learning and education
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job aids
mentoring
giving presentations
PKM Course
cognitive load
scenario based learning
personal learning management
coaching
Learning Styles
informal learning
storytelling for learning
groups and learning
reflective practice
authentic learning
ADDIE
Learning Development Cycle
Learning Development Cycle: Bridging Learning Design and Modern Knowledge Needs July 12, 2005 George Siemens A printable, MS Word verion of this article is available here .action learning
program evaluation
workplace assessment
Communities of Practice
Apr 19, 2012 Scientists have discovered proof that the evolution of intelligence and larger brain sizes can be driven by cooperation and teamwork, shedding new light on the origins of what it means to be human. The study appears online in the journal Proceedings of the Royal Society B and was led by scientists at Trinity College Dublin: PhD student, Luke McNally and Assistant Professor Dr Andrew Jackson at the School of Natural Sciences in collaboration with Dr Sam Brown of the University of Edinburgh. The researchers constructed computer models of artificial organisms, endowed with artificial brains, which played each other in classic games, such as the ‘Prisoner's Dilemma’, that encapsulate human social interaction. They used 50 simple brains, each with up to 10 internal processing and 10 associated memory nodes. The brains were pitted against each other in these classic games.
Press Release - Communications Office - Trinity College Dublin
posted on April 21st, 2012 Six years ago, Pfeiffer published Informal Learning, Rediscovering the Natural Pathways that Inspire Innovation and Performance . The book advanced the then-controversial thesis that people mostly learn their jobs experientially.
Let’s Put Informal Learning to Work
Only 14% think that company training is an essential way for them to learn in the workplace
That was one of the findings of my recent anonymous survey on how people learn best in the workplace, and even I was surprised by the results. But I think the biggest take-away from my survey is that we can no longer assume we know how people like to learn in the workplace nor how we think people should learn. So in this blog post, I want to share the data from my survey, some of my thoughts about the results, and the importance of undertaking your own survey. The survey’s main question asked respondents to rate the importance of 10 different ways of learning in the workplace - as “Not important”, “Somewhat important”, “Very Important” or “Essential”. Here are the responses in the form of a heat map – from 131 people from 28 different countries – although the survey is still open and further responses are still coming in. Click on the image for a larger version.
Active and Passive Learning in Organizations
Many of the typical methods of learning in the workplace make the learner a passive recipient of knowledge and skills. Employees are asked to read, watch, or listen to information being dispensed.This is a blogpost written for a half-day workshop for facilitators with Sibrenne Wagenaar. We thought of starting with a blogpost because it helps us think about the topic of the workshop, it is a light way of starting online, and it gives the chance for others to look over our shoulders (and give tips?). More and more often we meet trainers and facilitators who are working mainly face-to-face and would like to use the opportunity of social media to facilitate more online because it may enhance the quality of your trajectory. There are many different ways in which you can do so.
Lasagna and chips: Various ways to use social media as a facilitator or trainer
The Social Learning Revolution
Email Share 6 Email Share [The substance of this article is also available as an Internet Time Alliance whitepaper in PDF format ] “A revolution is a fundamental change in power or organizational structures that takes place in a relatively short period of time.” ( Wikipedia ) How we have traditionally understood “learning” to happen in the workplaceYou have reached a web page that was created by Professor Frank Pajares. Portions of his web site have been archived and others are in the process of being moved to homes not affiliated with Emory University. Information on self-efficacy or Albert Bandura is now available from http://p20motivationlab.org . Click here for information on William James .
Self-efficacy information