Third of 3 | Things Managers Do to Set Staff Up for Success

I read this and immediately began to ask myself, “Is anyone listening?”

3. Provide a path for the employee. Twenty years of the same job won’t get or keep a lot of people.  Reid Hoffman , founder of LinkedIn  and the author of The Start Up of You , states that companies want and need to hire people, but only those who want to be a part of what the organization is doing.

  • Have a plan for employees that shows them where they will be in 1 year, 18 months, 2 years. Waiting 5 years won’t work any longer.
  • Zappos  has a great practice of promoting associates in small chunks of time rather than waiting two years. They have mini-goals set up the employee can achieve.  This enables the employee to achieve goals at a quicker pace but the end result is the same.

Very few companies are actually training people. They are expected to come equipped ready to work.  The mindset is “what are you bringing to the table”? However, it’s important to set the employee up for success on the front end with:

  • A solid job description and clear expectations
  • Training and development opportunities
  • A path to grow and develop with the organization
There are a LOT of orgs that talk a good game of “growing” their people and “promoting from within.”
But are they actually doing it?

The SocioEconomic Tech Divide: Beginning to Close the Gap

You’ve found this blog post, so you’re obviously enjoying whatever Internet access you’ve got, right?

Do something good for a family in need this holiday who may not be able to manage the mondo cost of high-speed, perpetually-on Internet access some of us enjoy — let them know this is available to them:

http://www.internetessentials.com/

And then let Comcast know that this is an appreciated action. THEN let other technology product and service providers know we expect to see them do more to help close the divide as well.

Yes, there are still millions of kids out there who cannot do the research they’re expected to for their homework assignments — because they don’t have Internet access – or even a computer – at home. Some of us just take this stuff for granted. No, I’m not pitching for Comcast. Just making folks aware who may not be. We all need to be aware of this issue and actively doing something to level the playing field for those who need our help. Nothing to me is more unfair than the socioeconomic gap between “The Haves” and “The Have Nots”. Nice to see big business beginning to care and starting to do something to help. Other government and big business need to follow this example. Knowledge and opportunity should be available fairly and equally to all.

Perhaps the more we are aware and demand it from our vendors, leaders and government, the more we’ll see it happen — and THEN we’ll really begin to see some economic recovery in our country.

LL

Wave: Bye Bye

Google not doing the Wave anymore:
http://www.computerworld.com/s/article/9180161/Google_drops_Google_Wave

ISTE Media Specialists SIG Learning Tools Links

One of the hottest sessions at ISTE 2010 this year was the annual free tools smack-down hosted by SIGMS. Here are a few of the sites that we found particularly interesting:

Sites cited: The Week In Rap, Tagxedo, Google Search Stories, Voki, ZooBurst, Xtranormal, Gale Apps, Pulse for iPad, Garfield teaches Internet safety, Live Binders, and Wordia. Click the link to read the full article.

Posted via email from LearningLeader.org :: via Posterous

Effective E-Learning, Defined Well

I like that this is covered in-depth by this provider, before one ever begins to consider purchasing any of their products. Gives us educators a nice bit to think about before we go investing:

SuddenlySmart – What is Effective Elearning?

It’s widely accepted that e-learning requires interactivity to improve learners’ skills and deliver results. What’s not well understood is that not all types of interactivity are equally effective. In fact, the least effective forms of interactivity are also some of the most popular because they are easy to implement using templates and wizards. Examples include:

  • Fact-based quizzes dressed up as mini-games
  • Clicking glossy buttons to reveal more text
  • Interactivity that is over-produced and under-designed

Creating effective e-learning does require some creativity and knowledge of basic design principles, but that’s what makes it interesting. Design techniques that make e-learning truly effective include:

Click the link above to read more…

GTD Visually

Thought this was kinda cool to share:

Top 200 Words found in GTD Process

More on Writing to Be Understood (via Learning Leader: Notes of the CLO)

Wanted to share a couple of links and more on the Flesch Scale for fellow educators:

  • Readability: A simple tool that makes reading websites easier.
  • Flesh 2.0: tells you how difficult documents will be to comprehend by calculating a document’s Flesch-Kincaid Grade Level and Flesch Reading Ease Score
  • Bullfighter: software that works with Microsoft Word and PowerPoint to help you find and eliminate jargon in your documents
  • The Readability Test Tool: provides a quick and easy way to test the readability of your work
  • SMOG Calculator: uses a version of the SMOG formula, which gives a score as a “readability level” rather than the American school grade level
  • WordCounts Analytics: to help users communicate better in all forms including writing, speaking, researching, educating.

About Flesch — What Does Flesh Tell Me?

In brief, it tells you how difficult documents will be to comprehend by calculating a document’s Flesch-Kincaid Grade Level and Flesch Reading Ease Score. Like all readability indices, the Flesch-Kincaid Grade Level and the Flesch Reading Ease score only provide estimations and are only meant to be used as such.

The Flesch-Kincaid Grade Level is Read more of this post

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