5. Individual
Strenght
Attract a world class team
Build a talent pipeline
Reinforce your company’s brand
Improve workforce flexibility & resilience
Drive employee self-advocacy
Engage & retain talent
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6. Individual
Streng!
The best ways to build organization capability is to build the
crapabilities of the individuals that make up the organization.
The best way to do that is to give individuals permission….
Then to give them the applications to allow them to take action, to
build their own capabilities and as they take action…
Use their apps to advance their career success
IMPORTANCE OF NEUROSCIENCE LEADERSHIP
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7. Individual
Streng!
The “apps” for Development
Evaluate changes affecting your career
Choose roles that interest you, fit values, build skills
Brand your reputation, and market it as an asset
Develop career options that energize and enrich you
Create actions that keep you satisfied and contributing
Find the coaching moments
Anyone, Anytime, Anyplace!
This is about BUSINESS!
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8. Individual
Streng! Discover your Strengths
(M. Buckingham)
“Companies cannot afford to just fix
employees’ weaknesses, because fixing
weaknesses only helps prevent failure. It’s
within the strengths that lie the true
opportunities for growth and world-class
performance.”
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10. Individual
Enga"ment
It’s All About YOU – Not the
coach, not the book you read
or the program
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11. Tell Stories, explain WHY
The message is personalized
It evoked an emotional response
It came from a trustworthy source or respected sender
It was concise
Storytelling is a multi-use tool of human connection.
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12. Individual
Diversity
THINK GLOBAL, ACT LOCAL
THINK GLOBAL, LEARN LOCAL
THINK GLOBAL, BE YOURSELF
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22. Learning
Social Learning
When I look back over the past few years, I see the evolution and the
growth of a program, of an organization, and of a community.
I see learning. I see dynamic interaction among experts in social and online
media and those involved in the creation and conveyance of intelligence.
It’s time to expand that conversation, to talk about innovation beyond
tools – to talk about innovation as an art, as a behavior, and as a
necessity for survival and progress. Growth and adaptation are part of a
journey, and that cannot be successful if taken alone. And so we come
together.
Geoffrey Fowler
Learning FROM and WITH others.
It’s all about PARTICIPATION.
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23. Learning
Social Learning
What’s not
The new social learning is not just for knowledge workers.
It’s not at odds with formal education.
It’s not a replacement for training or employee development.
It’s not synonymous with informal learning.
It’s not a new interface for online search.
It’s not the same as e-learning.
It’s not constantly social in the same way a party is.
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24. Learning
Social Learning
3 Converging Workforce Trends
Expanding opportunities for personal connection
Emerging Expectations from shifting workforce demographics
Generations
Gender
Consumer Outlook
Increasing reach of customized technology
Role Mashup
Workgroup Mashup
Content Mashup
Management Mashup
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25. Learning
Social Learning
Social Media tools are changing the way people work.
Social Media tools facilitate learning.
Social Media tools extend and expand your interactions with colleagues.
Social Media means:
Narrowcast
Niche-cast
Broadcast
FOCUS on connecting with the people, and the tools will all make
sense.
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26. Learning
Social Learning
To learn is to optimize the quality of one’s networks.
Learning is social.
Most learning is collaborative.
Other people are providing the context and the need, even if
they are not in the room.
Have and use the right tools (social media)
Facilitate a culture where we get better and getting better.
It’s not longer about just being a better competitor. It’s now
being a stronger contributor and a savvier learner.
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29. Learning
Learning Transfer
The New Finish Line
DEFINE Business Outcomes
DESIGN the Complete Experience
DELIVER for Application
DRIVE Learning Transfer /DEPLOY Performance
Support
DOCUMENT Results
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30. Learning
Learning Transfer
The Outcomes Planning Wheel
What business need(s) will be met?
What will participants do differently and better?
What or Who could confirm these changes?
What are the specific criteria of success?
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35. Facilitation
M Learning
1. Commencez doucement mais commencez!
2. Identifiez un projet pilote ciblé, faite l’expérience
3. Tenez compte de la plateforme et de l’impact sur le design
4. Batissez des compétences et des aptitudes
5. Engage IT
6. Définissez des objectifs et évaluez les projets qui réussissent
7. Have FUN!
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37. Facilitation
Web 3.0
Web 2.0 technologies have been shown to be effective tools for
the learning function, yet many organizations are still grappling
with how to leverage them.
Web 3.0 technologies promise to make it easier to find and
interact with the right content and subject matter experts, both
of which are correlated to effective learning and market
performance.
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38. Facilitation
Consume&sation
Consumerization is a stable neologism that
describes the trend for new information
technology to emerge first in the consumer
market and then spread into business
organizations
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