Are you feeling stuck and looking to seek external support to help you establish goals, explore opportunities, solve challenges, develop your leadership skills or perhaps grow your career openly and freely? The Masterclass Group Coaching Program is the ideal solution to help you in 2021. I'll be leading this program offered in conjunction with the Australian … Continue reading Group and team coaching is a must have for 2021
Training is not always the solution to poor performance
#LeadershipTips Training is not always the solution to poor performance. First reflect on your own influence as a manager/leader - what have you done or not done that may be contributing to the poor performance of others? Seek to understand what is going on for the other person - why are they behaving that way? … Continue reading Training is not always the solution to poor performance
Working with Flinders University
I have the pleasure of working with Flinders University in Adelaide South Australia on a number of upcoming initiatives, seminars and workshops. I will be teaching in the International Healthcare Management masters programme run in South East Asia and will also be running a series of short seminars and workshops. The first workshop: "Social Media for … Continue reading Working with Flinders University
The Learning Weekly
This is a collection of interesting stuff from my Personal Learning Network (PLN) mostly on Learning and Development The Learning Weekly 14 August 2017 The Learning Weekly 7 August 2017
Is it time to bin the idea of “Change Management”?
Source: Is it time to bin the idea of "Change Management"?
The L&D skills gap on #Ozlearn chat
Great questions, looking forward to joining in
I’m very much looking forward to joining Con Sotidis for an #Ozlearn tweet chat on Tuesday 10th February at 8 pm Melbourne time, 9 am London time. Together, we’ll be discussing something that’s become increasingly important over the past few years: the L&D skills gap.
L&D, like many professions, faces dramatic changes today, changes with their roots in technological, economic and geopolitical shifts that began in around 1990. Like most professions, however, we are still largely equipped with structures, attitudes and skills sets suitable for the world as it existed before that date.
So just what is our current L&D skills gap? How short are we of the skills we need to be effective in the new, connected, global age? For an answer, I’ve looked at data from the LPI Learning Capability Map. The Capability Map is a description of the 27 skills of the L&D profession, arranged over…
View original post 416 more words
Sociology, not technology
The Social Age sees us connecting, sharing, working and leading in online spaces. But it’s a mistake to think that the real change is in the technology. It’s not: it’s about the sociology.
The technology deals transactionally: it can make links and traffic files. But the real change is in how large, cohesive and purposeful our communities are.
It’s important to understand this from an organisational perspective, because if we mistake technology for sociology, we will likely spend our time, effort and resources in the wrong place.
We maintain both weak and strong social ties: the people in our sphere of hearing are our weak connections. The totality of people in our networks: the people who know our name (or, maybe just our Twitter handle). Our strong social ties are those to our friends, the people whose lives we impact more meaningfully.
Social technology has done two things:…
View original post 183 more words
Setting Boundaries: 7 Ways Good Managers Get It Wrong
Interesting article on how GOOD managers can get it wrong. Which one(s) are you?
Employees know when they have a “nice” manager who isn’t really in charge—and in the end, it makes them feel unsafe. Dr. Henry Cloud literally wrote the book on this topic, but I wanted to share a cast of characters to help represent some of the boundary-challenging habits I’ve seen that can undermine the good manager.
Please don’t be too alarmed if you see yourself in one of these descriptions—that was one of my intentions. I wanted to make it easy for you to identify yourself. After all, you can’t craft a solution until you identify the real nature of the problem. My intention in using the labels is to keep things fun and light, but also to be clear. Okay, here goes:
The In-Director. You believe people don’t like to be bossed around, and you don’t want people to think you’re bossy. So you don’t give super…
View original post 459 more words
My life in Tweets
My life in Tweets.
How does a learning professional’s PLN support innovations in their professional practice?
Interesting research topic by Tanya Lau “PLN and supporting innovative practice”
MA research proposal
This is my current proposal for research I’m doing as part of the Master of Learning Sciences and Technology. I’ve been quite fascinated by Personal Learning Networks (PLNs) for a while now, and as a learning practitioner, I’m interested in how we leverage our PLN relationships to support improvements or innovations in our professional practice. This is what my proposed research aims to explore. This proposal will be refined, and possibly change in some parts…so it’s always good to be able to look back and see how it evolves.
Increasing competition, globalisation, and rapid pace of change are putting organisations and individuals under pressure to continuously innovate (improve processes, products, practices) (Whelan, 2007, Baker-Doyle 2008). Knowledge is often recognised as an organisation’s greatest asset (Whelan, 2007); and in this “knowledge economy” the ability to communicate and collaborate effectively across contexts is vital to survive and…
View original post 3,664 more words