learning - Blogs - DPG Community2024-03-19T12:57:23Zhttps://community.dpgplc.co.uk/blog/feed/tag/learningThe chrysalis effect ... - an evolutionary step for CSR, Learning and Development, HR?https://community.dpgplc.co.uk/blog/the-chrysalis-effect-an-evolutionary-step-for-csr-learning-and-de2020-02-03T14:39:40.000Z2020-02-03T14:39:40.000ZIris von Brandstatterhttps://community.dpgplc.co.uk/members/IrisvonBrandstatter<div><p>THE CHRYSALIS EFFECT - an evolutionary step for CSR, Learning and Development, HR?</p><p>By: Iris von Brandstatter </p><p>Observations from the sidelines.</p><p>Nature is a great teacher and much of it can be applied in business too. Since I was a child, I have been especially fascinated with the Chrysalis Effect - the stages of a caterpillar becoming a butterfly. Many shoe-boxes with holes later, there was still the mystery remaining of what actually happens in that cocoon. Complete destruction - that's what happens in there, and it is a good thing.</p><p>I did not know the details until I was an adult, and yes, I am going somewhere with this ... The caterpillar becomes pretty much liquid in order to reform itself as a butterfly, but even as a caterpillar it already has all the components necessary to do so. How amazing is that!</p><p>So ... after a few months of immersing myself in the latest CSR, L&D research, with a good dose of HR and digital transformation thrown into the mix, I cannot help but notice a distinct need for more 'lived' connectivity of the three - a reinventing of all three models - a metamorphosis so to speak. I feel it is high-time for a next evolutionary step to meet the demands of this fast paced digital economy. How? Well, I have come up with a theory and asked myself some deeper questions.</p><p><a href="{{#staticFileLink}}3845731387,original{{/staticFileLink}}"><img class="align-full" src="{{#staticFileLink}}3845731387,RESIZE_710x{{/staticFileLink}}" alt="3845731387?profile=RESIZE_710x" width="710" /></a></p><p><strong>QUESTION 1</strong></p><p>Is CSR not intrinsically linked to an enterprises' skill pool (L&D/HR) and vice-versa to ensure a workplace flourishes and can be its best; for its people and community? Leading swiftly to ...</p><p><strong>QUESTION 2</strong></p><p>Then why are there so many resources and industry gurus pointing at the still gaping division of these departments?</p><p><strong>QUESTION 3</strong></p><p>What kind of support would all three need to overcome this silo thinking and leave their comfort zones?</p><p>Here is a great example from Harvard Business Review that shows just how synergistic this could run off:</p><h2><a href="https://hbr.org/2019/10/reskilling-workers-is-a-central-part-of-corporate-social-responsibility" target="_blank">Re-skilling Workers Is a Central Part of Corporate Social Responsibility</a></h2><p> </p><p>Ah, but there are cultural differences to overcome you may say ... and you would be right. But how does one overcome cultural differences? With more Learning and Development to further better understanding and diversity. Looks to me that each one, CSR, L&D and HR have core components the other one is missing and could benefit from.</p><p> </p><p><strong>So I came up with a formula ... </strong><strong>CSR + L&D + HR = win win</strong></p><p>A kind of chrysalis effect seems to me the next logical step of evolution for CSR & L&D & HR - but it has to be a joint metamorphosis. There are plenty of blogs, reports and other news snippets of this very topic that have been fluttering around on the web for quite a few years. Yet more recent ones highlight the continuous dilemma of CSR and L&D not being in sync (enough). With skills gaps the size of the grand canyon it feels like a dichotomy. The descriptions of obstacles and bemoaning the <em>status quo</em> are plentiful, so are proposed solutions ... revolving around the same action points - yet there is a surprising absence of success stories and measurable impact it seems, so maybe these action points need revisiting - or throwing out all-together ....</p><p> </p><p>But back to the chrysalis effect. Just like a caterpillar, once cocooned in its pupa, turns itself into a 'liquid mess' - giving up its old form in order to morph into a butterfly - so could CSR, L&D and HR benefit from morphing and evolving from once rigid and fragmented frameworks to create a new, symbiotic entity that allows for better, more agile adaptability to its new element - the digital economy - in order to 'take flight' and emerge stronger and ultimately more successful.</p><p><strong>QUESTION 4</strong></p><p>Should <a href="https://www.mckinsey.com/~/media/mckinsey/business%20functions/organization/our%20insights/elevating%20learning%20and%20development/elevating-learning-and-development-intro.ashx" target="_blank">learning and development</a> not be a given right for every employee and CSR utilised as a core player to actively bridge skills gaps internally as well as externally/globally?</p><blockquote><span style="font-size:18pt;">L&D complacency risks UK firms’ competitiveness with global counterparts</span></blockquote><p>(source: <a href="https://www.personneltoday.com/hr/learning-investment-uk-complacency/" target="_blank">https://www.personneltoday.com/hr/learning-investment-uk-complacency/</a> )</p><p><a href="{{#staticFileLink}}3845732116,RESIZE_930x{{/staticFileLink}}"><img class="align-center" src="{{#staticFileLink}}3845732116,RESIZE_710x{{/staticFileLink}}" alt="3845732116?profile=RESIZE_710x" width="710" /></a></p><p> </p><p>CSR is linked to L&D and HR also via the issues of mental health as I perceive it. An enterprise needs to show responsibility for the mental health of its employees, many of which fear their skill sets might soon be redundant as technology advances so rapidly and this in turn puts unnecessary existential stress on a workforce and its managers and has proven to lower productivity, motivation and ... loyalty. The solution is simple in theory, not so simple in practice as this graphic below outlines.</p><p>Even though the figures below seem rather high and I reserve some scepticism over the actual figures - the message is still loud and clear.</p><p>(source: <a href="http://press.totaljobs.com/release/two-in-three-workers-quit-due-to-a-lack-of-learning-and-development-opportunities/" target="_blank">http://press.totaljobs.com/release/two-in-three-workers-quit-due-to-a-lack-of-learning-and-development-opportunities/</a> )</p><p><a href="{{#staticFileLink}}3845733286,original{{/staticFileLink}}"><img class="align-center" src="{{#staticFileLink}}3845733286,RESIZE_710x{{/staticFileLink}}" alt="3845733286?profile=RESIZE_710x" width="710" /></a></p><p><strong>QUESTION 5</strong></p><p>Where could CSR, L&D and HR combined truly reap the utmost benefits in our digitaleconomy?</p><p><em>That's the question I want to pose to you ...</em></p><p> </p></div>DPG joins forces with Learning Now TVhttps://community.dpgplc.co.uk/blog/dpg-joins-forces-with-learning-now-tv2019-01-18T16:16:12.000Z2019-01-18T16:16:12.000ZSam Houltonhttps://community.dpgplc.co.uk/members/SamHoulton<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/841794285?profile=RESIZE_400x&width=400"></div><div><div id="main" class="sevencol blogpost clearfix" role="main">
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<h4><strong>DPG have some exciting news in the world of Learning & Development!</strong></h4>
<p>We have recently joined <a href="https://learningnow.tv/">Learning Now TV</a> as a channel partner, a live-streamed internet TV channel specifically focused on L&D.</p>
<p>LNTV contains a range of interesting interviews with industry experts on subjects relevant and topical to the industry. The site boasts a growing number of features in the programme, such as field reports from current events taking place.</p>
<p>Since launching in 2014, Learning Now TV has streamed a brand new episode each month, viewable across all devices. At 10am on the last Thursday of each month, there’s a social chat stream where viewers and programme organisers can chat about the content being shown on the live show.</p>
<p>Beyond this, there’s a library of on-demand content available to those that sign up free on the <a href="https://learningnow.tv/">Learning Now TV</a> website. Each programme is available on demand in its entirety along with each individual segment of each programme. With its powerful search engine, viewers can locate specific interviews and segments relevant to their needs.</p>
<p>It’s not just popular in the UK either. All over the world, learning and development teams are viewing content that’s relevant to their organisational learning plans and using this to develop new ways of thinking in their organisations.</p>
<p>Colin Steed, former Chief Executive of the Learning and Performance Institute and founder of Learning Now TV said:</p>
<p>“We’re delighted to welcome DPG as a new LNTV Channel Partner. I look forward to working with their excellent team to provide valuable content on corporate learning and performance.”</p>
<h4>What can we expect?</h4>
<p>Over the coming months, DPG will feature adverts in Learning Now TV programmes. This will start with a short promotion of our Community of practice, with zones dedicated to learning and development.</p>
<p>The award-winning <a href="https://community.dpgplc.co.uk/main/authorization/signUp?">DPG community is free to join </a>and is filled with content and discussions with industry experts. The ideal place to get lifetime support in HR and L&D.</p>
<p>There’s so much more that’s relevant to the audience of Learning Now TV. The work we do to support L&D professionals in their journey to get <a href="https://www.dpgplc.co.uk/courses-qualifications/">CIPD Qualified</a> is obvious, which ties in with our mission to provide <a href="https://www.dpgplc.co.uk/apprenticeships/">CIPD Apprenticeships</a> to organisations wanting to make use of their apprenticeship levy.</p>
<p>We can’t wait to get going with Learning Now TV, so why don’t you check out more information about how to tune in on the <a href="https://learningnow.tv/">website of Learning Now TV</a>.</p>
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</div>HR managers: are you using the Apprenticeship Levy?https://community.dpgplc.co.uk/blog/hr-managers-are-you-using-the-apprenticeship-levy2018-08-30T11:34:47.000Z2018-08-30T11:34:47.000ZRichy Campbellhttps://community.dpgplc.co.uk/members/RichyCampbell921<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/85000041?profile=RESIZE_400x&width=400"></div><div><p>If your company pays into the Apprenticeship Levy, it’s possible that the very mention of it brings a collective shudder.</p>
<p>I understand that it may be a bit frustrating. But have you given thought to how your company can use it?</p>
<p>The funds your company pay into the levy should be reframed as being part of your training budget. You’ve got a fantastic opportunity to develop your workforce. This is important.</p>
<p>Why?</p>
<p>A highly trained workforce brings many benefits. Your staff will gain up-to-date industry knowledge, and therefore a better capacity to solve problems and think innovatively.</p>
<p>Just as important is the credibility among peers that industry-approved learning gives.</p>
<p>If you’re not using the Levy, why? You may be surprised how flexible apprenticeships can be.</p>
<p>Don’t forget: it’s vital to choose the right member of staff for the apprenticeship. But don’t worry -- this is covered through suitability checks, for example a basic level of Maths and English is required.</p>
<p>One more thing, and it’s important. There’s just two years left for you to use the Levy*. Don’t miss out!</p>
<p><strong>Sorry, there’s a just one more thing (promise!). DPG offers HR apprenticeships at Level 3 or Level 5. Get everything you need to know about it by <a href="https://www.dpgplc.co.uk/apprenticeships/">clicking this link.</a> We also have a comprehensive guide to the Levy, that you can <a href="https://www.dpgplc.co.uk/apprenticeship-levy/">read here</a>.</strong></p>
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<p>*If your company started paying in from April 2017, your funds will expire in April 2019. For more information, head over to the <a href="https://www.gov.uk/government/publications/apprenticeship-levy-how-it-will-work/apprenticeship-levy-how-it-will-work" target="_blank" rel="noopener">government website.</a></p>
</div>The Fs of Learninghttps://community.dpgplc.co.uk/blog/the-fs-of-learning2018-08-07T07:09:56.000Z2018-08-07T07:09:56.000ZChris Hallhttps://community.dpgplc.co.uk/members/ChrisHall325<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/71048149?profile=RESIZE_400x&width=400"></div><div><p> </p><p>What does learning look like? If I were to ask you what learning looks like in your organisation, what would you say?</p><p>Would you show me a facilitated workshop with engaged participants? Someone engrossed in the latest E-learning package? Perhaps a lunch and learn session?</p><p>The truth is learning takes all these forms and so many more.</p><p>But when we come to design and create our learning, with all the myriad solutions available, where do we start?</p><p><strong><em>What the F?</em></strong></p><p>When it comes to learning there are two reasons for people to want to learn. For interest and For function.</p><p>For interest learning happens when you just want to learn more. Something has gripped you and you want to explore it and know the detail behind it, the contrasting views and opinions, the different angles and sub-plots.</p><p>For Function learning is different, we do this to solve a problem. That problem might be how to make a pivot table in Excel (or something less 1990s), it might be how to conduct an appraisal, how to complete an expenses order, or even how to install a child's car seat. In these cases we don't need or want to know the detail, we don't want to attend seminars about these things. We just want to get it done.</p><p><strong><em>Which F do you design for?</em></strong></p><p>When you create learning in your organisation, which F do you imagine you are designing for?</p><p>It strikes me that the majority of learning at work falls into the For Function category. People just want to know how to do it so they can get it done.</p><p>Yet, the solutions created to meet these needs range from half day face to face courses to 6 week programmes. They confuse For Function learning with For Interest learning.</p><p>The inconvenient truth is that if I want to learn something for function, my first port of call is YouTube and not L&D. When I need to create a pivot table, I search YouTube, I don't want a half day course, I want a 5 minute video.</p><p>And I'm not alone. In all the recent surveys I've seen on learning technologies, YouTube wins hands down.</p><p><strong><em>Implications for L&D</em></strong></p><p>So where does this leave L&D? realistically, our businesses primarily, if not solely, want us to handle For Function learning. They don't need their people to know the origins or history of something, the main theorists and their models. They need them to be able to do something they can't currently do.</p><p>So how do we support and encourage For Function learning? The key to this is exactly that - support and encourage it. Teach people how and where to find their own solutions. Teach them that it's ok to be on YouTube while your at work (though maybe cut back on the cute cat videos - you know who you are!).</p><p>We need to shift our attention from courses to resources. To look to curate content, to provide resources to people at their point of need and which specifically address their need.</p><p>There is still a future for L&D in For Function learning. It's just going to look quite different to how it looks now.</p><p>What do you think? Am I barking up the wrong tree or do you agree?</p></div>The most likely used model to demonstrate the value of learning is...https://community.dpgplc.co.uk/blog/kirkpatrick2018-07-06T08:32:00.000Z2018-07-06T08:32:00.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/49941880?profile=RESIZE_400x&width=400"></div><div><p>With many different types of evaluation models available to use, its sometimes quite hard to decipher which one is best for organisations or project’s. As L&D professionals, the importance of demonstrating the business value of learning & development initiatives must be known. According to the CIPD, “By evaluating learning and development programmes, employers are better able to ensure that these initiatives are aligned with their business objectives and overall learning and development strategy.”</p>
<p>A survey of our DPG Community members revealed that <a href="https://www.dpgplc.co.uk/courses-qualifications/learning-and-development/kirkpatrick-four-levels-evaluation-certification-programme/" target="_blank" rel="noopener">Kirkpatrick</a>is the most commonly used method.</p>
<p>It’s over 50 years since Donald Kirkpatrick published his training evaluation model. It quickly became adopted within L&D and became the most widely used evaluation model in modern times. The <a href="https://www.dpgplc.co.uk/courses-qualifications/learning-and-development/kirkpatrick-four-levels-evaluation-certification-programme/" target="_blank" rel="noopener">Kirkpatrick Evaluation Model</a> has recently been adapted to The New World Kirkpatrick Model, to meet the needs of 21st century Learning and Development teams. The New World Kirkpatrick Model encourages learning professionals to measure and track success on four levels. Rather than start with the learner and ‘happy sheets’ the model flips itself to ensure that the business objectives and measurements are agreed with key stakeholders and leading indicators are identified to gauge success.</p>
<p>According to Lesley Blower, Learning Resource Manager at utility giant Npower who completed a <a href="https://www.dpgplc.co.uk/courses-qualifications/learning-and-development/kirkpatrick-four-levels-evaluation-certification-programme/" target="_blank" rel="noopener">Kirkpatrick programme</a> with us, <strong>"….the light bulb moment was the realisation that you start at level 4, identify your desired results and leading indicators to measure if you’re on track, and design your training to reflect that outcome."</strong></p>
<p>The levels in the model are:</p>
<ul>
<li><strong>Level 4 - Results</strong> – The degree to which targeted outcomes occur as a result of the training and the support and accountability package</li>
<li><strong>Level 3 - Behaviour</strong> – The degree to which participants apply what they learned during training when they are back on the job</li>
<li><strong>Level 2 - Learning</strong> – The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training</li>
<li><strong>Level 1 - Reactio</strong>n – The degree to which participants find the training favourable, engaging and relevant to their jobs</li>
</ul>
<p>Find out more about joining thousands of other L&D professionals who have gained the internationally recognised Kirkpatrick certification by clicking here.</p>
<p>How do you evaluate the learning initiatives for your organisation? How do you demonstrate value?</p>
</div>What's been learned from Learning Technologies?https://community.dpgplc.co.uk/blog/what-s-been-learned-from-learning-technologies2018-06-15T10:35:35.000Z2018-06-15T10:35:35.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/125316947?profile=RESIZE_400x&width=283"></div><div><p>Learning Technologies Summer Forum was this week and I had the pleasure of attending. Ahead of the event this week, I managed to catch up with and <a href="https://community.dpgplc.co.uk/blog/learning-technologies-summer-forum" target="_blank" rel="noopener">interview Don Taylor organiser of the event</a>. The interview certainly resonated with community member and Digital Learning Designer <a href="https://community.dpgplc.co.uk/members/NikiHobson" target="_blank" rel="noopener">Niki Hobson</a> who shared <a href="https://twitter.com/Niki_Hobson/status/1006425078488358912" target="_blank" rel="noopener">this tweet</a> on the morning of the conference. It was nice to hear Don Taylor share this with the huge audience during his opening welcome....</p>
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<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/35568951?profile=original" target="_blank" rel="noopener"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/35568951?profile=original" width="585" /></a></p>
<p>I also took Don's advice along with me and set out to meet at least one interesting person and learn one new thing. However, like a kid in a sweet shop, I got many more than just one of each.</p>
<p>People I met included some who were new to me as well as familiar faces I've grown to love in these circles. In some respects, I always feel like conversations in between sessions over coffee are cut far too short in favour of leaping away for the next session. But as Don eluded to in <a href="https://community.dpgplc.co.uk/blog/learning-technologies-summer-forum" target="_blank" rel="noopener">the interview</a>, you can always catch up and follow up with people beyond the event, face to face, or over the phone. Relationships last more than five minutes. The event has certainly created a 'list of interesting people to speak to soon' in my task list as well as helped me find even more people I'm interested in staying connected with over the months and years to come.</p>
<p>As for learning one thing new, I'm still trying to make sense of ALL the things I learned. There really isn't just one! There was so much inspiration in the sessions and generous sharing from the speakers and participants that my notepad and brain are still bursting with exciting things to explore, develop my knowledge in, experiment with and learn. Continous Professional Development isn't going to be a problem beyond perhaps being stuck for choice as to what to dive into next!</p>
<p>Some of this inspiration came from <a href="https://twitter.com/DonaldClark" target="_blank" rel="noopener">Don Clark</a>, a guy I've known of and followed for some time. It wasn't until this week that I've seen him present in real life. I couldn't believe that he wasn't actually half human and half robot as his present social media image shows!  His session on Artificial Intelligence is certainly an area I'll revisit over the coming weeks, which deserves an entirely seperate post. For now, let's just say I was building my own chat-bot on the train on the way home which was a highly entertaining of making the journey fly. Don, thank you. You are certainly on my list of 'interesting people I'd love to have a chat with'. </p>
<p>Events like this are a rich-source of Continous Professional Development and should be part of the mix of any professional. The Personal Learning Network these events bring about as well as keeping you up to date with what the current trends and practices are will leave you with plenty of opportunity to boost your knowledge and your career.  I'm interested to hear from you on <a href="https://community.dpgplc.co.uk/blog/what-are-the-industry-events-you-would-recommend" target="_blank" rel="noopener">what other events you would recommend</a>.</p>
<p>In the meantime, take a look at some of the tweets I received from others sharing their reflections on Learning Technologies Summer Forum. Please do comment below if you have anything to add.</p>
<p><a href="https://twitter.com/fionamcbride/status/1007513053301297152" target="_blank" rel="noopener"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/35569064?profile=original" width="610" /></a></p>
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<p><a href="https://twitter.com/Niki_Hobson/status/1007507961042948096" target="_blank" rel="noopener"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/35568981?profile=original" width="582" /></a></p>
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<p><a href="https://twitter.com/bullsboy/status/1007332463306334213" target="_blank" rel="noopener"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/35568983?profile=original" width="599" /></a></p>
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<p><a href="https://twitter.com/LightbulbJo/status/1007378420878192641" target="_blank" rel="noopener"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/35569066?profile=original" width="596" /></a></p>
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</div>Learning Technologies Interview with Chairman Don Taylorhttps://community.dpgplc.co.uk/blog/learning-technologies-summer-forum2018-06-07T15:29:35.000Z2018-06-07T15:29:35.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/125316951?profile=RESIZE_400x&width=400"></div><div><p>Learning Technologies Summer Forum takes place at Olympia, London on Tuesday 12th June. You can find out more information about the event, what's happening and what you can expect to find at <a href="https://www.learningtechnologies.co.uk/" target="_blank" rel="noopener">https://www.learningtechnologies.co.uk/</a>. If you're not able to make the event, you can also find details there of how to keep up to date with what's happening from afar.</p>
<p>We managed to grab an inteview with chairman of the Learning and Skills Group Don Taylor where he gives his thoughts on the value of attending these events and shares his predications on what's new in Learning Technologies.</p>
<p>Listen in to the chat with Don and do let me know if you'll be at the event. I'd love to see you there.</p>
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<p><iframe src="https://w.soundcloud.com/player/?url=https%3A//api.soundcloud.com/tracks/455121456&color=%23ff5500&auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false&show_teaser=true&visual=true" width="100%" height="300" frameborder="no" scrolling="no"></iframe></p>
</div>Develop your evaluation skills!https://community.dpgplc.co.uk/blog/develop-your-evaluation-skills2017-06-26T16:08:34.000Z2017-06-26T16:08:34.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217331?profile=RESIZE_400x&width=400"></div><div><p>Hi everyone,</p>
<p>Here's a great opportunity for you to network with other L&D professionals and line managers and gain the internationally-recognised Kirkpatrick Evaluation Certification.</p>
<p>In this 2-day open programme, you will:</p>
<ul>
<li>learn how to evaluate the effectiveness of training in your business </li>
<li>apply your knowledge back in your organisation to demonstrate the effectiveness of your learning interventions</li>
<li>understand how to effectively bridge the gap between learning and organisational development</li>
</ul>
<p>The Kirkpatrick Model teaches you the four levels of training evaluation starting with the desired outcome: <strong>Results</strong>, <strong>Behaviour</strong>, <strong>Learning</strong> and <strong>Reaction</strong>.</p>
<p>Hope to see you in London on the 11th & 12th September.</p>
</div>Learning at Work Week #NLAWW in Pictures and Tweetshttps://community.dpgplc.co.uk/blog/learning-at-work-week-nlaww-in-pictures-and-tweets2017-05-19T08:59:58.000Z2017-05-19T08:59:58.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217277?profile=RESIZE_400x&width=400"></div><div><p>Learning at work week this week has seen organisations up and down the country engaging in a variety of activities to demonstrate their commitment to learning. Many have taken the opportunity to run a host of workshops throughout the week, supporting employees to focus on learning activities and holding awards ceremonies for learning stars. The topics included haven’t just been work-based. From Zumba to wine tasting, karate to knitting, we’ve seen it all!</p>
<p>In an interview last week, Julia Wright, National Director for the Campaign for Learning told us that Learning at Work week is ‘really to promote a culture of learning at work’. It’s got me thinking about what we should be doing all year around beyond this dedicated week to promote this culture. Lunch and learn sessions, collaborating with marketing to communicate learning opportunities, sharing useful learning resources; there’s lots we could be doing as part of our business as usual all year around.</p>
<p>We’ve curated some examples of what people have been doing for Learning at Work week in a Storify that you can see on the slideshow below. Have a look through. It might give you some ideas as to how you too can promote a culture of learning at work all year around.</p>
<div class="SP_Video_Container"><iframe width="479" height="511" style="border: 1px solid #CCC; border-width: 1px; margin-bottom: 5px; max-width: 100%;" src="//storify.com/DPGplc/learning-at-work-week/embed?border=false&template=slideshow" marginwidth="0" marginheight="0" scrolling="no" allowfullscreen="" frameborder="0"></iframe></div>
<ul>
<li>Did your organisation get involved in Learning at Work week?</li>
<li>What activities would you like to see carried on throughout the year?</li>
<li>Of if you didn’t do anything for Learning at Work week, which of these ideas would you like to see organisations doing throughout the year?</li>
</ul>
<p> </p>
<p>I’d love to hear your thoughts.</p>
<p></p>
<p></p>
</div>Learning at Work Weekhttps://community.dpgplc.co.uk/blog/learning-at-work-week2017-05-11T12:50:33.000Z2017-05-11T12:50:33.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217281?profile=RESIZE_400x&width=400"></div><div><p><a href="http://www.campaign-for-learning.org.uk/cfl/learningatworkweek/" target="_blank"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1358034?profile=RESIZE_1024x1024" width="750" class="align-full"></a></p>
<p><a href="http://www.campaign-for-learning.org.uk/cfl/LearningatWorkWeek/essential_facts.asp">Learning at Work week</a> is next week from 15<sup>th</sup> to 19<sup>th</sup> May. Organised by the Campaign for Learning, the annual event aims to put a spotlight on the importance and benefits of learning and development at work. Each year the event has a theme and this year it’s about Curiosity and Creativity.</p>
<p>Everyone can get involved with this initiative. There’s a variety of ideas of activities that you could run in your organisation. It’s not just about one week out of the year though. Just following what happens next week will more than likely give you some inspiration and ideas for how you can build a learning culture in your organisation every week of the year.</p>
<p>You can find more information on the official website at <a href="http://www.learningatworkweek.com">www.learningatworkweek.com</a> and join the discussion on Twitter using hashtag <a href="https://twitter.com/hashtag/nlawweek?f=tweets&vertical=default&src=hash">#NLAWWeek</a></p>
<p>Here on the DPG Community, <strong>we’d love to hear any stories you have to share on what you’ve been up to</strong>. Comment below...</p>
<p>In the meantime, I had the pleasure of catching up with Julia Wright, National Director for the Campaign for Learning to find out more and talk about how we can all get involved with this year's Learning at Work Week.</p>
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<p><iframe width="100%" height="450" scrolling="no" frameborder="no" src="https://w.soundcloud.com/player/?url=https%3A//api.soundcloud.com/tracks/322094091&auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false&visual=true"></iframe></p>
<p></p>
<p><strong>Are you doing something for Learning at Work Week? Share what you're doing to inspire others in comments below</strong></p></div>Carnival Time!! How do we make every day a learning day?https://community.dpgplc.co.uk/blog/carnival-time-how-do-we-make-every-day-a-learning-day2017-04-28T15:48:59.000Z2017-04-28T15:48:59.000ZLucy Boltonhttps://community.dpgplc.co.uk/members/LucyBolton<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217253?profile=RESIZE_400x&width=400"></div><div><p>Following the blog I wrote earlier this week "How you can learn every single day" I have been speaking to Helen Amery, Director at Wild Fig, Co-founder & Director of <a href="https://twitter.com/AligningTeams" class="tweet-url twitter-atreply pretty-link" dir="ltr" data-mentioned-user-id="0" rel="nofollow">@AligningTeams</a> and Founder <a href="https://twitter.com/hashtag/LearnConnectDo?src=hash" data-query-source="hashtag_click" class="twitter-hashtag pretty-link js-nav" dir="ltr">#LearnConnectDo</a> on twitter. Helen is part of the blog squad for the CIPD Learning and Development Show in London in May, as part of the blog squad she is running a blog carnival – an opportunity for anybody to blog around the theme of <em>how we make every day a learning day</em> which she will curate. This is a great CPD opportunity, a chance to get you thinking and working out loud. </p>
<p>Feel like joining in? <a href="http://wildfigsolutions.co.uk/2017/03/21/carnival-time-how-do-we-make-every-day-a-learning-day/" target="_blank">Click this link to find out all the details.</a></p>
<p>Helen will be curating next Tuesday night and Wednesday, </p>
<p>Want to check out the event? <a href="http://community.dpgplc.co.uk/events-to-develop-yourself/2017_CIPD_LDShow" target="_self">Click here</a></p>
<p>Happy Blogging!!! <a href="https://twitter.com/search?f=tweets&vertical=default&q=%23lovecpd&src=typd" target="_blank">#LOVECPD</a></p>
</div>How you can learn every single dayhttps://community.dpgplc.co.uk/blog/how-you-can-learn-every-single-day2017-04-27T10:09:54.000Z2017-04-27T10:09:54.000ZLucy Boltonhttps://community.dpgplc.co.uk/members/LucyBolton<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217343?profile=RESIZE_400x&width=400"></div><div><p></p>
<p>David D’Souza, Head of Engagement and London for CIPD, recently wrote about his experience in indulging his curiosity in the world of learning every day. He discusses how he has developed some habits in learning that are completely out of the classroom, and things that he fits around his day to day commitments.</p>
<p>His discusses how he uses tech:</p>
<p>Google – “Learning how to search properly will be your curiosity’s best friend.”</p>
<p>Twitter – “You don’t have to post on twitter to follow interesting content”</p>
<p>Forums/Communities – “there are a raft of places that I pop in less frequently when I want a shot of brain food.”</p>
<p></p>
<p>He discusses more traditional approaches:</p>
<p>Talk to different people and be curious – “if you can think of conversations as opportunities to grow your own thinking and knowledge, then every different perspective you come across becomes an opportunity to learn.”</p>
<p>Read the paper – “I love Flipboard, but I still think settling down with a paper is both relaxing and enriching in a different way.”</p>
<p>Watch TV/films – “I talk a lot about films to illustrate ideas to people as they have a resonance with people that makes points memorable.”</p>
<p> </p>
<p>Do you learn every day? Maybe you do without even realising. All of the above methods are great for learning, and there are so many others too, to read all David’s methods of learning <a href="https://www.linkedin.com/pulse/how-you-can-learn-every-single-day-david-d-souza" target="_blank">click here for the full blog.</a></p>
<p> </p>
<p>Let me know how you learn every day. <a href="https://twitter.com/search?f=tweets&vertical=default&q=%23lovecpd&src=typd" target="_blank">#LOVECPD</a></p>
<p> </p>
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</div>Are you developing your digital skills?https://community.dpgplc.co.uk/blog/are-you-developing-your-digital-skills2017-02-13T17:03:39.000Z2017-02-13T17:03:39.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217289?profile=RESIZE_400x&width=400"></div><div><p>There's been lots of opportunities over the past few weeks for me to talk with many about digital skills. I had some great discussions at Learning and Skills after my session on 'Putting the Human at the Heart of Digital'. At the LnD Connect UnConference last week there was lots of digital discussions going on in the 'Tech Tool Shed'. I've also had the opportunity to talk with many online.</p>
<p>If there is one thing for sure, it's that there is a desperate need for us all to develop our digital skills and to help others do the same. I've always said, there is no such thing as a digital expert. The landscape is changing so fast that there is always something new to learn. It is crucial in our roles in L&D and HR that we continue to develop in these areas.</p>
<p>But for many, knowing where to start can be a barrier. That's why this week, I've launched the <a href="http://community.dpgplc.co.uk/group-hub/digitalskills" target="_self">Digital Skills Group</a> here on the DPG Community. It's a place to connect with like-minded professionals, join discussions, share challenges and resources to help develop our digital skills.</p>
<p>So if that' something you are interested in being a part of, head along to the Digital Skills Group. There you'll find a video from me and a discussion to get the group going.</p>
<p>Let's get those digital skills moving. <a href="http://community.dpgplc.co.uk/group-hub/digitalskills" target="_self">Join the group on this link</a>.</p>
</div>10 years of being smarter?https://community.dpgplc.co.uk/blog/10-years-if-being-smarter2017-02-09T21:51:40.000Z2017-02-09T21:51:40.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217217?profile=RESIZE_400x&width=400"></div><div><p>Yes, it’s been 10 years. 10 years since we’ve had unbelievable power literally at our finger tips, and in our pockets, handbags and other small spaces. It’s hard to describe the change that we have witnessed due to this gadget but can you imagine a world now without the smart phone?</p>
<p>My first mobile phone was a Semiens S3, it was 1995 and I was eighteen at the time. I had just left home to go to university and I thought it (and I) was the coolest thing ever. It could make phone calls and I could text people. Nokia (remember them) were a BIG player in the mobile market, with the Nokia 3310 selling 125 million units in the early 2000’s. I owned a number of Nokia’s over the years, they were robust and did what they needed to, the battery also lasted nearly a week!</p>
<p>The first time I came in to contact with a ‘smart’ phone was not until 2008 when I bought the first touch screen phone by Nokia (I was loyal) it was the 5800 Xpress Music and came with a colour touch screen and a stylus. It ran on an operating system called Symbian. A year earlier Apple had just released the iPhone and the first generation of iOS and Android didn’t hit the market until later in 2008. The mobile phone market was starting to take shape.</p>
<p>Some people have always had an Apple device, whether it’s because they are simple to use or the apps or well just because they like them. Some people have always had Android phones whether made by HTC, Samsung or Sony to name a few. Blackberries have come and gone as have Nokia and the Microsoft phones didn’t really get mass market penetration. Like so many things and in many walks of life it is the survival of the fittest who survive and thrive.</p>
<p>Whilst smart phones have only been with us for 10 years it feels quite nostalgic to look back at our own mobile phone usage and our preferences through the years. To bring back those memories take a look at the evolution of mobile phones from the telegraph below.</p>
<p><a href="http://www.telegraph.co.uk/technology/mobile-phones/11037225/20-years-of-the-smartphone-an-evolution-in-pictures.html?frame=3007865">http://www.telegraph.co.uk/technology/mobile-phones/11037225/20-years-of-the-smartphone-an-evolution-in-pictures.html?frame=3007865</a></p>
<p>Can you remember your first mobile phone – what was it?</p>
<p>In this relatively short space of time smart phones have become so integrated in our lives that they stopped being ‘just’ a phone years ago. In fact, they stopped being phones when a music player and camera were added. These gadgets have evolved in to powerful computers with a huge array of tools and apps that can do almost any digital task. As mobile internet speeds have increased from E to G to 3G to 4G the speed in which we can find almost any information have reduced to the speed it takes to type in to Google and press ‘go’. Location services mean we have GPS and high detailed navigation tools like Google Maps or Waze to help us find directions, never again will we get lost or need to read an Atlas. Until we run out of battery any way.</p>
<p>Then of course we have social media, billions of people connected via networks and platforms where sharing information happens just in time and content can go viral in seconds and reach millions if not billions of people. Likes and shares have become a false economy of popularity and does the number friends or followers make us happy? All these platforms are easily accessible via a smart phone; in fact, the smart phone makes so many tools so much more accessible as they are in our pockets. Not only our phones are connected to the internet but a whole gaggle of gadgetry is surrounding us from smart watches to smart toothbrushes to wait for it…driver less cars. It’s not too far in the future.</p>
<p>Perhaps it’s too easy and in this relatively short space of time we have become too reliant on smart phones and become lazy. Why learn anything when you can Google it? Why learn to read a map when you have Google Maps, in 20 years we may not need to learn to drive.</p>
<p>There is also a dark side to smart phones, with kids getting complexes because mum and dad always have their faces in their phones. To remind you of that here is a lovely video called ‘look up’.</p>
<p><a href="https://www.youtube.com/watch?v=Z7dLU6fk9QY">https://www.youtube.com/watch?v=Z7dLU6fk9QY</a></p>
<p>In terms of games, Supercell the mobile game creator is worth 2.3 billion after games such as Clash of Clans and Clash Royale rake in millions and millions in ££££ from in-app purchases. I’m sure many of us have had mobile bills from youngsters buying things they didn’t mean to. Cyber bullying is also rife and we have a duty to protect our children from technology as well as helping them to harness it in a positive way. How many families now use mobile phones or ipads as ‘child control’. I’ve done it myself so I’m certainly not judging anyone else.</p>
<p>When you really think about it though it’s not just mobile phones that have evolved. The way society connects and communicates and how we live our lives has changed for ever and smart phones have played and will continue to play a significant part in how we live our lives.</p>
<p>In 10 years have they really made us smarter and more connected or just the opposite?</p>
<p>I listened with interest to the latest Good Practice podcast on this subject which got me thinking about this today. Give it a listen and think about how smart phones have changed your life.</p>
<p><a href="http://podcast.goodpractice.com/ten-years-of-the-iphone-how-have-smartphones-changed-our-lives">http://podcast.goodpractice.com/ten-years-of-the-iphone-how-have-smartphones-changed-our-lives</a></p>
<p>I’d love to know what you think in comments below.</p>
<p></p>
</div>Digital execution: Lessons from Mrs Claushttps://community.dpgplc.co.uk/blog/digital-execution-lessons-from-mrs-claus2016-11-14T11:03:29.000Z2016-11-14T11:03:29.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217099?profile=RESIZE_400x&width=400"></div><div><p>As a Digital Learning Specialist with a large interest in video production and storytelling, I followed with interest the Christmas adverts as they unfolded over the weekend. Looking at and drawing inspiration from big productions like these is something that I believe helps us to drive up standards in digital learning. Whilst we haven't got those big production budgets there are always clues as to what we can do to turn our digital dials up, I’ve previously referred to this this as <a href="http://community.dpgplc.co.uk/blog/digital-doughnut-thinking-improving-digital-design?context=tag-thinking" target="_self">digital doughnut thinking</a>.</p>
<p>It’s been tradition over years for many to look forward to seeing what retailer John Lewis comes up with for their Christmas advert. Each year they’ve created stunning adverts and having seen this year's, they haven't disappointed again. Towards the end of last week, they un-wrapped this year’s advert on social media followed by a run of TV showings over the weekend. If you’ve not yet met <a href="https://www.youtube.com/watch?v=sr6lr_VRsEo" target="_blank">#BusterTheBoxer</a>, where have you been? Lined up in the wings were other retailers ready to show their creations. The next I came across was Aldi with their amusing tale of <a href="https://www.youtube.com/watch?v=aCZrWFrRgbQ" target="_blank">#KevinTheCarrot</a>, closely followed by the magical story of Mrs Claus delivered by M&S in their <a href="https://www.youtube.com/watch?v=V5QPXhStb5I" target="_blank">#LoveMrsClaus</a> campaign.</p>
<p>Choosing a favourite wasn’t easy though. With high production values, budgets and expertise coupled with brilliant writing, they all connected well with the emotions of their audiences. In a poll that I followed over the weekend asking people to choose their favourite, the scores this morning were pretty even across the three. However, particularly when all this premiered on Saturday night, it was<a href="https://www.youtube.com/watch?v=V5QPXhStb5I" target="_blank">#LoveMrsClaus</a> that got the votes. It's not just the magical story where Mrs Claus, who we haven't really seen over the years, was unveilled. It wasn't just the incredible secret agent style where she flew off in that helicopter like a female Bond. There was something else that made it pack a punch.</p>
<p>Execution.</p>
<p>Whilst the other retailers were snoozing on social media, Marks and Spencer and indeed Mrs Claus herself were all over it. Aldi’s Twitter presence lay dormant, closed outside the usual hours of business. Similar for John Lewis, not a sole in sight as people raved about #BusterTheBoxer. But meanwhile, the Twitter profile of M&S lit up for the evening, They planted Mrs Claus there directly responding to tweets. M&S changed their Twitter image to one of Mrs Claus and gave her the job title ‘Head of Christmas Operations.‘Thank you my darling, Merry Christmas to you’ and ‘That’s lovely, you’re straight onto the nice list this year’ were amongst the comments she made. She pulled in a long night shift. </p>
<p>So to be true to my <a href="http://community.dpgplc.co.uk/blog/digital-doughnut-thinking-improving-digital-design?context=tag-thinking" target="_self">digital doughnut thinking</a>, what can be learned from this when it comes to digital learning?</p>
<p>It’s simple.</p>
<p>We can all produce the most beautiful pieces of digital content our skills and budgets stretch to. We'll put the best effort into planning and production that we possibly can. But for me it’s not just about creation. Execution is hugely important. It's not just about creating a nice video, an engaging piece of e-learning or a bite size online resource. Much thought effort and planning must go into execution. How will it be shared? How will we support people? Where does the conversation continue? Who's there to support?</p>
<p>When it comes to digital learning, think like a marketeer when it comes to execution. It’s the often neglected yet vital stage of digital projects that requires just as much thought and planning from the offset as the storyboard, creation and production.</p>
<p>And whilst we’re on the subject of great adverts, keep your eye out for DPG’s new advert for our <a href="https://www.dpgplc.co.uk/cipd-courses/cipd-level-5-certificate-hr-management-online-l/" target="_blank">CIPD Level 5 HRM Online Programme</a> coming soon. It's a good one.</p>
</div>The Importance of Building a Personal Learning Networkhttps://community.dpgplc.co.uk/blog/the-importance-of-building-a-personal-learning-network2016-08-01T14:05:50.000Z2016-08-01T14:05:50.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217001?profile=RESIZE_400x&width=400"></div><div><p>'I really couldn't do my job without a Personal Learning Network' said <a href="http://community.dpgplc.co.uk/members/MichelleParrySlater" target="_self">Michelle Parry-Slater</a> on last weeks' <a href="http://www.learningnow.tv" target="_blank">Learning Now TV programme</a>. I couldn't agree more.</p>
<p>It reminds me of the video I produced last year with some people in my PLN. It helps you understand what a PLN is and how you can go about building one.</p>
<p>How about you share your story of your own PLN? What have you been able to do with your PLN and how do you go about finding people? Or perhaps you need some help, advice and support building your own. Let us know. It's a great conversation to have....</p>
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<p><iframe width="560" height="315" src="https://www.youtube.com/embed/IRHah3KPDYE" frameborder="0" allowfullscreen=""></iframe></p>
</div>Be a sponge with the Big #SpongeHangouthttps://community.dpgplc.co.uk/blog/be-a-sponge-with-the-big-spongehangout2016-07-21T17:03:18.000Z2016-07-21T17:03:18.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216954?profile=RESIZE_400x&width=400"></div><div><p>This week has been the Big #SpongeHangout. Hosted by Sponge UK this has been a four-day event consisting of online resources and live sessions with an online learning focus. Don't worry if you've missed it all. <a href="http://community.dpgplc.co.uk/members/LucyBolton" target="_self">Lucy</a> and me have been on hand capturing the key points for you. Here's a summary of our write-ups.</p>
<p>Please do have a read through what takes your fancy. We're appreciate you joining the discussions by commenting under each.</p>
<p>I'd like to also take the opportunity to thank Sponge UK for organising a great week of development.</p>
<p></p>
<ul>
<li><a href="http://community.dpgplc.co.uk/learning-professionals/the-big-spongehangout-it-s-a-small-e-learning-world" style="font-size: 1.17em;">The BIG #SpongeHangout: It's a small e-learning world</a></li>
<li><a href="http://community.dpgplc.co.uk/learning-professionals/the-big-spongehangout-transformation-through-innovation-with-inte" style="font-size: 1.17em;">The Big #SpongeHangout - Transformation through innovation with interactive video</a></li>
<li><a href="http://community.dpgplc.co.uk/learning-professionals/the-big-spongehangout-online-induction" style="font-size: 1.17em;">The Big #SpongeHangout - Online Induction</a></li>
<li><a href="http://community.dpgplc.co.uk/learning-professionals/the-big-spongehangout-bringing-compliance-training-alive" style="font-size: 1.17em;">The Big #SpongeHangout – Bringing compliance training alive</a></li>
</ul>
</div>What’s the point of video?https://community.dpgplc.co.uk/blog/thepointofvideo2016-06-15T13:01:14.000Z2016-06-15T13:01:14.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216959?profile=RESIZE_400x&width=400"></div><div><p>Video in learning isn’t new. I cast my mind back to the cumbersome TV on a trolley at school with pre-recorded content on Betamax video tapes. It was never a pretty sight watching the poor teacher trying to manoeuvre this contraption into the classroom. Video has been used for learning ever since video was invented. It’s nothing new.</p>
<p>What has changed though is the access we have to equipment and tools to make videos. Having these tools at our fingertips puts video within the reach of every organisation regardless of budget. This does however come with a potential problem. Organisations can become indulgent in this world of video production using video as the answer to everything. It takes just about a second to say, ‘let’s make a video’, the very shortest part of the entire process.</p>
<p>As I watch back over some of the productions I’ve been involved in, many of them last just a few minutes. Yet look behind the scenes on the making of that video and it’s taken a whole load of work to get that output. On the day, there’s transporting equipment, scouting the location, lining up subjects, capturing the right shots and getting the cleanest audio possible. It’s a busy day. Then you come to organising, sorting, slicing, dicing and mixing content in the edit to tell the best possible story. You add it up and it has taken days to get just those few minutes right.</p>
<p>But what is the point of that video? This essential question needs clearing up before you even think about making a start. What is it designed to do? What purpose does it set out to achieve? What do you want those watching your video to think, feel or do? What’s in it for them? What’s in it for you?</p>
<p>There are many reasons you might create a video. It might be to help people learn something, it might be to raise awareness of something or it could be to sell an idea or concept. It could be to encourage people to take action, feel a particular way or just for fun. Whatever the reason, knowing the point up front does two things. Firstly it saves you time having a better idea of what you need to capture, the shots to get, the questions to ask if you’re interviewing and the cutaway shots you need. When it comes to the edit, you’ve the right content for the story you are trying to tell.</p>
<p>So the first starting point of any video is questioning what is the point? I can think of many times where having this clear idea in my mind has saved me hours, in some cases days worth of time whilst also making the storytelling side of producing that video much more enjoyable. You’ll also find that your productions have a better emotional connection with those consuming it.</p>
<p>The best video productions start with purpose. So next time the suggestion is to make a video, whether that's done internally or using external providers, don’t be afraid to ask ‘What is the point?’ It’ll be a huge help to all involved.</p>
</div>Kim George talks about how Learning Now TV can support your CPDhttps://community.dpgplc.co.uk/blog/free-live-and-on-demand-l-d-tv-for-your-cpd2016-05-20T11:25:35.000Z2016-05-20T11:25:35.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216888?profile=RESIZE_400x&width=400"></div><div><p>Kick back, put your feet up, watch the TV and enjoy some CPD in the comfort of your own lounge! That's what you can do with Learning Now TV, an online TV channel with content dedicated to Learning and Development professionals. Signing up free at <a href="http://www.learningnow.tv" target="_blank">www.learningnow.tv</a> gives you access to the live programme broadcast on the last Thursday of each month as well as the library of previously broadcast programmes and segments.</p>
<p>We caught up with Kim George who co-presents the programme and she shared with us her thoughts on how the programme is useful for L&D professionals and their continuous professional development.</p>
<p>Have a listen to the five minute podcast below. For more information about Learning Now TV and for details of the next programme this Thursday 26th May from 7.45pm visit <a href="http://www.learningnow.tv" target="_blank">www.learningnow.tv</a>.</p>
<p></p>
<p><iframe width="100%" height="450" scrolling="no" frameborder="no" src="https://w.soundcloud.com/player/?url=https%3A//api.soundcloud.com/tracks/265042272&auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false&visual=true"></iframe></p>
</div>#WHY702010?https://community.dpgplc.co.uk/blog/why7020102016-04-29T10:56:13.000Z2016-04-29T10:56:13.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216863?profile=RESIZE_400x&width=400"></div><div><p><b>#why702010?</b></p>
<p>702010 is a popular framework for helping organisations to consider a blended approach to modernising organisational learning. There has been much debate over what the numbers actually mean with many people challenging why 70, 20 and 10.</p>
<p>To make sense of this, we caught up with Michelle Parry-Slater this week. Michelle runs a consultancy specialising in moving workplace learning away from what she calls the ‘injection education’ of classroom learning. She works with organisations to move them towards a fuller, more modern blend of learning, incorporating all things social and digital. Michelle works closely with Charles Jennings, facilitating his 70:20:10 Practitioner Programme in a joint venture with Corporate eLearning Consortium (CLC).</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1357767?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1357767?profile=original" width="362" class="align-left" height="362"></a></p>
<p><font color="#0000EE"> </font></p>
<p>At CLC’s recent event <i>70:20:10 The Evidence Behind The Numbers</i> with Laura Overton, Charles Jennings & Martin Baker, Michelle was live tweeting from the event. The hashtag for the event was #why702010? But why that? Michelle told us:</p>
<p><span class="font-size-2"><em>Because we need a way to change the conversation. 70:20:10 works as a framework for thinking and conversation. I really enjoyed the recent event particularly as Charles opened with a chat he had recently had with Bob Eichinger, one of the father’s of the original 70:20:10 research. Bob was clear it is not the numbers which matter. He acknowledged the original sample of 200 male executives was flawed in size, in diversity, in population. Indeed Bob later redid the study to include women which switched the numbers to 55:40:05. The numbers in and of themselves are irrelevant – don’t let a brain surgeon near my head with only 10% formal learning, thanks very much! It really is not and never was about the numbers. It is simply about the conversation, the framework for change.</em></span></p>
<p>Michelle supports the wider learning community to consider how to go about this blended, modern approach to learning through a Twitter campaign. Using #TheWhole100 in her tweets, she shares daily tips on how to make changes in workplace learning. We asked Michelle why she does that.</p>
<p><em>I tweet weekdays under the hashtag #TheWhole100 to remind people it is about the fuller and big picture, not about the 70, 20 and 10 buckets. I do it because people need the ‘How’. We are very good at conferences, in academia, in research, in business at saying what we SHOULD be doing and in sharing what the evidence shows, but what does that look like in the real world? At the CLC event, Towards Maturity shared their In Focus report 70+20+10=100. In getting hold of the report, no matter how brilliant the report is, just like Towards Maturity’s case study, benchmark and sector reports, I am always mindful of that sole L&Der in their corporate interpreting, contextualising and making sense of HOW they can implement the recommendation and suggestions within.</em></p>
<p>‘So for you it is more about what do we do with the evidence, with 70:20:10?’</p>
<p><em>Yes absolutely! What is the practical application in the real world. The #why702010 event was really interesting not just for the discussion and presentations in the room, but for the discussion ongoing on Twitter too. It was a perfect union of how 70:20:10 can play out in the real world. People not in the room were following the tweets and joining in the discussion, challenging the assumptions, making us think, informing the questions back in the room. The richness that can come from 140 characters is enlightening. Plus we added in Periscope to further articulate the concept of solutioneering in L&D, which came up in conversation. I love mixing it up.</em></p>
<p>True to form of mixing it up in a blended way, Michelle joined me on a podcast where I was able to find out more to share here on the DPG Community. What is this thing called solutioneering and how is it relevant to 702010?</p>
<p>Have a listen to the discussion we had on 702010 which will give you a better idea of why the numbers don’t really matter and how you too can engage in the wider discussion of modernising organisational learning.</p>
<p>We’d like to hear your thoughts too. <strong>What does 702010 look like in your organisation?</strong> <strong>Do you have a balanced blended approach of formal, informal and social?</strong></p>
<p> </p>
<p></p>
<p><iframe width="100%" height="450" scrolling="no" frameborder="no" src="https://w.soundcloud.com/player/?url=https%3A//api.soundcloud.com/tracks/261478142&auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false&visual=true"></iframe></p></div>Emotion Contagion - have you caught it?https://community.dpgplc.co.uk/blog/emotion-contagion-have-you-caught-it2016-04-01T05:59:15.000Z2016-04-01T05:59:15.000ZPhil Willcoxhttps://community.dpgplc.co.uk/members/PhilWillcox<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216833?profile=RESIZE_400x&width=400"></div><div><p>There is a lot written about emotion management, especially in individuals but do we stop to consider how our strategy(ies) for managing emotion affect others</p>
<p>?Under the heading of 'Emotion At Work' I am taking three perspectives;</p>
<p>1) in individuals</p>
<p>2) between people and</p>
<p>3) in organisations.  </p>
<p>By saying I am taking those three ways of looking at Emotion At Work it implies that they are three different things and in a way they are and in a way they aren't.If I am alone watching a TV debate or interview and what someone is saying offends me (which associates with the emotion family of disgust) then my way of working with that emotion is really about me as an individual.  I can turn off the TV, shake my head at it or maybe shout at or talk to the TV.  Either way, that I am alone there is little impact on others.  It may be the same when I am reflecting on experiences I have had at work or personally.  If I am working it through on my own then the way I work with the emotion is and the impact is on me.Contrastingly, in a setting where multiple people are together (a lot of time at work) then the way that I work with Emotion or others with their Emotions will affect both them and others.  </p>
<p>For example, I may be in a meeting and come up with a really good idea for a solution to a problem.  This gets supported by the boss and I get praised for the idea.  I feel really happy and proud of my contribution and work with that emotion by displaying it openly and thanking the boss for their kind words.  Now, depending on individuals and the team this may get mixed emotional reactions or responses from others.  It may trigger additional happiness that a solution has been found or that I suggested it.  Alternatively, others may feel angry that I cam up with the idea or the way I have shared my happiness. In a third option, it may be that my peers feel fear and threatened by me or my actions.  The point is, how I choose to work with my Emotion(s), whether I like it or not, affects others.  This can have impacts on me too.  Even though I may feel super happy and proud, I may choose to hide or minimise this so I don't risk causing reactions in others.  </p>
<p>Similarly, the line manager may be less generous in their praise to avoid the risk of singling me out or upsetting others.  This dynamic nature of the way Emotions flow, change and impact others is why and how the three perspectives I began with overlap and interact.In 2013 a number of researchers in the US came together to carry out a 4 year study on the social impacts of individuals using different ways of working with emotions.  The researchers focussed on 2 strategies; emotion suppression and emotion reappraisal.  Suppression was defined as inhibiting behaviour after it has been triggered and reappraisal meant modifying the meaning of an event to influence the emotion experience.  Using a questionnaires and a combination of self and peer report measures the researchers grouped participants into the two groups (suppression/reappraisal) as well as assessing social connection.  </p>
<p>Finally participants also completed a 'big 5' personality profiling questionnaire.   The results indicated that those classified in the 'reappraisal' group had stronger social connections as compared those in the suppression strategy.  While you may not find these results surprising, the findings also carried across irrespective of personality type.  This study was unique as it was carried out over (what for emotion research) is a long time (4 years).  Similarly, adding the variable of personality type also overcomes barriers to what may be suggested as something that may explain closeness of social connection (e.g. Introversion vs extroversion).How we as individuals and people that interact with others work with our emotions has a profound impact on both our social connection and relationships with others.  </p>
<p>Both of these things can also impact personal success and sense of meaning at work.  So, they also affect the way that Emotion is At Work in organisations too.If you want to know more about 'Emotion At Work' join us at the only event in 2016 that is purely focussing on that very thing.</p>
<p>If you missed our first post 'Do you consider Emotion At Work' you can find it here <a href="http://community.dpgplc.co.uk/blog/do-you-consider-emotion-at-work" target="_self">http://community.dpgplc.co.uk/blog/do-you-consider-emotion-at-work</a></p>
<p>If you're interesting in attending this unique event then take a closer look at the event <a href="https://emotionatwork.co.uk" target="_blank">https://emotionatwork.co.uk</a></p>
</div>Online Learning Evaluation Surveyhttps://community.dpgplc.co.uk/blog/online-learning-evaluation-survey2016-03-24T13:35:38.000Z2016-03-24T13:35:38.000ZElena Eleftheriadouhttps://community.dpgplc.co.uk/members/ElenaEleftheriadou<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216829?profile=RESIZE_400x&width=400"></div><div><p>Hello everyone, I am currently researching the impact that online learning has on employees and organisations on behalf of a training company to enable them to implement new learning strategies. Can you please spend 10-15 minutes answering a short anonymous survey to help me with the research. I would really appreciate your feedback. Thank you</p>
<p><a rel="nofollow" href="https://lnkd.in/dUETnpv" target="_blank">https://lnkd.in/dUETnpv</a></p>
</div>Do you consider Emotion At Work?https://community.dpgplc.co.uk/blog/do-you-consider-emotion-at-work2016-03-17T09:12:53.000Z2016-03-17T09:12:53.000ZFiona McBridehttps://community.dpgplc.co.uk/members/FionaMcBride<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216791?profile=RESIZE_400x&width=400"></div><div><p>Have you already registered for the free webinar on Emotions at Work? <a href="http://community.dpgplc.co.uk/blog/free-webinar-use-emotion-at-work-and-be-more-successful" target="_self">You'll find details by clicking here.</a></p>
<p>If you've already registered, join us before and after the webinar in the discussion here:</p>
<p>HR, Organisational Development and Learning & Development professionals are being encouraged to look beyond policy, process, one size fits all solutions and traditional learning methods towards a world that supports the individual, focuses on business outcomes, supports freedom and self directed learning and most of the all, gets out of the way.The challenge, this is redefining credibility, expectations and ways of working to both us as the HR/OD/L&D professional and to the business people we work with. Even more so though, it triggers a whole load of emotions for people, possible examples:</p>
<ul>
<li>Joy - At last, this is amazing and just how I want my work to be, let's get on with it.</li>
<li>Anxiety - I don't think that is me? It is a really different way of working and I'm not sure if that is me or that I can do it.</li>
<li>Loss - But that process/policy is what has protected business for decades. If we don't have that, how will we manage?</li>
<li>Frustration - That is all well and good, but that is not what my boss or my stakeholders say they want from me.They want me to do what they tell me, I'm not allowed to talk about impact on business outcomes, I need to get 100% compliance or completion.</li>
<li>Determination - I know it is going to be hard work and I need to get support and commitment but I know that this will make things better for people so I am going to do it.</li>
<li>Offence - That goes against my beliefs or experience. Sure that sounds great and the practical reality is that is a million miles away from where I or my company is, it's a pipe dream.</li>
</ul>
<p>There are many more possible reactions and these are here to provide an illustration and remember, these are just from the perspective of the L&D/OD/L&D professional. If we explored the possible reactions from individuals/stakeholders/managers in businesses they may be different.The point, Emotion is At Work here and there is no hiding from it.One thing we can do to help us be successful as individuals as well as helping the businesses we work within perform, is harness the power of emotion. Emotion is firing and affecting what is thought and actions that are taken. The choice? Ignore it or actively work to understand, channel and harness it.</p>
<p>Over the next few weeks, myself and Phil Willcox will be sharing posts, videos and articles that can help and assist in making the most of Emotion At Work in individuals, between people and within organisations.</p>
<p></p>
</div>Learning Awards Live on the DPG community Thursday 4th Febhttps://community.dpgplc.co.uk/blog/learning-awards-live-on-the-dpg-community-thursday-4th-feb2016-02-04T17:20:42.000Z2016-02-04T17:20:42.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216738?profile=RESIZE_400x&width=350"></div><div><p>This evening the Learning Awards presented by Claudia Winkleman will be streamed live here on the DPG Community courtesy of <a href="http://www.learningnow.tv" target="_blank">www.learningnow.tv</a> the free monthly online L&D tv channel. The annual event hosted by the Learning and Performance Institute celebrates some of the best achievements in learning. The stream is available on the home page of the <strong>DPG Community from 9pm this evening</strong>. Simply scroll down the pick of the day window and you'll find it there. The stream is also available in the window below. Enjoy.</p>
<p></p>
<p><iframe width="480" height="270" style="border: 0 none transparent;" src="http://www.ustream.tv/embed/18762657?html5ui" allowfullscreen="" webkitallowfullscreen="" scrolling="no" frameborder="0"></iframe></p>
<center>Stream from <a target="_blank" href="http://www.learningnow.tv">www.learningnow.tv</a></center>
</div>Making sense of digital learning: Live this week!https://community.dpgplc.co.uk/blog/making-sense-of-digital-learning-live-this-week2016-02-01T17:25:17.000Z2016-02-01T17:25:17.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216725?profile=RESIZE_400x&width=400"></div><div><p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1357731?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1357731?profile=RESIZE_1024x1024" width="750" class="align-full"></a><em><span class="font-size-3">How do you begin to make sense of the skills that L&D people need to create engaging digital learning content?</span></em></p>
<p><span class="font-size-3">That's the question I'm setting out to make sense of for some of those attending the Learning and Skills conference and exhibition this week. The session, which I've called '<strong>Making sense of the senses in a digital learning world</strong>' is on Day 1, Wednesday 3rd February at 11.15am. </span><span class="font-size-3">I'll be spending time exploring what it actually means to be a digital learning specialist, how you engage learners with digital content, the skills that are needed to do so and how to go about developing those. </span></p>
<p><span class="font-size-3"><span class="font-size-3">It's the first conference speaking slot I've done, which comes with it's own share of nerves. I remind myself though that </span><a href="https://fuchsiablueblog.wordpress.com/2015/09/08/breath-bravery/" target="_blank">there are no real dangers in a room of people who gather to learn</a><span class="font-size-3">. </span></span><span class="font-size-3">I'm hoping to make some connections with others along the way and get some dialogue on digital learning going during and beyond the session.</span></p>
<p><span class="font-size-3" data-mce-mark="1"><span class="font-size-3" data-mce-mark="1">I'd love for you to be a part of that too. If you are <a href="https://twitter.com/search?f=tweets&vertical=default&q=%23LAS16uk%20from%3Aadyhowes&src=typd&lang=en" target="_blank">on Twitter, head over there where I'll be tweeting the content and my thoughts</a> during the session. </span></span><span class="font-size-3" data-mce-mark="1">And if you are there 'in real life' on Wednesday 3rd and Thursday 4th February for Learning and Skills 2016, do take time to drop by and say hello to us all on the DPG stand.</span></p>
<p><span class="font-size-3"><span class="font-size-3">See you / tweet you there!</span></span></p>
<p><span class="font-size-3"><span class="font-size-3">Ady</span></span></p>
<p></p>
<p></p>
<p></p></div>Organisational Development and the Learning Cyclehttps://community.dpgplc.co.uk/blog/organisational-development-and-the-learning-cycle2015-10-23T11:00:50.000Z2015-10-23T11:00:50.000ZBay Jordanhttps://community.dpgplc.co.uk/members/BayJordan<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216713?profile=RESIZE_400x&width=400"></div><div><p><span>It all began with an introduction into Max Boisot’s theories about the learning. Like most people, I was already aware of the distinction between data and information and so the differentiation between information and knowledge was only a small step. Likewise to understand that knowledge has no value until it is put into use. The discussion was around <i>why</i> knowledge isn’t always put to use, however, was very enlightening. The following diagram is my interpretation and helps explain better.</span></p>
<p style="text-align: left;"><span><a href="http://storage.ning.com/topology/rest/1.0/file/get/1357675?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1357675?profile=RESIZE_1024x1024" width="750" class="align-center" height="480"></a></span></p>
<p>Working from left to right, you can see how information is distilled from raw data. The information developed, however, is subjective, which means it is somehow filtered. Some data is used more than once while other data isn’t used at all. Distillation depends on why the data is being accessed, as well as how you obtain it.</p>
<p>Similarly, information is also filtered and does not necessarily convert into knowledge. This may be a matter of simple choice (e.g. I have no interest whatsoever in learning how the internal combustion engine works) or simply a question of using only what I can ascertain or access. In both cases the information exists, but is like a library book that is never taken out or read. To the extent it is not utilised and remains dormant, it does not merit being designated as knowledge.</p>
<p>Knowledge is thus information that is personalised and put into action. Even then the action is filtered by how the knowledge is applied. Just think how many discoveries have evolved when something has been used in a completely different way to existing practice: e.g. Coca-Cola being transformed from a medicine to a soft drink.</p>
<p>This leads to another fact: knowledge is never static. This is because the outcomes of the derived activity are constantly being evaluated. This in turn is a process that demands comparison with the original reasons for the activity. This, as the diagram depicts, means that learning is a cycle with a multitude of inter-dependencies. Just as changing needs lead to new objectives, new data, information and knowledge, so too new information and new knowledge leads to new activity.</p>
<p>You would be totally justified if, right now, you are questioning what is new and why the excitement. Thus far all I have described is the logic behind continuous improvement and that is hardly new. The difference is the introduction of the “filters.” </p>
<p>These filters occur at every stage in the cycle and affect what happens subsequently. They may consist of such things (the list is by no means exhaustive) as innate values, preconceptions, past experiences, and other personal constraints as well as ‘environmental’ issues like the corporate culture, management pressure and the demands for quick action. All of which lead to unrealistic demands, stress and inevitable shortcomings. This means they almost invariably act as inhibitors rather than magnifiers and lead to sub-optimal outcomes.</p>
<div>
<p>Furthermore these filters are not necessarily constant, but can be affected by changing needs. This makes identifying and improving them, so that they become magnifying lenses instead, more difficult. This only becomes possible when you understand that filters are personal. They affect each and every person differently and so their effects are shaped by the individual response to them. Nevertheless, they have a compounding negative impact on the organisation, since activity ultimately always depends on people.</p>
<p>This is key: while you intuitively understand that your organisation is the aggregate of the people who work in it, you must consciously recognise that every person is an individual. Maximising your organisational learning means maximising individual employee learning. Thus creating a learning organisation, with an effective continuous improvement programme that secures your organisational development, necessitates ensuring you introduce mechanisms that will identify and circumvent the limiting effects of these filters. Your business demands nothing less. </p>
<div>
<p>___________________________________________________________________________________________</p>
<p>Feel free to contact me directly if you'd like to know more about the model and how it could be used in your organisation.</p>
<p>___________________________________________________________________________________________</p>
<p><a rel="nofollow" href="http://www.linkedin.com/profile/view?id=82056457&authType=NAME_SEARCH&authToken=uDVg&locale=en_US&srchid=820564571406729562615&srchindex=1&srchtotal=4&trk=vsrp_people_res_name&trkInfo=VSRPsearchId%3A820564571406729562615%2CVSRPtargetId%3A82056457%2CVSRPcmpt%3Aprimary" target="_blank"><strong><span>Bay Jordan</span></strong></a></p>
<p><em><span>Bay is the founder and director of </span></em><a rel="nofollow" href="http://www.zealise.com/"><span>Zealise</span></a><em><span>, and the creator of the ‘Every Individual Matters’ organisational culture model that helps transform organisational performance and bottom-line results. Bay is also the author of several books, including </span></em><a rel="nofollow" href="http://www.zealise.com/publications/lean-organisations-need-fat-people/"><span>“Lean Organisations Need FAT People”</span></a><em><span> and </span></em><a rel="nofollow" href="http://www.bayjordan.com/books/the-7-deadly-toxins-of-employee-engagement/"><span>“The 7 Deadly Toxins of Employee Engagement.”</span></a></p>
</div>
</div></div>Advice you'd give to someone starting in L&D?https://community.dpgplc.co.uk/blog/advice-you-d-give-to-someone-starting-in-l-d2015-09-08T10:38:38.000Z2015-09-08T10:38:38.000ZJulie Drybroughhttps://community.dpgplc.co.uk/members/JulieDrybrough<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216588?profile=RESIZE_400x&width=400"></div><div><p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1357671?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1357671?profile=RESIZE_1024x1024" width="750" height="282" class="align-center"></a></p>
<p>I'm not used to being a "list" blogger...but this is following on from a #LDInsight chat a couple of Fridays ago (follow <a rel="nofollow" href="https://twitter.com/LnDConnect" target="_blank">@LnDConnect</a> on Twitter and <a rel="nofollow" href="https://twitter.com/search?q=%23ldinsight&src=typd" target="_blank">#LDInsight</a> on Twitter on Fridays, GMT 9am)<br> I was on broadcast mode that morning, Tweeting a bunch of stuff I would say to new (and existing) Learning and Development types.<br> I’ve been thinking about it and this is a slightly extended version.</p>
<p>1) Stay open to new ideas. Keep challenging your own thinking. Constantly. Others will need that from you… If you don’t want to continuously learn, you are in the wrong job. Keep your thinking fresh & embrace your ability to be critically evaluative of what you hear.</p>
<p>2) Get a good dose of "in the room" experience under your belt. You learn more about yourself/others when working in a confined space with a bunch of semi-strangers than any textbook/course can ever teach you.</p>
<p>3) You have good, bad and ugly in you – learn what they look like and make friends with them. You’re going to bump into each often if you work in with Groups & Teams.</p>
<p>4) Have trusted sensible folk to reflect with. Learn your craft through mistakes and have people around you to help you make sense of these. Learning is part sense-making and it is helpful not to do this alone.</p>
<p>5) Uncomfortable is good. (Yes. Really.) Cheesy is bad.<br> Be authentic in what you offer, not superficial or gimmicky, even if that means it isn't cozy.</p>
<p>6) You are about to commence in one of best parts of being in an organisation. The opportunity to enable learning. On bad days? That's still cool.</p>
<p>7) Qualitative data counts. Numbers are useful, but in the end learning is more art than exact science. Find your argument for this & learn to use it wisely.</p>
<p>8) Learning solutions for systems are complex. Boxing complexity is thankless & possibly pointless. It's ok not to be too neat with your solutions and ideas. But be a little neat</p>
<p>9) Get used to talking to techies & experts. If you don't understand what you are being told, say so. Always. If your intuition says: "Huh?" that's valid.<br> Sometimes? The Emperor really is butt naked.</p>
<p>10 ) Get know yourself well & deeply. The hours you put in understanding your own impact and responses is time well spent. Work and life are so much easier when you aren't afraid of being found out.</p>
<p>What would your advice be?</p>
<p></p>
<p>Julie Drybrough <a rel="nofollow" href="https://twitter.com/fuchsia_blue" target="_blank">@fuchsia_blue</a></p>
<p><span>Working with people & orgs to improve conversations, relationships & learning. Doing stuff with love</span></p>
<p><span>Read more of blogs on learning, organisational development & Change here: <a rel="nofollow" href="http://www.fuchsiablue.com" target="_blank">www.fuchsiablue.com</a></span></p></div>Tweaking the Sliders of Digital Learning Contenthttps://community.dpgplc.co.uk/blog/tweaking-the-sliders-of-digital-learning-content2015-08-21T11:07:51.000Z2015-08-21T11:07:51.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216581?profile=RESIZE_400x&width=289"></div><div><p>It was late into last night, almost the hours of today, when I finally turned off the digital learning production here. I haven’t been a 9-5 type guy for years and if creativity is flowing, who am I to stop it in its tracks?</p>
<p>It was around 8pm, just after tea, when I settled down for the final session. The little people were in bed, rubbish was on the tele and my working day still felt quite young. I was on a roll! Here in my working space, the funky visual coloured wall lighting was on, I was kinaesthetically touching, clicking and tapping a variety of buttons and gadgets, tasting the coffee and smelling the recently re-filled room freshener. Sandalwood. I was engaged with my senses.</p>
<p>With sight, smell, taste and touch all accommodated for, I realised there had been a deafening silence around all day during the daylight hours. Some tunes were needed. A quick Tweet asking for recommendations of tunes to put on whilst working soon filled that audio gap and had me exploring a whole range of genres!</p>
<p>So there I was, fully engaged in my environment, with all senses amused. It all contributed to the work I was doing and creativity flowed nicely.</p>
<p>It wasn’t until later when I finished, that I stopped to think how relevant the multi-sensory environment I was in was to the work I was doing. My work to create digital learning. That’s what it’s all about. Of course in digital, we’ve just got the three senses to work with in the absence of smellovision and tastovision. We work with; audio, visual and kinaesthetic. I like to think of these as ‘channels’.</p>
<p>Now, I don’t agree that we as learners are one type or another and fit into just one of those particular boxes. I believe we tune into all three of those ‘channels’. Sometimes one at a time, sometimes all at the same time, all very much dependent on what we’re doing, where we are, what we’re trying to learn and how engaged we are. These channels to me are like volume sliders that digital learning producers tweak. Set any one of them too high and content is distracting. Set any one of them too low and content becomes dis-engaging.</p>
<p>In answer to the question that often comes up as to how we make digital content more engaging, that’s it in a nutshell. What do you need to do to turn the slider up (or down) on visuals? Is the audio deafeningly silent? Is that right for your content? Does it need narration, music or both? Or is it more relevant to have nothing? What about the touch and feel of your content? How are learners going to interact with it? Will they click or will they tap? Is it beautifully intuitively easy to do so? Or is it going to be a complete pain for them as they try to line the smallest surface area of their fingertip up with the two or three pixels that trigger the desired action?</p>
<p>So a question for you. Where are the sliders in your learning material, be it digital or not? Think presentations, handouts, even the learning environment? What sliders need turning on? Or off? Or up or down?</p>
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</div>What neuroscience can tell recruitershttps://community.dpgplc.co.uk/blog/what-neuroscience-can-tell-recruiters2015-08-20T07:30:43.000Z2015-08-20T07:30:43.000ZRobin Hillshttps://community.dpgplc.co.uk/members/RobinHills<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216577?profile=RESIZE_400x&width=400"></div><div><div>
<p><span>There has been a lot of talk about neuroscience recently. It is the latest flavour of the month but what does it really mean in the field of recruitment?</span></p>
<p><span>Neuroscience is more than just an understanding of which<a href="http://storage.ning.com/topology/rest/1.0/file/get/1357655?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1357655?profile=original" width="272" class="align-left" height="335"></a> parts of the brain become more active in certain situations. In fact, the more we find out about the workings of our most complex organ, the less we find that we truly understand. However, the research is uncovering new knowledge that can makes us better at recruiting to ensure that we place the right candidate in the right role at the right time.</span></p>
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<p><span>The outputs from brain research, social science and psychology can help recruiters to attract and retain new candidates and clients by helping to understanding more about motivation, personalities and behaviour and what drives them. All this can play a part in improving performance.</span></p>
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<p><span>A lot of the research is providing peer-reviewed evidence that supports many of the things that we have known or suspected for years. However, it is adding to our knowledge of what makes us tick as human beings. This means that we can now look at making changes in our behaviour that is proven to have more positive, sustainable outcomes in the long term.</span></p>
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<p><strong>Motivation</strong></p>
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<p><span>Motivation is vital in recruitment. However, it is not just about money. The motivation and reward systems in our brain drive us towards our goals with energy and enthusiasm. Dopamine is a neurotransmitter involved in generating feelings of pleasure. In business, if a happy environment full of rewarding experiences is created, our brains produce dopamine in the right areas so that we become more motivated to push ourselves. So trying to find out what produces those dopamine responses for individuals will help to determine what motivates them.</span></p>
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<p><strong>Stress</strong></p>
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<p><span>Cortisol has been found to accumulate in parts of the brain when a person is feeling stressed. It has become widely known as the stress hormone. High levels of cortisol for extended periods lead to high blood pressure (with the associated health issues), memory loss and possible depression. All of these are costly to the individual and the organisation. Good businesses need a healthy workforce, which starts with performance management that is consistent and transparent to avoid stress in the workplace.</span></p>
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<p><span>Recruiters may view a candidate’s history of working long hours as a positive indicator of commitment. In the future, however, recruiters may need to interpret a history of working long hours as a negative indicator suggesting a lack of balance and a consequent inability to think and perform effectively. This is, also, where consideration of a person’s motivational factors becomes critical. What is driving this behaviour?</span></p>
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<p><strong>Empathy and emotional involvement</strong></p>
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<p><span>Male and female brains are not only wired differently, they are infused with different combinations of neurotransmitters (such as oxytocin) and hormones (such as oestrogen, adrenaline, oxytocin). Oxytocin acts as a neurotransmitter and a hormone.</span></p>
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<p><span>Women have been shown through studies to be better at intuitive thinking involving people. When you talk, women are more emotionally involved and will listen more. Women are more naturally empathetic.</span></p>
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<p><span>Women’s ability to listen more effectively and read emotional cues has enormous implications for how businesses are run, especially in the crucial area of teamwork. According to recent studies at Massachusetts Institute of Technology, there is a positive correlation between the ability of teams to accomplish group tasks and the number of women on the team. The correlation between team success and gender was not the diversity of the team, but the actual percentage of women on the team. The more women on the team, the more effective the team, even when they worked online without face-to-face meetings.</span></p>
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<p><span>From this, recruiters may need to view the recruitment of more women as a workable strategy for creating stronger, more effective teams. Such a strategy is likely to become more important as social networking increases the amount of team activity in the workplace.</span></p>
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<p><strong>Learning</strong></p>
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<p><span>Good leaders and managers ensure their people will be given opportunities to develop and grow. Synapses in the brain grow and strengthen with new information, referred to as plasticity. However, neuroplasticity takes time and the system can be overloaded if too much information is delivered all at once. Research shows that we retain information better when we learn in in small regular doses interspersed with good, quality sleep. Training that combines a mixture of theory, reflection and practical activity and will allow the brain to assimilate and use the information well. In order to embed in the learning, the training needs to be relevant and built into working practice over a period of time.</span></p>
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<p><span>When a company is harnessing their employees’ individual personalities, goals, needs and abilities, in an employee-focused manner and communicate with them properly, the employees feel valued and valid, which helps to build a successful and intuitive working environment. This in turn empowers them and alleviates stressful situations reducing the levels of stress hormones such as cortisol, which can narrow their attention to any perceived threat, and opens them up to broader thinking, better problem solving and more creative thought.</span></p>
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<p><span><em>All this is very interesting but what does it mean in practice?</em> Certainly, from a recruitment perspective it means working with candidates in new ways to look at how they take in information, how they process information, how they work with emotions, what factors are motivators for them, how they interact with others, how they manage stress and their effective working practices.</span></p>
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<p><span>Another way of looking at this conundrum is to start focusing on emotional intelligence. This is how a person combines their thinking with their feelings in order to build quality working relationships and to make more effective decisions. The evidence is mounting that emotional intelligence is a more effective measure of success in work and life that is bringing in the new understanding supported by the evidence from neuroscience.</span></p>
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</div></div>The Power of Learning by Doing (Experiential Learning)https://community.dpgplc.co.uk/blog/the-power-of-learning-by-doing-experiential-learning2015-08-14T11:33:51.000Z2015-08-14T11:33:51.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216656?profile=RESIZE_400x&width=400"></div><div><p>Learning by doing, often referred to as "experiential" learning, is so incredibly powerful. This heart-warming and beautiful story reminds me of why this works so well....</p>
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<p><iframe width="560" height="315" src="https://www.youtube.com/embed/g0O6VAbnDt8" frameborder="0" allowfullscreen=""></iframe></p>
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