Communicating effectively 10th edition,can you change your name on campus life,live your life and stay out of mine - You Shoud Know

Effective communication in an online class requires careful thought because when your primary means of interaction is through message board posts, it can be easy to misunderstand others and have others misunderstand you. Message formation: Your ideas, thoughts, or information are shaped, formed, and altered by your internal filters, which include biases, personal opinions, beliefs, attitudes, perceptions, prejudices, and feelings about the receiver. Message delivery: After this split-second internal filtering takes place, the communication message is delivered, which means you have posted your response.
The receiver: Everyone who is in receipt of the message continues the communication process with his or her own internal processing. What I’ve learned as an online student and online instructor is that there are methods students can use to enhance classroom communication, including choosing appropriate words, avoiding the possibility of talking up or down to others, watching out for exaggeration and generalization, and monitoring the outcome. Because you are not physically present to explain what you have posted, the choice of words in your online postings become as important as the message itself because all words convey meaning. In addition, as you create messages to post, you need to consider if the use of technical jargon is appropriate based upon the level of experience, knowledge, and background of your class. As you create your messages and consider the words used, be careful of talking up or talking down to other students. How can you make certain that your messages are not perceived as talking up or talking down to others? Two additional methods of writing online messages that have a potential to lessen the effectiveness of your classroom communication is exaggeration and generalization. In contrast, generalization is used to cover a deficit in knowledge or facts without acknowledging it.
Communication in an online classroom is a complex process, yet it’s one that occurs quickly. As you might guess, these hues are achieved by mixing the primary and closest secondary color together. Monochromatic Color is a single hue and variation of that hue’s tint, shade and saturation. This is a simple principle of using three colors on a site that reinforce and contrast nicely in the User Interface elements. Secondary color: This color reinforces the primary color and is used to enhance the appeal of the site.
Hugh McLeod’s business art gives me inspiration in my blogging and stimulates new ideas. The radio commentary talked about how individuals were questioning their thinking about personal relationships, the role of the military, education, work, religion and many other social institutions.
Tune in is reflecting on what drives you, your  personal values and your purpose (motives) that drives your life and work. Drop out is stopping the mindless adherence to prescriptions set by social institutions (education, work, church etc.) and take greater control of your work and life pursuits. Personal Knowledge Mastery(PKM) is a framework for individuals to take control of their professional development through a continuous process of seeking, sensing-making, and sharing. Seeking is finding things out and keeping up to date. Building a network of colleagues is helpful in this regard. Sensing is how we personalize information and use it. Sensing includes reflection and putting into practice what we have learned.
Sharing includes exchanging resources, ideas, and experiences with our networks as well as collaborating with our colleagues.
Timothy Leary’s slogan captured the the feelings of his time and points individuals towards discovery of their place in a changed world.
Harold’s slogan calls for individuals to take greater control of  their work, learning and professional development using a loose framework for building skills that increase capacity to thrive in a hyper connected, networked and complex world. The turn on, tune in and drop out slogan had positive intentions and energizing spirit but it ran out of steam and became a relic of history. Jane Hart, in her Learning in the Modern Social Workplace website has envisioned a new framework for articulating (understanding) how individuals can become more efficient on their job and take greater control over their careers.
In a constantly shifting landscape where jobs and organizations are constantly changing and often times disappearing, workers are developing their own eco system for managing their careers. I like her evolving perspective on the 21st century workplace because it makes sense on so many levels. In Jane’s post she describes the shift of responsibility for improved workplace performance on to the workers and away from management. I’m connecting with people in my networks on the subject of improving worker and organizational performance. Over the last years I’ve considered launching this workshop series however other priorities put my plans on hold. My early background is youth development & mental health, community development, youth employment and adult education. For organizations, the challenge will be for management to adopt a new mindset that reduces even eliminates control of how their employees connect, learn and share in and outside the organization. In the network era, how well you connect, create and collaborate with others determines your value. Embracing a continuous learning mindset is a prerequisite for learning workers and organizations.
Jane Hart has developed a body of work that she refers to as Modern Workplace Learning (MWL). Constituents served by nonprofits need workers who can guide and support them in using continuous learning skills to help meet their health and livelihood needs. In my lengthy experience in the nonprofit sector, I’ve not seen an organized framework approach that supports workplace learning. The skills and mindsets integral to modern workplace learning can be practiced and learned.
By default, nonprofit workers use their own devices to connect and learn, however there is little evidence of nonprofit practitioners working within and supported by a continuous learning framework.
My modern workplace learning workshops will introduce workers and organizations to a structured (or personally constructed framework) approach for increasing performance and engagement results. In the spirit of working out loud, I will be sharing more about my workshop building process over the coming months. For the past year and half, I worked closely with two other colleagues on an online project that attempted to develop an informal social network dedicated to the worldwide crisis of youth unemployment. I use Harold Jarche’s image to illustrate how we were attempting to connect knowledge flows between people concerned about youth unemployment in the 21st century workplace. We called our initiative Youth Profit. Our goal was to develop a learning, sharing and action network that would stimulate conversation that in turn could lead to solutions to youth unemployment crisis in Canada. In our cause, we were especially motivated knowing that youth at the fringes of society are most vulnerable from the volatile and rapid changes happening in the workplace. Using our Youth Profit website, we posted research findings and successful projects from around the world. Eventually we realized that creating a global network that could share, learn and possibly find new solutions to youth employment was too broad (and complex) a task. Despite the lack of cross sector cooperation, we believed that individual leaders from the non-profit, business, education and government sectors might put aside their silo behaviour and see  the wisdom of cross sector collective problem solving on youth unemployment. Using our online sharing platform we attempted to stimulate discussion and action on youth unemployment and training. I believe that our goal of initiating large scale systemic changes to the youth employment training sector was very ambitious but naive. We created an online repository of knowledge featuring projects and countries that were succeeding with policies and practice. We field tested a interactive online platform that could lead to informal collective creation of practical solutions to the world wide youth unemployment crisis.

I learned that a systemic approach involving education, non profit, government and private sector individuals is very difficult. I learned that working with individuals as opposed to large systems offers more opportunities to succeed. I learned that there is potential for this project to succeed providing there is willingness for cross sector collaboration  that spawns communities of practice which would in turn give birth to new projects that address youth unemployment. I learned that had we invested more time and energy with key people early in the process we may have succeed with Youth Profit.
Harold Jarche’s post The Future is Jobless describes the shift to a post job economy. We show that over the past 40 years, structural change within the labor market has revealed itself during downturns and recoveries.
In order to take action and make decisions, we need access to the best information we can get.
The core of this framework addresses the need for workers and organizations to drop their industrial age mindsets about work and align themselves with the skills needed to thrive in the 21st century creative and networked economy. It’s taken me a long time to think though and make personal sense of the massive changes that are occurring in the workplace and learning environment. This workshop is my opportunity to present a critically important mechanism for that can guide workers and organizations in their development as 21st Century workers and organizations. Creating opportunities for you to Increase your creativity, innovation and networking abilities thereby adding value to any organization you work in now or in the future.
Some of my work involves helping organizations foster learning and innovation with employees. Organizations that tap into the creativity of their employees have greater ability to respond to unexpected and emerging issues affecting the organization’s core business goals. Workers who are empowered or naturally understand that work is learning and learning is the work are the organization’s primary asset for success in the 21st century workspace. Sharing amongst colleagues is difficult in a work environment where the leadership style is top down and controlling. Sharing your ideas with your co-workers, making sense out of what you are doing and then integrating your new ideas into your projects is a cyclical process. An example of this sharing, learning and publishing process is evident in a Project called  Youth Profit. With automation, artificial intelligence, outsourcing, and digital technologies driving the network economy, jobs for young people have permanently disappeared. Government, private, education and non-profit silo’s are the proverbial deer caught in the headlights.
Our small innovation group thinks that an online platform that draws out fresh innovative ideas generated by leaders from the government, non profit, education and  the private sector can lead to potential solutions.
In this link, there are a series of videos that illustrate how five major companies are supporting and relying on their innovators to build innovations. Work is Learning – Learning is the WorkI believe the best way to manage your career in the network economy and the 21st century workplace is to adopt proven frameworks that help you hone your skills and guide your career development.
My primary frameworks are: the Seek-Sense-Share (PKM) framework developed by Harold Jarche and the Modern Workplace Learning Framework (MWL) developed by Jane Hart. As the message is read, the meaning of that message is internally processed and interpreted. In fact, the words you use will either create a connection with others in the class or cause them to skip over it entirely. If you use terms or phrases that other students will not understand, they are not likely to respond to it. Talking down occurs when you allow negative perceptions, opinions, prejudices, or biases to influence the message and overall tone. Reading the message aloud can help to clarify your thoughts and feelings, to make certain it has an unbiased tone. The problem with generalization is that it may give the appearance of being inexperienced or unprepared.
To best convey your ideas, it’s important to limit the impact of biases, opinions, beliefs, attitudes, and prejudices in the messages you post. Remember, while you know the intent and meaning of your message, others may not if it’s not communicated clearly.
When used in a design these colors feel harmonious and lend themselves to a feeling of nature. Using split complementary colors on a website can provide a high degree of contrast without being as intense as complementary colors. You will never run out of color combinations so experiment with colors and find which ones work best for your website. He helps businesses with branding and marketing their content online through advertising campaigns, social media, and websites marketing strategies. Timothy Leary to create a powerful slogan that would capture what he was trying to say to the broader public about the transformation that was taking place in society.
As I reflected on this insight, I began to see a direct correlation between the two slogans. It not only allows us to “pull” information, but also have it “pushed” to us by trusted sources. In part I think it died because it was a slogan without a process or framework for individuals to loosely follow. It’s a useful model that helps me in all aspects of my personal and professional development. The professional eco system (PES) framework is unique for each worker and controlled by each worker.
The days of personal learning management systems controlled by a department that dictates what workers need to learn on the job is over. These sectors face a barrage of complex problems affecting their communities and service recipients. The video is succinct and gives a solid context for understanding  the importance of PKM for personal and professional development. Communication (digital) technologies, automation and  outsourcing practices are all aspects of living in the network era. Soft skills of empathy, creativity, sharing and sensitivity are the foundation for success. More than ever we need to strengthen our ability to learn how to work with others more effectively and organizations need to learn how to open up their hierarchical silos and tap into the creative and innovative capabilities of their staff. Harold Jarche has become internationally respected for his writing on the digital network era and its impact on the workplace.
In this way consumers of nonprofit services will have improved skills and opportunities to manage their life in the digital network era. What I’ve experienced is intermittent supervision and yearly performance reviews as the standard approach to ensure job requirements are met. Like other industrial age institutions, L & D is becoming extinct as workers can and do manage their own learning and professional development. Also, I’ve not seen leaders within organizations using a structured approach that supports workplace or organizational learning. More than ever, these social problems require a continuous learning mindset of practitioners. The informal network would be comprised of individuals concerned about the permanent transformation of jobs and the workplace and how that transformation was exacerbating the youth employment crisis in Canada and around the world.

Evidence was everywhere that robotics, globalization and digital technologies were causing a rapid transformation to our workplace.
We assumed this knowledge might attract the individuals we needed to kickstart innovative solutions to youth unemployment. We decided to change our catchment area to Canada and narrow our scope to the failure of the Canadian Youth Job Strategy to create jobs and relevant training experiences for unemployed youth.
We wanted to connect with individuals who understood the crisis in youth unemployment in Canada and who would welcome an opportunity to share their insights and contribute to collective solutions. The work was beyond our capacity and we had concentrate on our families and earning an income. The three of us had a loose network across Canada that we could tap into however those network connections were not strong enough to initiate cross sector, informal discussions about the permanently changed workplace and potential solutions to youth unemployment. I’m now focusing on working more on the individual organization and practitioner level rather than trying to engage high level systemic sectors.
The arrival of robotics, computing, and information technology has allowed for a large-scale automation of routine tasks. Any process that can be analyzed and mapped is the raw material for a machine, whether it be a computer or a robot.
A network that is constantly creating content to share, and having conversations around it, can make better decisions. There comes a time when you feel it’s time to put what you have learned out to a wider audience.
We (a small group of 3 founders) believe that there are solutions to be found for addressing the wicked problem of youth unemployment in Canada. 21st century skills are needed for future jobs but the employment training community, driven by an outdated Canadian Youth Employment Strategy is stuck.
The employment training sector is stuck with a mindset of industrial age thinking about jobs and security. Solutions that can be further field tested and implemented if the field testing shows promise.
There are plenty of tips and insights that you can use in your organization or to advance your innovation skills.
The same type of internal filtering process utilized by you as the sender is also utilized by the receiver, which includes evaluating the message according to their biases, personal opinions, beliefs, attitudes, perceptions, and prejudices. Something else to watch out for is spelling and grammatical errors, as a poorly written message may create a negative impression.
For an online classroom environment, it is helpful to remain neutral and avoid being controlled by emotional reactions. The long-term effect of exaggeration can be damaging, especially when the truth is discovered. You’ll see this being used in discussion question responses when a student talks generally about a topic instead of providing specific examples or directly answering the question. You may be unaware of the extent of your built-in processes and filters, but a communication self-check can help.
While I would be hesitant on using a fully monochromatic color scheme as it might become visually monotonous. A small introduction of a highlight color will accent portions of the page to draw the users eye to your call-to-action. This accent color helps guide the users eye to portions of the page like a callout or a call-to-action button.
Hugh captures the essence of living, learning and doing business in the always on network world. It was more about the transformation taking place throughout the world and how young people were challenging the institutions of the day.
This phrase became the slogan of the day for those living through this transformative time.
I’ve also participated in many online and inperson learning experiences on workplace change and the role of workers in the 21st century network economy. I was going through many  major changes in my life and my energy to take on this plan just wasn’t present. Since 2009, I’ve being providing consulting services related to online web communications, online communities of practice and social media utilization for improved performance for workers and organizations. In the emerging network era workplace, transparency and trust are the drivers for survival of the organization. I believe nonprofits as change agent organizations are obligated to support workplace learning because it leads to improved performance and engagement outcomes for their constituents and for themselves.
The L&D industry is slowly letting go of their control of the workplace learning environment with the recognition that their traditional training programs are unwelcome and ineffective. Nonprofit practitioners, most of whom are steeped in humanistic values and hired for their engagement and counselling skills will need to move from a knowledge worker mindset to a learning worker mindset. Finding the right ingredients to attract visitors and potential contributors was proving to be very difficult.
We also recognized that there is a systemic failure in Canada for the education, nonprofit, government and private sector to work collectively and collaboratively on youth unemployment. We chose to end our sweat equity work after our third attempt to secure start up funding was not successful. I’ll be doing this through workshops and consulting services with Social Media Tools for Work and Learning. This has meant that the elimination of middle-wage jobs during recessions has not been accompanied by the return of such jobs afterward.
Cashiers, bank tellers, managers, and lawyers are some of the vocations that have been automated.
In  this way I get a deeper feel for how they sound and how best to present this framework. With our project, we have little power to change how institutions (education, government etc) support their innovators. On the other hand, talking up is a form of communication where you try to make others feel good and win their respect through the use of flattery. I feel that I’m am much more organized and ready to step more into the public realm and share more with my networks, individuals and organizations.
Over the past four years I’ve focused on in network learning for organizations and workers.
This is true of both blue-collar jobs, like those in production occupations, and white-collar jobs in office and administrative support occupations.
What we can do with Youth Profit is provide a place for employment training innovators to share their knowledge and possible solutions for a crisis affecting Canada and the world.
Below we will take a quick look at the basic principles of color harmony and how we can use them to our advantage when choosing colors for a website. Thus, the disappearance of job opportunities in routine occupations is leading to jobless recoveries. Realizing the business value of enterprise social networks takes not just time, but also active and effective knowledge sharing.

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