Archive for June, 2009
Seven levels of interest in your own development
I have development needs, but I’m not interested in working on them.I have development needs, but I don’t know what they are.I have development needs, I know what they are, but refuse to do anything about them.I have development needs, I know what they are, but I need a push to do anything about them.I [...]
Seven principles when helping people to learn
People know more then they think they knowEveryone has resources for improving performanceUseful questions are worth more than commandsEach person is responsible for their own contribution to the organisationEvery set back provides a learning opportunityExperiments precede learningChallenging but achievable goals bring out the best in people
Source: King and Eaton
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Seven important coaching skills
AttendingGiving and receiving feedbackDrawing outSilence Suspending judgementRecognising and expressing feelingsParaphrasing
Source: David Megginson
© RapidBI.com This article has been written by Mike Morrison or one of the RapidBI team. We welcome your comments. If you wish to use any text you are free to do so, however please credit us and link to our site.PLEASE [...]
Seven coaching competencies
Framing questions that make learners think deeplyBeing a resource – removing barriers to learningHolding back, not providing all the answersCreating and promoting a learning environmentUsing analogies, scenarios and examplesEngaging others to support the learning applicationProviding feedback constructively
Source: Ellinger and Bostrum
Six musts for a coach
TrustMutual respectA sense of common purposeIntegrityOpennessHonesty
Source: John Burdett
© RapidBI.com This article has been written by Mike Morrison or one of the RapidBI team. We welcome your comments. If you wish to use any text you are free to do so, however please credit us and link to our site.PLEASE RT – Help us by [...]
Six questions on self directed learning
Do people really want to be self directing?
Is everyone capable of being a self directed learner?
Is self directed learning the best option always?
Does top management, with its emphasis on personal accountability for results,really buy into it?
Are trainers capable of learning to be facilitators of self directed learners?
Are learning contracts an essential ingredient of self directed [...]
Six barriers to learning
PerceptualCulturalEmotional-motivationalIntellectualExpressiveEnvironmental
Source: Temporal and Boydell
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Six big problems with training and development
Six big problems with training and development
A failure to identify the specific needs of learners and for learners to own their own development needs
Objectives set by trainers, rather than the learners
Little acceptance by learners of the need to take responsibility for their own development
Constraints of time for preparation and participation in learning events
A failure to [...]
Six keys to value added development
Six keys to value added development
Achieve management acceptance of responsibility for a supportive workplace that encourages the application of learning
All activities help achieve organisational goals
Assessing the readiness of the workplace to support learning skills
Everything is driven by business needs
Measurable results that can be tracked
Providing people with skills and knowledge needed to improve personal performance
Source: Robinson [...]
Six threads for learning
Ambition, which when properly focused, is an assetAdaptability, the ability to work with others and respond to different challengesResourcefulness, the ability to use good judgement in different situations Faith, both in yourself, and your teamFight – the ability to pick yourself up and try againPatience, reliability, integrity, honesty and sincerity
Source: Kaye and Kleiner
© [...]
