Audio clip: Adobe Flash Player (version 9 or above) is required to play this audio clip. Download the latest version here. You also need to have JavaScript enabled in your browser.
Audio for show #3
Show notes
News
If Your Company Went Out of Business, Would Anyone Notice? (Fast Company)
The Surprising Truth About Remote Teams (ASTD blog)
Other articles and things of note from this week:
Telecommuters Have Better Work/Life Balance (HR Management)
Do Women and Men Have Different Remote Work Styles? (Business Hacks blog, CNET)
23 Reasons Why Nothing Happens After a Brainstorming Session (Committed Sardine blog)
Only Six Per Cent of Users Turn To Social Networking for Learning and Development (Workplace Learning Today blog, Brandon Hall Research)
Organic Valley’s CEO George Siemon on the Crooked Art of Leadership (Fast Company)
ASTD authors Ed Cohen and Priscilla Nelson to appear live on Fox News Strategy Room Tuesday July 13! (ASTD Blog)
(Their book:Riding the Tiger: Leading Through Learning in Turbulent Times)
Make it Happen
Trainer-centered vs. Learner-centered in the classroom
Trainer-Centered vs. Learner-centered chart
What Would You Do?
This week:
Dear TLW-My manager just came back from an out of town leadership conference. She talked with other leaders in similar sized organizations abut their employee development initiatives. She is thinking we should introduce a 360 degree assessment. I know what it is and what the value could be, but how do we implement? Where do I starts as the Employee Development Manager? Add to this, our department is new…we need to establish our credibility.
Next week:
Dear TLW-I was listening to your program and heard the letter from one of your listeners regarding assessments…and then the writer went on to say they were also establishing their credibility as a department. I’m anxious to hear what you have to say about the later half of the letter! I, too, am in a department that is trying to establish their credibility as a “value add” in the organization. There has not been a learning and development department before. The organization has grown, and our human resource professionals are feeling the burden of the growth. They can no longer handle the new employee orientation, safety training, management development and more. I was hired to meet the ever changing needs of our employees and leaders…and there are many! I have one full time trainer. We have both been hired from outside of the organization. We both come with over 5 years of experience in the training and development field, each having speciality areas. I have worked primarily with management and employee development in the soft skills area, while my team member has been involved with technical training. I think we have a lot to offer the company, and we are excited to get started. We have some ideas of how and what to do, but we want to hear from you!
Tips
(music by www.Danosongs.com Royalty Free Music)