About | Q:Exchange. Q:Exchange fosters and distributes the collective knowledge of BC’s health care professionals – an invaluable resource with tremendous potential when applied to improving health care quality. Q:Exchange provides a platform for individuals who share a focus and a passion to improve care to connect, collaborate and form a community. Q:Exchange is inclusive.
We invite all health care providers in British Columbia to join! Q:Exchange is inspiring. We celebrate successes and build energy around improving care.Q:Exchange is about improving quality. How to Start Create your account. Join! Are you a health care professional passionate about improving surgical care? About the BCPSQC For the vast majority of patients treated in British Columbia’s health care system, their health care journey ends with an optimal health outcome. The BC Patient Safety & Quality Council provides system-wide leadership and brings a provincial perspective to patient safety and quality improvement activities in BC. A Practical Guide to the Top 100 Tools for Learning. Top 5 Online Collaboration Tools for Professionals, Students. Self-Directed Learning Well Explained and 27 Actions. TeachThought.com has a series of posts about self-directed learning by Terry Heick and the staff, well worth a read!
“Learning is most effective when it’s personalised; it means something to the learner. That happens when people feel they are participants and investors in their own learning, shaping what and how they learn, and able to articulate its value to them.” — Leadbeater, Charles The Independent Project The students in the Independent Project are remarkable but not because they are exceptionally motivated or unusually talented. They are remarkable because they demonstrate the kinds of learning and personal growth that are possible when teenagers feel ownership of their high school experience, when they learn things that matter to them and when they learn together.
Self-Directed Learning Through A Culture Of “Can” The long-term output of any school should be not just proficient students, but enabled learners. Read more. The Four Stages Of The Self-Directed Learning Model. About Float. Open Badges. CSTD Using Tappestry to Leverage Informal and Social Learning at Annual Conference. Are you supporting new fashioned learning in the workplace? So what is “new fashioned” learning? Well let’s start by thinking about what “old fashioned” learning is?
“Old-fashioned” learning is being taught or trained – that is having all you need to know neatly packaged up in a course or programme or workshop or e-learning course. With old fashioned learning, some one else has done the donkey work; they have identified the content you need to know, have structured it into some logical order and delivered it to you in (hopefully) an appealing way. Old-fashioned learning is what we’ve been refining over the last couple of decades as new advances in technology have emerged.
But let’s be clear, even when newer social and informal approaches are added to this old model that let you learn things a little differently, if your learning experience has in any way been organized (and/or managed) by someone else, this is still “old fashioned” learning. Of course, there is still a need for old-fashioned learning in the workplace. Use of a LMS Enables Formal Training and Informal Learning. Learning management system (LMS) platforms simplify the complexities of a virtual work environment. Unfortunately, a number of individuals don’t use learning management systems to their full benefit.
Many others avoid using such software because it only the system doesn’t have the features or charges per user, so it doesn’t deliver what is needed. This is why a valuable step to consider when implementing an eLearning system is the training features and how it will be used by employees. As you seek to enable use of your LMS, it is important to understand how each person applies different learning methods; when it comes to eLearning, some desire formal training while others prefer informal learning. Formal Training vs. Training of employees begins with identifying the two common learning methods used in an eLearning environment. Providing training material, or using an LMS that has quality tutorials and support services, can appease both types of learners.
How to Train Employees. Defining Informal Learning For Your Organization. When innovative ideas begin to take shape, sometimes it’s hard to figure out how to approach them. For example, take cell phones. When my husband brought home our first cell phone (a.k.a. “the Brick”), I recall thinking, “Why do we need this? What can it do for us?” My skepticism raised many questions, for example: What was its usefulness? (We already had a phone.)When would it be helpful? The same thought process rings true for informal learning. What is the usefulness of informal learning?
The industry is buzzing with questions of when, why, where and how do we use informal learning, but we should really be asking “what does it mean to us?” Finding your definition Intrepid’s definition of technology-enabled informal learning is “continuous learning that takes place independent of instructors or formal courses through social, collaborative or on-demand tools that allow learners and experts to share content with one another.”
Making it work for you What do you think? Read more. Assessing the Value of Online Interactions by Jane Bozarth. “I don’t know that I’ve changed my institution (yet), but I’ve influenced ideas around new ways of working. And while I’m not asked for evidence that I am effective, whenever I get a solution or innovative idea via one of my social channels, I take a screenshot or write a quick note and send it on to management anyway.” A good deal of my time is spent providing workshops and conference presentations on social learning and the use of social media to support and extend social learning in the workplace. In every session, it seems, someone comes just to challenge me to “prove” that all this isn’t a waste of time, that there is performance-enhancing value in social connections and interactions, particularly of the online variety.
They usually want some magic metric, some formula like, “two hours on LinkedIn + four comments in groups = tangible outcomes for the organization.” Value creation Figure 1: Wenger, E., B. Immediate value Potential value Applied value I tweeted this (Figure 2): Workplace Social Media Infographic: HR Must Embrace Social | Compliance and Safety Blog. To embed this infographic on your site, simply cost and post the code below. </p><div align="center"><img src=" width="600" border="0" /><br />Featured By: <a href=" and Safety</a></div><p> If HR can embrace social media in the workplace they may begin to see the advantages it can provide when the employees are engaged and aligned with the company culture and overall goals of the organization.
A majority of companies block employees from accessing social networking sites without realizing the benefits available from allowing use of social media. Organizations need to be careful not break any federal communication and computer laws and be mindful of the social media website privacy laws for each individual. Technology is not going anywhere and more and more of businesses are implementing online access to employees during the work day. The future belongs to those who take charge of their own learning. Once upon a time (as all good fairy tales start) employees had a job for life. Having left school or college you could start work for an organization and remain there for your whole professional life. The company would provide you with all the training you needed, give you all the promotions you deserved and then at your retirement, reward your long service with the gift of a clock or a gold watch.
But things have changed; there is no longer such a thing as a job for life, and nowadays when you work for an organization they are only likely to provide you with the minimum training you require to get started and carry out your basic duties, together with all the necessary regulatory/compliance/statutory/ mandatory training they are obliged to provide to keep their CEO out of jail! If you are very lucky they might pay for you to attend a professional conference once a year. Clearly, it’s not just a matter of recording activity, like … “I read xx”“I had a conversation with Y”“I learned zzzz” S Best On Series. The Best On Series is designed for today's busy professional who needs a condensed resource to guide them through the highlights and cornerstones of a particular topic. Each "Best On" volume is a collection of ASTD book chapters, Infolines, research report excerpts, T+D magazine articles, and blog articles, threaded together with expert commentary to deliver an insightful and linear reference piece.
Each "Best On" book is delivered electronically upon check-out. Interested in adding an ASTD's Best On title to your intranet for company use? Click here to inquire. ASTD's Best on Talent Management ASTD’s Best On Talent Management is a compilation of the most popular T+D articles, Infoline issues, and book chapters in the talent management space. A robust talent management strategy is vital for today’s workforce, and this bundle of leading content will show you how to make talent the business of your organization. Preview the Book Learn More ASTD's Best On Career Development Learn More Learn More.