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Your Body's Best Time for Everything

Your Body's Best Time for Everything

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. “Use-centered innovation” will, by necessity, celebrate not only advances in hardware, but also advances in utilization practices, and as our recent experiences with personal computers, smart phones, and tablets have so vividly illustrated, it is often well-after the “platform” is launched that the real innovation begins. Rethinking marketing Recently, IMD was invited to assist a partner company in rethinking the world of Marketing, and particularly the essence of what we came to refer to as Wow! Starting out The bulk of our program time was devoted to group work – recognizing, distilling and generalizing the lessons to be learned from their team’s Wow! Wow! By Bill Fischer

How To Create A Social Recruiting Strategy 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. 1. There’s always that one req or passive candidate profile that’s the most pressing, the most critical, and, by general rule, the most difficult for which to source. 2. The easiest way to connect the dots? 3.

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? Create an Opening for Your Elevator Speech The new elevator speech often starts in a way that is unexpected, sometimes disarming. Good openers come from a place that says, “I recognize you. How to Captivate Your Audience: Recognition is the Key to a Compelling Conversation Notice the words “could have”. “I’ve got all the answers” is not captivating, because no one really does. “I know what you need” is a bold statement, the verbal equivalent of kicking down the door. If you have a solution, prepare us to listen. It’s not your job to judge the validity of your remarks (“they’re great” or “they stink” are both wrong, and it’s not your place to choose). Instantly, you’ve lost your audience. And remember to keep it brief. What’s yours?

Presentation Tips Part 1: Opening a Presentation | Dale Carnegie Blog - Corporate Training, Leadership Training, and Sales Training from Dale Carnegie Training® 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: For the ultimate presentation effectiveness, utilize one of the following types of openings for your next public speaking engagement: 1. Option: Analogy Example: “I remember first learning how to drive a car. Option: Startle Example: “Look around the room. Option: Good news Example: “Yesterday we closed out the books for the past fiscal year. 2. Option: Gain information Example: “Let’s take a quick poll. 3. Option: Historical Example: “In 49 B.C. 4. No related posts.

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. You’re not just a gaming enthusiast but also a promoter of deep and challenging learning; are the two intrinsically intertwined? To me they are. What are the benefits to following a participatory approach when developing video games for the digital age? What’s your take on the gamification debate?

Why Digital Talent Doesn’t Want To Work At Your Company 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. It’s because you’re not providing them the right opportunity. This, the opportunity to do great things, to make a real difference, is what drives most digital talent--whether they’re developers, designers, producers, marketers or business folks. Most companies don’t offer this, so they skip your company and work somewhere that’s more innovative and exciting. But it takes more than lip service to make the sale. Digital talent won’t want to work at your company if: You need them more than they need you. Related articles:

The Best Approach to Training - Richard Catrambone 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? One reason this occurs is because your teacher was (presumably) a subject matter expert and one of the ironies of being an expert is that you often lose touch with what it is like to be a novice. To address this issue, a great many people have developed any number of techniques and products aimed at improving training and instruction. First, the focus must be on identifying what a learner needs to know. For instance, I have been working with experienced college physics instructors to develop better instructional materials for students.

Joe Gerstandt | Keynote Speaker & Workshop Facilitator | Illuminating the value of difference 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. 1 | the respect thing A lot of people think that diversity and inclusion is simply about being nice to people. It is rooted in an antiquated and inaccurate understanding of human beings. 2 | the tolerance thing Is there any other body of work in the world with such small aspirations? 3 | “stop focusing on differences!” Sometimes this is what I hear from HR folks. 4 | “just hire the best person for the job!” 5 | “tracking categories is completely ridiculous”! Because clarity is our friend.