Training and Talent Development

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Most airplane difficulties occur at two critical points: take-off and landing. The same is often true of presentations. A strong opening will create additional confidence and is an opportunity to make an immediate positive first impression. Key Points: Get favorable attention quickly, Lead naturally into your presentation, Build goodwill, Create points of agreement Techniques: Use an exhibit, Dramatize your ideas, Get participation, Cite points of agreement or common ground Avoid the apology. Presentation Tips Part 1: Opening a Presentation | Dale Carnegie Blog - Corporate Training, Leadership Training, and Sales Training from Dale Carnegie Training® Presentation Tips Part 1: Opening a Presentation | Dale Carnegie Blog - Corporate Training, Leadership Training, and Sales Training from Dale Carnegie Training®
Presentation Tips Part 2: Closing a Presentation | Dale Carnegie Blog - Corporate Training, Leadership Training, and Sales Training from Dale Carnegie Training® Presentation Tips Part 2: Closing a Presentation | Dale Carnegie Blog - Corporate Training, Leadership Training, and Sales Training from Dale Carnegie Training® The opening of a presentation should create a positive first impression. The closing should provide a lasting final impact. Key Points Leave a positive lasting impressionPersuade with logicInspire with emotionBe briefBuild to a crescendo so your last words have impact Techniques Tie back to your opening or to the theme of your messageSpeak on a personal levelDramatize ideasUse a visual that has great impact
Great Presentation Ideas: How to Captivate Your Audience If you want to know how to captivate your audience, you have to focus on what really matters. Not necessarily what matters to you…what matters to your audience. (An excerpt from The NEW Elevator Pitch) You have to “take in” your listener: Are they agitated? Great Presentation Ideas: How to Captivate Your Audience
Innovation Management

Innovation Management

Innovation Management

When creating a social media recruitment strategy, there are three critical considerations every employer or talent organization must address directly and comprehensively. The good news is, you already know the answers to these crucial questions, and while unique to every company, recruiter and job opportunity, those answers provide a strategic, measurable framework for social recruiting success. The Big 3 Questions of Talent Acquisition Hiring managers, HR business partners, recruiters and executive leadership (not to mention current employees) are all crucial stakeholders in the talent acquisition and retention process. That’s why it’s important to remember that no matter what your role or the size of your company, recruiting relies on performance based feedback. How To Create A Social Recruiting Strategy How To Create A Social Recruiting Strategy
Educating Innovators When does innovation begin? Is it at the moment of inception, or at the moment of adoption, or at the moment when the new innovation really displaces the old? An interesting question, especially as the implications of each milestone are fundamentally different, yet each is a profound accomplishment in their own right. Educating Innovators
Motivational Interviewing Page
Motivational Interviewing Motivational Interviewing A brief (8 minute) interview with Bill Miller about the background of Motivational Interviewing. (pdf) (pdf)
A Survey for Trainers, Consultants and Coaches A Survey for Trainers, Consultants and Coaches This announcement and opportunity is a bit more targeted than what I normally post here. This post is for external trainers, consultants and/or coaches – or those considering this as a career option. Having been working in this category for more than 17 years, I’ve decided to give back to our community and have put together a very short survey. My goal is three fold: Collect some data about how my colleagues around the world are doing – what’s working and what’s not.
Great People Are Overrated - Bill Taylor Great People Are Overrated - Bill Taylor by Bill Taylor | 2:42 PM June 20, 2011 Last month, in an article in the New York Times on the ever-escalating “war for talent” in Silicon Valley, Facebook CEO Mark Zuckerberg made a passing comment that has become the entrepreneurial equivalent of a verbal tick — something that’s said all the time, almost without thinking. “Someone who is exceptional in their role is not just a little better than someone who is pretty good,” he argued when asked why he was willing to pay $47 million to acquire FriendFeed, a price that translated to about $4 million per employee. “They are 100 times better.” Zuckerberg’s casual calculation reminded me of a conversation with Marc Andreessen, the legendary cofounder of Netscape, and now one of Silicon Valley’s most high-profile venture capitalists. “The gap between what a highly productive person can do and what an average person can do is getting bigger and bigger,” he told Polly LaBarre and me for our book, Mavericks at Work.
Daniel Pink: What makes people tick at work?
Democrasoft - Social Collaboration & Voting Platforms for Building Online Communities
Your Body's Best Time for Everything Updated Sept. 26, 2012 3:35 a.m. ET Could you pack more into each day if you did everything at the optimal time? A growing body of research suggests that paying attention to the body clock, and its effects on energy and alertness, can help pinpoint the different times of day when most of us perform our best at specific tasks, from resolving conflicts to thinking creatively.

Your Body's Best Time for Everything

Gamification Industry

Gamification

Gamification

10.000 hours to mastery

I have over the past few weeks found myself engaged in a number of open conversations with primarily HR folks about diversity and inclusion. I love it that I continue to find robust conversations involving lots of people in different roles around this set of issues. I think that there is a growing awareness that this set of issues has very real implications toward our ability to move forward. There are, however, a few common themes that seem to consistently pop up in these conversations that concern me. Joe Gerstandt | Keynote Speaker & Workshop Facilitator | Illuminating the value of difference Joe Gerstandt | Keynote Speaker & Workshop Facilitator | Illuminating the value of difference
by Richard Catrambone | 12:11 PM October 20, 2011 How many times have you trained a junior colleague, new hire, or summer intern in a task only to have that person come knocking on your door every five minutes with a different question about some key detail? Let me ask you a different question. Do you remember sitting in your physics, or chemistry, or calculus class in high school or college and watching the teacher do a problem on the board? The Best Approach to Training - Richard Catrambone
Fast Company wants you to have your best year yet in 2012; click for more advice and tips on how to work smarter, manage your career, and lead a more meaningful life. Why doesn't digital talent want to work at your company? It’s not because you’re a consumer packaged goods company, rather than Google. It’s not because you’re in Ohio instead of Silicon Valley. It’s not because your salaries are too low, or because you don’t offer free food and laundry services. Why Digital Talent Doesn’t Want To Work At Your Company
Exploring the Educational Potential of Video Game-Based Learning: A Few Moments with Kurt Squire When Kurt Squire first began studying video games, learning and cognition from a socio-cultural perspective in the late '90s, the field was still in its infancy. Fast forward to 2011, and Squire is considered a leading scholar in the burgeoning area of video game-based learning. He is perhaps most notably known for his extensive examination of Civilization III for which he designed a game-based learning program to study students’ learning in the classroom. As director of the Games, Learning and Society Initiative at the University of Wisconsin-Madison, he spends his time researching the civic potential of video games and the broader impact they have on the educational sphere.