Knowledge management training course 18d,xlm mentoring,leadership academy 2016 - Good Point

Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Learn more about providing training that caters to how people learn through social learning. Clipping is a handy way to collect and organize the most important slides from a presentation. In this second, one-day long workshop on facilitation skills, some 25 CIAT colleagues joined us for an exploration around basic methods and tools that are required for designing and facilitating participatory meetings. The idea that chaos is part of the participatory construction process (talking about the Open Space) is interesting.
I agree when you say that sometimes it is good to allow deviation from the original plan or topic of discussion, as it can help to discover new opportunities, or, in some cases, identify the hidden issues. Active Listening skills are very and immediately useful, whereas I don’t think I will need the methods to facilitate participation very often.
The use flipcharts is something really useful for meetings and activities with farmer communities.
We plan to offer this training again in the second semester, as well as to work on a version for advanced facilitators. Wailers, whiners, waiters and winners… Mind your attitude for the knowledge ecosystem! Catherine Fisher: Great stuff - I think it is really useful to break down the different purposes of communication and knowledge sharing in this way.
To build on Robin's point, I wondered where the communication that takes place in the process of actually undertaking research and associated ideas around co-construction fit. CGIAR has adopted an open access policy whoich goes into this direction, and we need to be fully compliant by 21017.
Another angle that may be worth considering is where the nature of the research really changes through different ways of learning and interacting, e.g.
We now want to consolidate feedback and develop for each domain a theory of change with some indicators that will hopefully help the writing teams in giving more details on the "what" and also on the required budget. Gracias a todos por la experiencia y ojala este sea un ejemplo a seguir por nosotros mismos y por otros grupos.
Jeremy: Speaking as a private consumer of some CG outputs, I agree that a single entry page might not make much sense, even if it is only excerpts that feed elsewhere. As Peter says, re blogging, it takes more time that way, but the end product is better for it. From the Peter C.'s sessions that i attended, i liked the real- life examples, the very practical tips and his friendliness delivering them. I now hope we can find ways to go more in depth into issues for the people who can potentially write blogposts in one of the already established blogs we have in CIAT, but who, as Peter C. The massive opportunity - and challenge - that I see with social media is that there are so many entry points! As corporate people we need to make sure that 'we' (all the organization) can easily and effectively 'be' in, and be engaging and interacting in, as many of those other people's spaces.
Our centers used to have (still have?) 'central' comms and knowledge teams to manage all of this, the trend I see is for many (all?) staff to ultimately be explicitly communicating in whichever spaces best suit them and their messages.
A long time ago I argued to the KM4Dev community that websites (in the development sector) need to be 'jumpy' - not 'sticky'.
And on the other hand, I am always surprised how many people we can reach with our social media networks, how fast it can spread and how far it can reach.
Nathan Russell: In addition to the other lessons and insights mentioned in Simone's interview with Peter Casier, I got from his visit a glimmer of the hard work involved in using social media to build networks of people who can help make the connection between useful content and ever-widening audiences. Now looking into practical ways forward - including checking out new tools with colleagues.
For example, at the end of the first phase of the Central American Learning Alliance we had a wealth of social artists -- at least one from each participating agency -- fully committed to the idea of collective learning.
This kind of discussion should be taking place -- and in all fairness probably is -- in spaces within the CGIAR like ILAC and others.
Maarten: Hi Simone, a good post which in my view captures the most important elements of what we hear this morning from Ettienne.
Managers recognise the need to inspire and energise their people to perform at their best and hit their potential.
We’ve all heard of Maslow’s Hierarchy needs but this is the modern and up to date version! Low quality of information in a company is a demotivator for knowledge and information Management. The foundation of all improvements — hence, changes — for a user is his or her personal benefit.
Instead of sending out the message to share knowledge, management should promote the re-use of each other’s valuable information and knowledge. Being the example of how you want people to be is pre-requisite in knowledge management within your company.
This opens up an interesting debate regarding how it affects management development, especially in regard to how we keep ourselves up-to-date with information and technology, as most things we buy and use today are out of date the moment we start using them. With this increase in speed, we need to ensure we keep abreast or we will certainly be left behind. Maintaining your employability will be an ongoing challenge as you prepare for uncertain times.
The cream always rises to the top, so keep yourself in touch with progress and you’ll be the one headhunted in the future rather than hunting for work. In the past we’ve had several conversations about knowledge and how to manage the knowledge you have within your ogranization. Today I want to talk about what I consider the four fundamental priniciples of knowledge management. After you capture and validate the knowledge within your organisation you have to create a way that makes it easy for everyone to access the pieces they need at any given time.
Scaling information is the process of making the information you have into something usable regardless of the geographic location of your business. You will be able to identify resources you may not have known you had available to you, including old pros and those who are experts in certain areas.
The fact that you and your organisation have knowledge to share or use in your day to day operations is one thing.
You should be storing explicit pieces of information, things that you will need in the future, in some sort of archive.
Finally, you will be responsible for setting up a process by which knowlege is captured and stored in that archive system.
Consider these four factors as you prepare the knowledge management plan for your team or organisation.
Knowledge Anywhere :: Could Cognitive Computing be the Next Big Thing for Corporate Learning? Talent Management is the combined organizational effort to attract, develop, and retain employees.
Keeping employees engaged and motivated to remain with the organization long-term is the ultimate goal of talent management that is achieved through a combination of activities executed by both the HR function and management. Talent acquisition, typically under the HR wheelhouse, is the gateway to talent management where initial employees are recruited and hired.
Initial employee education geared around fundamental organizational principles, job role requirements, and manager expectations is pivotal to early employee engagement and satisfaction. All employees value the opportunity to refine and develop skills related to their position. Often viewed as an element of a successful training program, coaching is an effective way to teach, motivate and inspire employees to help the organization meet its strategic goals and objectives. Employees care as much as their managers do about their performance, and when they’re in the dark they’re quick to feel unappreciated and undervalued—leading them to look elsewhere for employment.
Tip: Give employees public recognition when they’ve done a good job, don’t wait until their annual review to give them kudos in private. Tip: Be transparent with your top talent by letting them know that you see potential in them to assume a new role down the line.
For just a moment I’d like you to think about how many username and password combinations you have for all the software programs, applications, and online accounts you access on a regular basis. The good news is, there is a solution that allows you to use the same login credentials across multiple software programs, applications or online accounts. Single Sign-On (SSO) is a user authentication process that leverages a central authentication service to minimize the required use of multiple login combinations.
Using a central authentication service (Identity Provider), like Microsoft Active Directory, a user creates a unique login combination consisting of a username and a password. This is made possible with Single Sign-On and occurs as a result of the connection forged between the Identity Provider (Microsoft Active Directory) and the Service Provider (Knowledge Anywhere’s LMS), where the Service Provider trusts the Identity Provider to provide the unique user credentials.
The main benefit of Single Sign-On is the ability for users within a network to access independent and related software programs without having to provide duplicate login credentials. Our LMS comes with a Single Sign-On API, making it possible to integrate easily with your central authentication service.
With the four-year (or many times five-year) sticker price of college education in the $150,000-$300,000 range student debt is becoming a serious hurdle for many considering a higher education pursuit, simply because so many cannot afford to take on the debt, much less routinely come up with the funds to stay enrolled at an institution. Little of this has to do with being able to wave a piece of paper in the form of a diploma in front of an employer, like a ticket, and say “Look, I’m qualified. With Ledger, every single learning activity over the course of a person’s lifetime is tracked in learning units called Edublocks. For many who can’t get past the sticker shock of what a college education costs, this could be a way to get on more equal footing with individuals who do have the means to obtain a college degree.
If you’ve ever designed an eLearning course, you probably realize how important the visuals are for attracting learners’ attention and helping them to engage with the learning material. When designing your course, you need to remember that although very important - visual design should never steal the spotlight. Minimalism is a classic principle which can easily take your visual design to the next level. Every detail counts, so make sure you’re not overdoing it by reducing the amount of elements on a page.


If sections of your learning material are full of details and each one is important, it’s worth it to maintain your minimalist attitude and use interactive graphics to contain all that knowledge in one place and avoid cluttering it.
Clicking on an image, learners will be able to access more detailed information about that area, fully controlling the learning and maintaining their own pace. Another minimalist-driven piece of advice: Never try to fit all your section content into one page.
Add small mood lifters, pictures with funny captions, some insider jokes or special interaction design (for instance, when loading new course materials you can display a funny message like “Run, hamsters, run!”). One of the most powerful tools visuals give you is the possibility to create a clear visual hierarchy. Learners will be reading from left to right, so place top priority content on the left-hand side of the screen. Even if you think that nobody pays any attention to fonts and colors, the truth is that these aspects of your design matter. Use these ten visual design tricks to create compelling learning material which not only provides an excellent learner experience but also inspires students to expand their knowledge in ways inaccessible to traditional learning practice.
As a first step to answering this question, I want to encourage you to think about what is motivating you to adopt an LMS into your training infrastructure, or to enhance the existing feature set of your LMS. Given that you share these great, worthwhile ambitions for your LMS, you are likely to be more motivated to select an LMS based on whether or not you feel as though it will help you accomplish your goals for implementing it in the first place. Based on our understanding of what features enable an LMS to perform its essential functions for administrators, and which features encourage the highest adoption rate amongst an audience, we’ve ranked the key LMS features of critical importance to of some importance. ??? ?? ???????????? ??? ????? ???????????? ?????? ?? ??????????????? ??? ?????? ??? ??????? ???? ??????. PMI, PMP, PMBOK, the PMI Logo, the PMI Global Executive Council logo and the PMI Registered Education Provider Logo are marks of Project Management Institute, Inc. In this project, students will open multiple restaurants and build a profitable restaurant empire. PBSV is a digital bakery specializing in delicious candies, tantalizing pastries, and delectable desserts. However we knew that we needed to make the agenda work better for the time we had available.
I particularly like how you integrated some dimensions of scaling up (policy, program, ideas, technology) in clear sub-categories of communication and knowledge sharing.
We have a community of practice of comms and KM colleagues who share best practices and learn about new methods, approaches and tools. To me, it would seem a lot like what I currently loathe about people and organizations who do use social media more to broadcast than to engage, which is the endless repetition of the same thing both within a single channel and across channels, often by "virtue" of automated sync systems. Maybe the sentence "CIAT needs one large, active and dynamic entry point” needed some more explanation. The right approach, in my view, is the approach ILRI took, which is also the approach CIAT is taking: let the blogs bloom.
Don't get angry;-) the way we discussed at CIAT was the exact way you express it, but highlighting that we would like the homepage to be able to feed in whatever we decide to showcase, form the mutliple sources. As good citizens and neighbours, we can help and guide people by creating some order and structure to what we ourselves do and produce, and even support some spaces for us and others to use - but let's not delude ourselves that we are providing 'the' entry point! Our business is totally unlike a private company - which wants us 'stuck' in their web sites while they empty our wallets and plant cookies. And we always underestimate our own work, and the amount of people who are interested in our work. Over time this wealth eroded as people were given promotions (the vast majority), different responsibilities or left the organization.
Las ferias del conocimiento se siguen organizando en muchas partes del mundo y por lo tanto la documentacion en este formato es altamente relevante. However, if all you’re doing is passing out information or topping up their knowledge with data, how can motivation or inspiration play even a small part in the communication? Have you got knowledge of your subject to the extent that others could benefit from your experience? Without a solid system of managing what knowledge is available to you within the company, you run the risk of losing valuable information, of people hiding behind the security screen that acts as a buffer for their insecurities in sharing information, and of people learning a great deal while with you and then taking it with them elsewhere.
Knowledge management programmes that do not respect this internal face of individuals are not doomed to fail, but the probability of success is much, much lower. When users do not see a direct or indirect personal benefit, they will not be inclined to contribute to change or put in the extra effort. Nobody is an expert as long as the personal knowledge is not used and applied for the sake of organisational results.
We’ve talked about auditing information, storing information, and even making sure it gets back out to those who need it.
They include capturing knowledge, validating knowledge, accessing knowledge, and then scaling that knowledge down. Capturing knowledge is the process by which you determine what knowledge is available and then bring it together into some form of documentation. Validating knowledge is about ensuring that the information you have is accurate and relevant. If you are part of an international business, for example, your employees in New York City and Tokyo may need to access the same database. A knowledge audit is the process through which you take an inventory of the actual knowledge stored within your organisation and how it is used.
It allows you to identify some of the strengths and weaknesses associated with your organisation’s overall level of progress and method of storage. It is imperative that you keep your resources as up to date as possible so that your potential customers see you as a valuable source of information – and want to do business with you instead of your competition!
Are the people who currently work for you willing to make use of the new knowledge you are sharing with them?
The people who have worked for you the longest may not be the most up to date when it comes to technology but they are an invaluable source of knowledge and usually know their business better than anyone else.
The nature of your organisation and its people will have a strong influence on the method you choose to use but no matter what you do it is important to ensure that the information is properly categorized so that it can be easily accessed later on. The better organised your efforts the more valuable your collection of information will be as you work towards progressing your business goals. Effective talent management is manifested in an organization’s ability to obtain and retain a range of individuals with different abilities and skill sets that are paramount to the innovation, development, promotion and sale of an organization’s products or services to the market.
Beyond the initial attainment of talent, there are five key activities facilitated by an employee’s manager that help keep employee interest in working for an organization intact. When employees have a clear understanding of the organization, what their role encompasses, and what goals they are working toward to help the company be successful, they acclimate to their jobs faster and have a higher sense of ownership over their performance. Training that is informative, engaging and easily accessible can help employees cultivate the knowledge required to help them become great at their jobs. Not only does ongoing training appease employee desire for improved efficiency and an understanding for existing responsibilities, but it satisfies a deeper desire for career advancement that can be achieved through the development of critical skills within an employee’s department.
Typically, coaching is a 1:1 phenomenon where knowledge is transferred from a senior employee (manager) to less experienced employee.
Regular performance evaluations are essential to helping employees understand responsibilities, workload priorities, and how their contributions impact the organization’s success. In doing this, managers can highlight the tactics of high performing employees that can be emulated by others, as well as keep the employee or team that has been recognized satisfied and committed to continued excellence. If employees see a future in the organization and are backed by a manager committed to furthering their success they will be much less likely to jump ship and look for a new job.
To keep up with market demands, technological innovations, and the changing industry landscape, an organization must maintain a range of individuals who are gifted in different skillsets to sustain or obtain a competitive advantage. It probably won’t surprise you that like me; you’re probably keeping track of over 30 accounts (though the average person has at least 90 online accounts). It’s called Single Sign-On, and it can help your LMS users eliminate the need to remember multiple username and password combinations. It allows users to enter one username and password for all independent and related software systems—eliminating the need to remember separate login credentials for each program. As a result, an organization can benefit from reduced IT support for lost passwords and username combinations, less valuable employee time spent re-entering passwords and trying multiple login combinations, and improved user identity management. We also provide Single Sign-On API support upon request if your IT team doesn’t have the bandwidth. While a few decades ago it was reasonable for individuals without a college degree to be able to start small in the corporate world and work their way up, it is much harder to do so today.
I’ve got a four-, six-, or eight-year education to prove it.” More of it has to do with the fact that we measure preparedness and skill aptitude first by proof of preparation through study and then by proof of understanding through experience. For those who already have a college degree, or can get one, this could be beneficial as a supplementary resume that proves skills and aptitudes that surpass initial role requirements. Visual design not only impacts the course’s usability but also brings plenty of learning benefits to its users. That’s why every single visual element of your design needs to be perfectly coordinated with other elements, accurately reflecting the general theme and feel of the eLearning course.
Remember that color is itself a form of information and its overuse is bound to decrease the learning performance.
Sometimes learners need to learn lots of key details without losing sight of the greater whole, so clickable hotspots on your imagery can be your best solution. Instead, use white space to divide learning materials into digestible bits and keep your paragraphs short so learners are motivated to go through them. You don’t want to end up with a stack of photos which add no value to the learning experience or get learners closer to the learning objectives. When designing your course materials, use visuals to highlight specific information and guide learners through the various steps of the learning process. Make sure to balance your page and distribute content in ways which suggest different degrees of importance.
Our eyes are built to unconsciously notice images and our brains can process them in record time. If you’re looking for an LMS or want to improve your existing LMS, you’ve likely bumped up against this question a time or two. It is probable that, like many of our clients, your goal is to make training more efficient, effective, and results-driven than ever before.


Though, we do realize that this feature ranking may vary depending on an organization’s industry and their specific goals for their training program.
C., PMP, PMI-ACP, CSP, CST ??? ??????? ??????? ?????????????? ????????????? ??? ????? ?????? ??? RMC Certified Trainer. If they actually existed, our sweets would fill the air with mouth-watering aromas, steal the eyes of passers-by, and capture the artful imagination of all who gaze upon their baked perfection. El M&E y como vincularlo directamente con nuestro aprendizaje institucional para retroalimentar el paradigma de las operaciones en campo. Perhaps our unpatience to use aggregators easily on the web site made us insist on the "entry point".
I still think that helping people 'jump' off our sites and services - to better places - is something we need to do; and for which social media can help. My own limited experience in facilitating multi-stakeholder learning networks aligns well with these success factors. One point of current discussion among learning alliance partners is how to develop a second and third line of social artists through participation and mentoring to step in when personal or organizational change takes its normal toll. Are partnerships and CoPs strategic research or merely delivery mechanisms for upstream scientific outputs.
Your aim should be in retrieving and delivering only that information which is relevant in the context of the moment.
Many knowledge management initiatives fail because this obvious and simple rule was not respected. This law has past into mainstream business, and we now hear writers talking about how our knowledge of everything is doubling every 18-24 months. As managers continue to speculate about the new opportunities, challenges and uncertainties associated with change, then thriving, surviving or even staying relevant will become a major concern for many. An employee in NYC can’t use one method of capturing, validating, and accessing if an employee in Tokyo is doing something different.
As a manager, it will be your responsibility to determine what knowledge is stored, what is destroyed, and how best to keep it safe. Will it be incorporated into your day to day operations or are you trying to incorporate the information too early or too late?
As a manager you must know when and how to take advantage of the knowledge these people have to share. You’ll be glad you have an archive the next time your team is completing a project and needs to rehash some old information. When an organization is successful at managing its talent, the organization often meets the strategic goals and objectives essential to achieving a competitive advantage. When it comes to training, the method of delivery, the quality of the training content, and the frequency it is delivered are important aspects that management should prioritize when developing a talent management strategy. It also helps management raise awareness of the pace of change as the market grows and matures—ensuring that every employee is positioned to help the organization be successful now, and in the future as new technologies emerge.
Coaching can help management draw out roadblocks, frustrations, and needs from employees—helping managers approach employees with workable solutions. High performers are motivated to succeed in existing roles when the opportunity for advancement is within grasp. Thus, a sustained approach to managing talented employees is central to the survival of the business.
The user data stored by the Identity Provider can be leveraged to access other systems when a connection is forged between that Identity Provider and a Service Provider, like Knowledge Anywhere’s LMS. I had a professor who put it this way, “A college education has become mandatory in today’s society, but having a college degree won’t make you successful.
But, what if qualifying someone at the start of their career for a particular position wasn’t contingent upon a degree, but rather a collection of records that could prove that knowledge mastery had occurred. Anything from reading a book, writing an article, or completing a project at work qualifies as viable, earned learning unit that anyone can earn.
For recruiters, Ledger could help organizations more accurately align incoming employee interests and capabilities with job roles to discern the best fit. The right visual design can build a hierarchy of information, helping learners in knowledge comprehension and retention. The best visual designs are so seamlessly integrated with the course topics that users barely notice them – still, they play a key role in directing learners’ focus in appropriate directions.
It’s not a good idea to force learners to decipher the meaning of visuals which aren’t exactly relevant to the course’s topic or are just there for decorative reasons.
Interactive graphics are great for presenting lots of detail without overwhelming learners. Introducing many new concepts at once is always a bad idea, no matter what type of learning materials you create.
When people want to learn how to make or fix something, they like to follow a physical procedure instead of reading a paragraph of text. However, remember that simplicity and moderation are again your best friends – after all, you don’t want to turn your eLearning course into a big, digital joke. Examine every single image and check whether it reflects your brand and is relevant to the learning process. For instance, place a key piece of data on the left side and balance it with a compelling image on the right side. With over 100 LMS features out there and 1,000+ LMS Vendors globally, making the decision on which vendor to choose and why can be daunting for even the savviest of LMS buyers. You want to be able to show upper management the ROI of your training spend, to observe a more consistent work ethic amongst your workforce, and to imprint a better understanding of fundamental principles and responsibilities within each job role in your organization.
If your users are reluctant to log into your LMS, much less complete coursework on it, you won’t be able to see the results you want.
I would far rather see people tailor their broadcast messages to the channels through which they are broadcasting.
But also have one place where all those outlets are aggregated, as a single place where all content (preferably in "excerpts") can be found. I can try to influence which tools they might use and where they might choose to interact, but ultimately, and especially as colleagues get more smart and savvy communicators, all I will be able to do is try to cleverly 'harvest' their efforts and hope they use the open tools, principles and standards that I advocate and which I think will make my, and their, lives much more easy.
Training people is difficult but perhaps a process of self-selection and mentoring is useful? Probably, considering that many times our login credentials are the last thing on our mind when we seek to enter an application or account.
When this connection is established (usually through an API), a user only has to enter their login credentials once when they login to the network. Essentially, it is the ticket that gets you into the stadium, but once you’re inside, it’s up to you to make the right choices that will lead you to where you want to be at the end of the day.” If what my professor said is right, then anyone without a college degree will find it much harder to qualify or even get an interview for the job they really want. Amy Scott, a Marketplace education correspondent, discusses a digital education concept called Ledger that does just that. This learning concept is based on the technology behind digital currencies like bitcoin’s digital ledger called the blockchain, and would allow for a new education model where anyone can earn the credentials required for certain jobs, even without proof of a college degree. And, for corporations, Ledger could help show the lifetime learning potential of employees and provide value insight as to which employees are poised for future advancement and leadership opportunities. Visually break the text with bullet points and put your takeaway messages in bold or underline them. Good visual design should ooze positivity and help to create a learning experience which is full of energy and enthusiasm. It can be a key idea or concept, a question you want to underline or any other type of essential information.
The design of your page should clarify any doubts learners might have about the hierarchy of course information.
Remember not to overuse such visual features, or you risk cluttering the space and confusing learners. Therefore, you’ll need an LMS that does what it’s supposed to do (deliver virtual training materials to an audience of learners and track and record learner interactions with those materials), as well as to present a learning environment where your audience can thrive. The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc. You can set up ProSim ? Restaurant as a student purchase from our website, via PayPal, or through your bookstore.
This arrangement worked much better and will allow us, next time, to add a short session on different ways to evaluate meetings. This way the social networks can spill over from one social network to the other, and grow mutually. Much of the difficulty in seeing CoPs as strategic lies in the tensions identified in Factor 2. To do this, management must keep a keen eye out for exemplary performers and make efforts to ensure they are set for success when a new position within the company becomes available. Once their identity has been authorized by the Identity Provider and the user proceeds to navigate to the individual software program or application (like the LMS) they will be automatically logged in.
Make sure learners can control the video – viewing and reviewing it, they can learn at their own pace. Make sure this type of information stands out visually from the rest of the content or imagery.
Emphasize only certain points of your material – you don’t want learners to have trouble telling which pieces of information are essential to the topic of your course. That’s why it’s important to weight your feature wish list by the impact that the feature will have on your audience versus what sounds cool and impressive. The blog was forcefully folded into the "corporate" website, buried in hundreds of other pages.
How can you be accountable when you don't know what your (general) outputs will be at the outset of a CoP? It’s also a good idea to use video to support the learning of abstract concepts and processes.
As a result it is difficult to sell CoPs as anything but marginal activities even when evidence exists showing their strategic nature and results.



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knowledge management training course 18d



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