Gardner Multiple Intelligence theory Overview: The theory of multiple intelligence's suggests that there are a number of distinct forms of intelligence that each individual possesses in varying degrees. Gardner proposes seven primary forms: linguistic, musical, logical-mathematical, spatial, body-kinesthetic, intra personal (e.g., insight, meta cognition) and interpersonal (e.g., social skills).According to Howard Gardner, the implication of the theory is that … [Read more...] about Learning Styles – Gardner Multiple Intelligence theory
Eight ways to learn from your mistakes
In the book "Ending the Blame Culture" Michael Pearn, Chris Mulrooney and Tom Payne, the authors say there are eight ways to learn from mistakes.These are:Explore what happened don't judge it Remain calm instead of getting emotional Find out what actually happened instead of reacting to what you think happened Focus on faulty processes not faulty people Provide support instead of finding fault Concentrate on causes instead of effects Assume an attitude of learning … [Read more...] about Eight ways to learn from your mistakes
Train the trainer course – what to look for?
17 things to looks for in a Train the Trainer course... Search the web for a train the trainer course and you are provided with a long list of websites which all appear to meet your needs - but do they? What is a train the trainer course? are they all the same and will they meet your needs?What is Train the Trainer?Lets first look at what a trainer is. Today in 2010 a trainer is a little different from those 10-20 years ago, indeed even the language has changed.There are in essence 4 types … [Read more...] about Train the trainer course – what to look for?
Four essentials for transfer of learning
Association - Linking new learning with what is already known Similarity - Reinforcing a known, logical framework or pattern Degree of original learning - High impact of the new learning Critical attributes - Learning content has material extremely beneficial to the jobFrom: Stephen Lieb … [Read more...] about Four essentials for transfer of learning
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 learning?Source: Brian Knowles … [Read more...] about Six questions on self directed learning
Five rules for coaching high performers
Five rules for coaching high performersQuickly get their attention Demand commitment Connect via a common language Hit hard enough to hurt Engage curiosity and competitive instinctsSource: Ludenes and Erlandson … [Read more...] about Five rules for coaching high performers
New Management/ Leadership & Coaching Models
More... more... you wanted more so here they come... Thanks to the success of our 100 management models, RapidBI is proud to announce the launch of set #2 - another 100+ management models. Again in a simple graphical form you can use in your presentations and training courses.As 2010 is almost upon us the old set have been updated and refined. A new cleaner style has been developed by one of our designers.The new set contains more models covering:Management Leadership … [Read more...] about New Management/ Leadership & Coaching Models
CIPD qualifications for Learning & Development (New – CDP)
New CIPD qualifications for Learning and Development Late in 2009 the CIPD have announced some new qualifications that will supersede the CTP, Certificate in Training Practice. There will be two new qualifications for this market - a level 3 and a level 5 programme.There are not much in the way of details at the time of writing this however the information given below is provided in good faith and as-is.The announcement of these two programmes is a first for the CIPD, in that for the first … [Read more...] about CIPD qualifications for Learning & Development (New – CDP)
What is happening in the world of L&D (Training)? Is it changing?
Experienced L&D people are bleeding out of organisations and going freelance While talking to a colleague, he confirmed that there appears to be a trend in the training world at the moment. This trend is supported by the change in readership of both my site and blog are getting.Here is the thought - I'd appreciate your views on this: Experienced professionals are leaving organisations and going freelance, leaving behind managers and less experienced individuals to carry on delivering.The … [Read more...] about What is happening in the world of L&D (Training)? Is it changing?
CPM -v- CPD Is there a future in business led professional development?
CPM -v- CPDThe phrase CPD - continuous professional development has been around for a long time but do many organizations actually do it or do they practice CPM - Continuous professional maintenance - only doing enough to keep people at the same level, sure it may involve some learning but it is not about developing the person.In some professions practitioners have to take annual or bi-annual assessments - not to show progress but to show that they have stayed still. Now in some areas I can … [Read more...] about CPM -v- CPD Is there a future in business led professional development?
Behaviours of the best coaches
They can:Listen fully and with real interest and concern for the learner Communicate a genuine empathy and understanding Adjust to another environment, terminology and work habits Set challenging yet realistically high expectations Diagnose accurately ?what is going on' and see ways forward Develop a shared interest in the learner and their issues Experiment and explore, suspending judgements Find patterns in information and processesFrom: Paul Pohlman … [Read more...] about Behaviours of the best coaches
Seven ways to manage a consultant
Check the consultant's credentials Clearly specify your needs Ensure a positive organisational fit Clarify evaluation arrangements and outcomes Monitor closely - especially new consultants Give clear feedback to the consultant throughout Be prepared to ask awkward questionsSource: Phil Lewis& … [Read more...] about Seven ways to manage a consultant
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 know about my development needs, I'm motivated to do something, but I don't know how to go about it. I know about my development needs, I'm motivated to do something, and I'm doing … [Read more...] about Seven levels of interest in your own development
Seven principles when helping people to learn
People know more then they think they know Everyone has resources for improving performance Useful questions are worth more than commands Each person is responsible for their own contribution to the organisation Every set back provides a learning opportunity Experiments precede learning Challenging but achievable goals bring out the best in peopleSource: King and Eaton … [Read more...] about Seven principles when helping people to learn
Seven important coaching skills
Attending Giving and receiving feedback Drawing out Silence Suspending judgement Recognising and expressing feelings ParaphrasingSource: David Megginson … [Read more...] about Seven important coaching skills
Seven coaching competencies
Framing questions that make learners think deeply Being a resource - removing barriers to learning Holding back, not providing all the answers Creating and promoting a learning environment Using analogies, scenarios and examples Engaging others to support the learning application Providing feedback constructivelySource: Ellinger and Bostrum … [Read more...] about Seven coaching competencies
Six musts for a coach
Trust Mutual respect A sense of common purpose Integrity Openness HonestySource: John Burdett … [Read more...] about Six musts for a coach
Six barriers to learning
PerceptualCulturalEmotional-motivationalIntellectualExpressiveEnvironmental Source: Temporal and Boydell & … [Read more...] about Six barriers to learning
Six big problems with training and development
Six big problems with training and developmentA 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 follow through learning beyond an event or course Failing to achieve high value via transfer of … [Read more...] about Six big problems with training and development
Six keys to value added development
Six keys to value added developmentAchieve 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 performanceSource: Robinson and Robinson … [Read more...] about Six keys to value added development
