SDL) and transformative learning (TL). It notes that SDL involves learners taking control over their own learning process and reflecting on their needs and assumptions. TL builds upon this as learners reflect on how they can improve their learning. Several studies cited find that SDL aims to promote TL, and that TL is intertwined with learners becoming self-directed. The conclusion states that SDL involves learners determining their needs, while TL involves improving what they've learned, and that the two theories are related through TL building upon SDL.
The document provides an overview of design thinking and the design thinking process. It discusses key aspects of design thinking including that it is human-centered, highly creative, hands-on, and iterative. The core stages of the design thinking process are also summarized: empathize, define, ideate, prototype, and test. Empathizing involves learning about users through observation and interviews to understand their needs. Defining involves synthesizing insights to identify core problems and craft problem statements. Ideating focuses on brainstorming many potential solutions through techniques like using random words.
The document discusses 10 effective learning strategies for online training programs: 1) frame meaningful learning objectives, 2) keep course structure simple, 3) assess prior knowledge, 4) organize content logically, 5) create engaging visuals, 6) use effective interactivities, 7) include realistic scenarios, 8) use case studies, 9) incorporate problem-solving situations, and 10) develop assessments to reinforce learning. The strategies are meant to engage learners, facilitate knowledge transfer and retention, and make online courses more appealing, understandable and skill-building.
This document provides information about using a project-based learning approach to teach students about graffiti art. It outlines a lesson where students can choose from three project options to study graffiti: creating their own graffiti work, observing and collecting images of street art from different places, or researching and analyzing whether graffiti is considered art or a crime. The goal is for students to learn about street artists and their work, develop preferences in art, apply artistic skills and critique works. Students will present their projects and provide feedback using a rubric to assess their learning. References for additional resources on street art and project-based learning are also included.
A brief presentation comparing how instructional design differs from designing lessons as a teacher. Although the two fields share some things - and it would be good for each to know something about the other field - they have different skills and goals.
Presented online to a converged class at NJIT; video available at http://relayfiles.njit.edu/Converge/lipuma-4-8-15.mp4
Hi semua, terima kasih sudah berkunjung kesini 😆 Semua file yang diupload adalah materi perkuliahan. Nah... materi ini dari dosen yang dikhususkan untuk teman-teman kelas #manabeve 💚
Biar gampang diakses, yah masukin sini aja kan😆 Sekalian membantu kalian yang mungkin butuh beberapa konten dalam file-file ini.
Jangan lupa di like yah 💙 Kalau mau dishare atau didownload PLEASE MINTA IZIN dulu oke??
Biar ngga salah paham cuy😆
ASK FOR PERMISSION ▶ itsmeroses@mail.ru
Kalau kesulitan untuk mendownload FEEL FREE untuk email ke aku🔝🔝🔝🔝
[DISCLAIMER] Mohon banget kalau udah didownload. Kemuadian ingin dijadikan materi atau referensi. Jangan lupa cantumkan sumbernya. Terima kasih atas pengertiannya💖
------------------------------------------------------------
Materi details :
Coming soon ")
------------------------------------------------------------
MEET CLASS FELLAS💚
Instagram ▶ https://www.instagram.com/manabeve
Blog ▶ https://manabeve.blogspot.com
Email ▶ manabeve@gmail.com
------------------------------------------------------------
LET'S BECOME FRIENDS WITH ME💜
Instagram ▶ https://www.instagram.com/ameldiana3
Twitter ▶ https://www.twitter.com/amlediana3
Learning Exploration Team Academy NetworkJavier Ruiz
Previous description for the Workshop "Team Academy Network" leaded in the Third Global Forum of the Society for Organizational Learning, Oman April 2008
Team Academy in Jyväskylä University of Applied Sciences is a special unit for entrepreneurship founded in 1993. It leads to a BBA degree over approximately 3.5 years. There are around 180 young team entrepreneurs in 10 team companies, and the entrepreneurship rate of graduates is about 36%. The curriculum focuses on laying foundations, finding focus, and pre-incubating over three stages with coaching support. Learning is done through dialogue, projects, running a real team company, and theory.
E Maturity The Leadership Challenge Punam Khosla And Ian PritchardBecta FE and Skills
The document discusses e-maturity in organizations and the challenges of harnessing technology for learning. It presents the current situation, where many providers have invested in technology but are not fully e-mature. The main challenges include fragmented technology leadership, support and infrastructure issues, workforce capability, and varying use among departments. LSIS is working with BECTA to develop programs to help organizations progress towards e-maturity through collaborative leadership skills training and other initiatives. Leaders are encouraged to use Kouzes and Posner's leadership model to help their organization change, with an emphasis on modeling behavior, inspiring a shared vision, challenging processes, enabling others, and encouraging hearts.
Kaizen is a Japanese philosophy that focuses on continuous improvement involving everyone. It means improving personal, home and work life constantly. When applied to work, it means managers and workers continuously improve processes together. Key principles include teamwork, eliminating waste, and empowering workers to offer improvement suggestions. Tools like PDCA cycles, 5S, quality circles and kanban help implement kaizen. While initially successful in Japanese companies, kaizen works best in collective cultures and may be resisted in more individualistic Western societies. When properly applied to work and life, kaizen can significantly improve efficiency and success over time through small, incremental changes by all.
Ponencia impartida por Peter Totterdill, jefe ejecutivo del Work Network de Reino Unido (Organización UKWON), el 3 de julio de 2013 en la II European Summer School of Social Innovation
This document provides information about a management training program called "Leveraging Yourself" offered by Krauthammer.
The 4-day program is designed to help managers develop fundamental competencies to navigate complex landscapes and roles. It uses reflective and interactive exercises to impart energy and dynamism, transforming managers into exemplary leaders.
The training methodology involves self-awareness raising, applying lessons to real work contexts between sessions, and follow-up on progress. The goal is to help participants optimize their relational skills and behaviors to achieve business goals.
The document discusses an engagement workshop aimed at exploring what inspires and engages employees at work and outside of work. The workshop seeks to understand country-specific factors and create a collection of knowledge on employee engagement principles across cultures. The workshop includes discussions on when participants feel most committed outside of work, what brings out their best at work, what disengages them, and the essential ingredients for positive engagement in their country. House rules are outlined to facilitate an open discussion.
Helsinki Metropolitan Entrepreneurship Academy - HMEA in 2009Sani Leino
A Brief Summary what happened in the first year of Helsinki Metropolitan Entrepreneurship Academy - HMEA in 2009.
-----------------------------
Helsinki Metropolitan Entrepreneurship Academy (HMEA) offers inspiring entrepreneurial events to higher education students and entrepreneurs in Helsinki metropolitan area.
-------
WWW.HMEA.FI
HMEA's mission is to enhance the "Entrepreneurial Spirit" amongst students, actives and people working in corporate jobs, via inspirational and practical educational events & programs. By changing the environment more entrepreneurial, giving the best education available, HMEA aims to help producing several new companies yearly, and help the existing startups to grow their businesses.
Building boardroom competences in Growth companies #Slush13Jussi Lystimaki
Here is a summary why the work in boardrooms is highly important for a growth company and what kind of role creates most value for a company. Sharing best practices, top-10 minimum work but also hints for the compensation levels for members and chairman.
Boardman is the leading network developing active ownership and board work competences in Finland. Boardman creates and shares new knowledge and aims to support owners, board member and management in their co-operation and decision making. Boardman is a trusted network for entrepreneurs, leaders and members of board to openly share their views and experiences in business and the future of Finland.
The document discusses a training for CEOs and leaders on empowering women and promoting gender equality. It provides biographies of the two trainers, Ester Eomois and Leena Kivisild. The training will cover analyzing women's representation in leadership, learning from best practices in Europe, and empowering CEOs to implement gender equality policies and programs. Attendees will develop personal action plans to promote gender equality in their own organizations. An example is provided of initiatives by Saint-Gobain, a global construction company, to increase gender diversity through their diversity action plan and strategic priorities.
Toyota works hard to develop exceptional people through extensive training. People development is critical to Toyota's success. Toyota selects capable people with problem-solving and teamwork skills, and provides standardized training to develop their fundamental skills. Toyota teaches skills in a generic way initially, then provides job-specific training. Their focus on training develops highly talented employees and allows Toyota to achieve results even with a global workforce.
150606 i bridges co opetition session with feedbackPari Namazie
Presentation by Pari Namazie for iBridges Berlin 2015 conference. Session was titled Co-Opetition: Reaching new heights through collaboration. This presentation was based on what constitutes healthy competition in groups, start ups and teams. The presentation includes feedback received through group discussions.
Renowned for Communications, Media & Journalism training, we deliver inspirational learning that positively changes behaviours and drives improved individual and organisational performance. Our unique insight, strategic partnerships and access to a comprehensive network of subject-matter experts ensures every solution is developed with real-time, top-class content. If you’re looking for a one-off course or a complex, bespoke ongoing programme we’ll use our experience and resources to meet your requirements.
Thomson Reuters Foundation provides corporate training solutions in areas such as communications, media, journalism, and digital/marketing skills, leveraging their expertise and global network of subject matter experts. They offer a variety of learning formats including workshops, e-learning, blended learning, and customized programs. All proceeds from their corporate training activities are reinvested philanthropically to promote socio-economic progress and the rule of law worldwide.
Path-stones is a training and development company that has helped over 100 organizations in several Asian countries grow their employees since 1997. They offer state-of-the-art training in areas like leadership, presentations, team building, creativity and strategic thinking. Their training is benchmarked against international standards and they provide long-term personalized support to ensure learning objectives are met. Some of their key clients include Apple, ANZ, Dell, Ford, and Nike.
People Dynamics Individual Assignment - Case Studyashleyyeap
Toyota emphasizes teamwork throughout the organization. It trains employees to shape team behavior by establishing common rules of conduct and using personality assessments to find people suited to the company culture. Toyota encourages social activities and idea sharing to strengthen teamwork. It also implements recognition programs to reward and celebrate team successes. Toyota has succeeded significantly because of its team-oriented culture, as teamwork is used in all operational processes and has helped the company overcome challenges. Its focus on collaborative efforts among employees has been key to its achievements.
1) Proakatemia is a degree program at Tampere University of Applied Sciences that focuses on entrepreneurship and team leadership. Students form companies of about 20 students to complete projects over 2.5 years.
2) Students attend weekly training sessions and complete book essays to develop their skills and share knowledge. They are responsible for the day-to-day operations of their student company but have a coach to support their development.
3) The goal of Proakatemia is to develop ambitious, courageous entrepreneurs and increase the number of students who continue entrepreneurship after graduation. Over 35% of graduates start businesses directly after completing the program.
Proakatemia is the entrepreneurship unit at Tampere University of Applied Sciencies. Students at Proakatemia learn entrepreneurship and team leadership by running and managing their own cooperative as a team. This slideshare gives an introduction to how do they learn and study and what is the coaches' role in their journey.
The Future of Work | Workshops4teams.comMichael Friis
The document describes a 3 hour workshop on "The Future of Work". It includes:
- An introduction to the purpose and objectives of gaining insights into how work is changing and exploring ways to adapt and thrive.
- A preparation checklist for facilitators including downloading videos, sending pre-work, and following up after the workshop.
- An agenda that is divided into sections including videos, individual and group activities, and reflections.
- Handouts for participants that include worksheets for designing a future business card, building a network map, and developing a personal plan.
The workshop aims to help teams understand changes in work and provide tools to future-proof their careers through self-awareness, networking
Codeweavers Development - The Toyota WayPaul Boocock
The document outlines the 14 principles of the Toyota Way, which is Toyota's management philosophy and set of methods. The principles focus on eliminating waste, continuous improvement, problem-solving, respect for people, and building a learning organization. Some key principles include using pull systems to avoid overproduction, standardizing processes, visual controls, respecting suppliers, consensus-based decision making, and relentless reflection to drive organizational learning. The goal is to produce high-quality vehicles with fewer defects through engaged employees and efficient processes.
Team Academy in Jyväskylä University of Applied Sciences is a special unit for entrepreneurship founded in 1993. It leads to a BBA degree over approximately 3.5 years. There are around 180 young team entrepreneurs in 10 team companies, and the entrepreneurship rate of graduates is about 36%. The curriculum focuses on laying foundations, finding focus, and pre-incubating over three stages with coaching support. Learning is done through dialogue, projects, running a real team company, and theory.
E Maturity The Leadership Challenge Punam Khosla And Ian PritchardBecta FE and Skills
The document discusses e-maturity in organizations and the challenges of harnessing technology for learning. It presents the current situation, where many providers have invested in technology but are not fully e-mature. The main challenges include fragmented technology leadership, support and infrastructure issues, workforce capability, and varying use among departments. LSIS is working with BECTA to develop programs to help organizations progress towards e-maturity through collaborative leadership skills training and other initiatives. Leaders are encouraged to use Kouzes and Posner's leadership model to help their organization change, with an emphasis on modeling behavior, inspiring a shared vision, challenging processes, enabling others, and encouraging hearts.
Kaizen is a Japanese philosophy that focuses on continuous improvement involving everyone. It means improving personal, home and work life constantly. When applied to work, it means managers and workers continuously improve processes together. Key principles include teamwork, eliminating waste, and empowering workers to offer improvement suggestions. Tools like PDCA cycles, 5S, quality circles and kanban help implement kaizen. While initially successful in Japanese companies, kaizen works best in collective cultures and may be resisted in more individualistic Western societies. When properly applied to work and life, kaizen can significantly improve efficiency and success over time through small, incremental changes by all.
Ponencia impartida por Peter Totterdill, jefe ejecutivo del Work Network de Reino Unido (Organización UKWON), el 3 de julio de 2013 en la II European Summer School of Social Innovation
This document provides information about a management training program called "Leveraging Yourself" offered by Krauthammer.
The 4-day program is designed to help managers develop fundamental competencies to navigate complex landscapes and roles. It uses reflective and interactive exercises to impart energy and dynamism, transforming managers into exemplary leaders.
The training methodology involves self-awareness raising, applying lessons to real work contexts between sessions, and follow-up on progress. The goal is to help participants optimize their relational skills and behaviors to achieve business goals.
The document discusses an engagement workshop aimed at exploring what inspires and engages employees at work and outside of work. The workshop seeks to understand country-specific factors and create a collection of knowledge on employee engagement principles across cultures. The workshop includes discussions on when participants feel most committed outside of work, what brings out their best at work, what disengages them, and the essential ingredients for positive engagement in their country. House rules are outlined to facilitate an open discussion.
Helsinki Metropolitan Entrepreneurship Academy - HMEA in 2009Sani Leino
A Brief Summary what happened in the first year of Helsinki Metropolitan Entrepreneurship Academy - HMEA in 2009.
-----------------------------
Helsinki Metropolitan Entrepreneurship Academy (HMEA) offers inspiring entrepreneurial events to higher education students and entrepreneurs in Helsinki metropolitan area.
-------
WWW.HMEA.FI
HMEA's mission is to enhance the "Entrepreneurial Spirit" amongst students, actives and people working in corporate jobs, via inspirational and practical educational events & programs. By changing the environment more entrepreneurial, giving the best education available, HMEA aims to help producing several new companies yearly, and help the existing startups to grow their businesses.
Building boardroom competences in Growth companies #Slush13Jussi Lystimaki
Here is a summary why the work in boardrooms is highly important for a growth company and what kind of role creates most value for a company. Sharing best practices, top-10 minimum work but also hints for the compensation levels for members and chairman.
Boardman is the leading network developing active ownership and board work competences in Finland. Boardman creates and shares new knowledge and aims to support owners, board member and management in their co-operation and decision making. Boardman is a trusted network for entrepreneurs, leaders and members of board to openly share their views and experiences in business and the future of Finland.
The document discusses a training for CEOs and leaders on empowering women and promoting gender equality. It provides biographies of the two trainers, Ester Eomois and Leena Kivisild. The training will cover analyzing women's representation in leadership, learning from best practices in Europe, and empowering CEOs to implement gender equality policies and programs. Attendees will develop personal action plans to promote gender equality in their own organizations. An example is provided of initiatives by Saint-Gobain, a global construction company, to increase gender diversity through their diversity action plan and strategic priorities.
Toyota works hard to develop exceptional people through extensive training. People development is critical to Toyota's success. Toyota selects capable people with problem-solving and teamwork skills, and provides standardized training to develop their fundamental skills. Toyota teaches skills in a generic way initially, then provides job-specific training. Their focus on training develops highly talented employees and allows Toyota to achieve results even with a global workforce.
150606 i bridges co opetition session with feedbackPari Namazie
Presentation by Pari Namazie for iBridges Berlin 2015 conference. Session was titled Co-Opetition: Reaching new heights through collaboration. This presentation was based on what constitutes healthy competition in groups, start ups and teams. The presentation includes feedback received through group discussions.
Renowned for Communications, Media & Journalism training, we deliver inspirational learning that positively changes behaviours and drives improved individual and organisational performance. Our unique insight, strategic partnerships and access to a comprehensive network of subject-matter experts ensures every solution is developed with real-time, top-class content. If you’re looking for a one-off course or a complex, bespoke ongoing programme we’ll use our experience and resources to meet your requirements.
Thomson Reuters Foundation provides corporate training solutions in areas such as communications, media, journalism, and digital/marketing skills, leveraging their expertise and global network of subject matter experts. They offer a variety of learning formats including workshops, e-learning, blended learning, and customized programs. All proceeds from their corporate training activities are reinvested philanthropically to promote socio-economic progress and the rule of law worldwide.
Path-stones is a training and development company that has helped over 100 organizations in several Asian countries grow their employees since 1997. They offer state-of-the-art training in areas like leadership, presentations, team building, creativity and strategic thinking. Their training is benchmarked against international standards and they provide long-term personalized support to ensure learning objectives are met. Some of their key clients include Apple, ANZ, Dell, Ford, and Nike.
People Dynamics Individual Assignment - Case Studyashleyyeap
Toyota emphasizes teamwork throughout the organization. It trains employees to shape team behavior by establishing common rules of conduct and using personality assessments to find people suited to the company culture. Toyota encourages social activities and idea sharing to strengthen teamwork. It also implements recognition programs to reward and celebrate team successes. Toyota has succeeded significantly because of its team-oriented culture, as teamwork is used in all operational processes and has helped the company overcome challenges. Its focus on collaborative efforts among employees has been key to its achievements.
1) Proakatemia is a degree program at Tampere University of Applied Sciences that focuses on entrepreneurship and team leadership. Students form companies of about 20 students to complete projects over 2.5 years.
2) Students attend weekly training sessions and complete book essays to develop their skills and share knowledge. They are responsible for the day-to-day operations of their student company but have a coach to support their development.
3) The goal of Proakatemia is to develop ambitious, courageous entrepreneurs and increase the number of students who continue entrepreneurship after graduation. Over 35% of graduates start businesses directly after completing the program.
Proakatemia is the entrepreneurship unit at Tampere University of Applied Sciencies. Students at Proakatemia learn entrepreneurship and team leadership by running and managing their own cooperative as a team. This slideshare gives an introduction to how do they learn and study and what is the coaches' role in their journey.
The Future of Work | Workshops4teams.comMichael Friis
The document describes a 3 hour workshop on "The Future of Work". It includes:
- An introduction to the purpose and objectives of gaining insights into how work is changing and exploring ways to adapt and thrive.
- A preparation checklist for facilitators including downloading videos, sending pre-work, and following up after the workshop.
- An agenda that is divided into sections including videos, individual and group activities, and reflections.
- Handouts for participants that include worksheets for designing a future business card, building a network map, and developing a personal plan.
The workshop aims to help teams understand changes in work and provide tools to future-proof their careers through self-awareness, networking
Codeweavers Development - The Toyota WayPaul Boocock
The document outlines the 14 principles of the Toyota Way, which is Toyota's management philosophy and set of methods. The principles focus on eliminating waste, continuous improvement, problem-solving, respect for people, and building a learning organization. Some key principles include using pull systems to avoid overproduction, standardizing processes, visual controls, respecting suppliers, consensus-based decision making, and relentless reflection to drive organizational learning. The goal is to produce high-quality vehicles with fewer defects through engaged employees and efficient processes.
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
A Free 200-Page eBook ~ Brain and Mind Exercise.pptxOH TEIK BIN
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...EduSkills OECD
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
CapTechTalks Webinar Slides June 2024 Donovan Wright.pptxCapitolTechU
Slides from a Capitol Technology University webinar held June 20, 2024. The webinar featured Dr. Donovan Wright, presenting on the Department of Defense Digital Transformation.