Tag Archives: development

Apr 08

Leaders as Teachers: Unlock the Teaching Potential of Your Company’s Best and Brightest Free Book Summary

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In this summary you will learn What a “leaders-as-teachers” program is What benefits it delivers How to develop and implement a leaders-as-teachers program in your firm Why you should read Leaders as Teachers The best football teams do not park their star players on the bench. Your top executives are your star players. Now, make them play ball: Deploy their expertise by involving them in teaching and training. Learning expert Edward Betof describes how companies can create “leaders-as-teachers” programs, sharing the knowledge of their senior executives, top managers and in-house experts, and, thus, fully benefiting from their top people’s expertise and savvy. Having served for 10 years as chief learning officer for Becton, Dickinson and Company, a leading medical technology company, Betof speaks with an insider’s informed perspective. He made this program work in the trenches. getAbstract believes his book is well suited for learning and development officers, and for others who want to put teaching and learning at the core of their companies’ success. About the author Edward Betof is the director of the University of Pennsylvania’s doctoral program for chief learning officers. He was vice president and chief learning officer at Becton, Dickinson and Company, and a member of the American Society for Training and Development board. Request Free!

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Feb 04

Stories: How They Limit Us. How They Help Us Learn (Discussion)

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About 6 years ago I started work on a book manuscript about the power of the stories we tell, both in terms of how they limit us, and how they can be used to help us learn. My interest at that time had to do with PERSONAL stories and how they embody our beliefs about the world and ourselves, our capabilities and other people. The stories we tell ourselves (often in the form of self-talk) help us or hinder us, and I wonder if, in fact, for any of us to grow significantly, we need to modify our internal stories.

It seems like stories is a nifty way of operationalizing our beliefs about self and others. Of course that’s not particularly new in Psychology. Is the Rorscach test (inkblots) anything different than providing an ambiguous shape so a person can describe what he sees in the form of a story? Likewise with the Thematic Apperception Test(TAT).

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Oct 02

Talent Management

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The success of the enterprise depends upon many factors. Chief among them is the ability of the workforce to achieve corporate goals. Fully evolved employee performance management goes well beyond an annual appraisal process, combining tools and methodologies that focus employee behavior on specific, mission-critical business needs. Performance management involves employees in their own development and the development of the enterprise, creating a well-prepared workforce invested in advancing the organization.Request Free!

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Talent Management

May 04

Twitter Hashtags for training and development

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First a quick introduction. I’m Pat Stark, and I do some collaborative work with Robert Bacal on the web. You’ll see me posting here and there, particularly when Robert is away or otherwise engaged. Robert asked me to do some work on using a hashtag so people interested in training and development, and using twitter, could find each other, and see each other’s posts.

A hash tag is a fancy term for a short “tag” that you put in your tweets, that identifies its content, and can be found using the twitter search function. It begins with a number sign # and is followed by a short set of letters.

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Jan 25

When the gardner is inept or uncommited, the tree dies. Online discussions.

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Once it was possible to set up discussion lists (or similar forums) that would, eventually, and essentially become self-sustaining, and fairly self regulating. Many such professional groups (which were for sharing and learning) emerged and ran successfully for a number of years. HRNET, for example ran successfully without almost any leadership or tending. Others, also.

But that was then, and what it takes to open and run a forum, or professional list, has changed. An online community needs far more nurturing and gardening than it did before. When they die, it’s not because the format is outdated, but it’s because what worked before no longer works. If you run a learning community, you need to lead, and you need to garden.

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Jan 22

Informal Learning Thoughts

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There have been attempts to make “informal learning” a new buzzword in the training world, and while there’s some obvious sense in looking at how learning “happens” in informal situations (since most of our lives are “informal”), there probably isn’t much new in the term. That said, it probably is worthwhile for trainers to put knowledge and content into multiple forms and have them available in different media.

Actually, what you are doing right now is informal learning. You are learning something even without the intent to do so, because learning is a function of the organism. One cannot stop learning until one is dead. However, what one learns can be presented in a formal structure and with the intent to cause learning, or in a less formal structure that isn’t really intended to cause learning.

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Jan 22

What kind of “trainers” seek to destroy over 10,000 pages of valuable message posts? TRDEV owners!

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It truly boggles the mind. The owners of the trdev discussion list have already removed the archives for the list which contain over 10,000 posts contributed over many years, and containing tons of valuable links, information and ideas for those involved with training and development.

I chronicled the abject stupidity of these owners when the list was alive, and explained that they would, in fact, kill the list. They’ve succeeded at that through being paranoid and making sure that nobody could actually find the list unless they were “in the know”. Sure, keep a list a secret, and then bemoan the fact that nobody contributes to it.

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May 08

Piagetian Stages, Cognitive Psychology, and Training

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Piaget suggested there are four stages of development, rigid in sequence (since questioned), and hierarchical, moving from sensory through to abstract processes. Piaget suggested that what can be learned and applied is restricted…that is until the child is at the right level, certain tasks cannot be learned or  performed, cognitively.

Piagetians never looked beyond the approximate age of 18, although a few neopiagetians and newer cogntive variations have done a bit more work on adults. In my view the most relevant applications of Piaget to adults came much later.

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