Well, not exactly.
Performance on demand anxiety, perhaps…or not.
How do we learn? Often learning sessions pull the audience in by placing focus on them. While some people may thrive on impromptu group activities, this is not always welcome, and in some cases, produces a debilitating effect on some members of the group. People may learn to endure and accept different ways, but they don’t usually change how they react internally to their learning environment.
The problem with assigning an impromptu project, assignment, or puzzle to be completed in a specified time, and then having to prove it to the group– is that someone is demanding that you perform and meet a certain standard without preparation or thought. The focus and attention has been placed on your performance, often in front of your peers.
Not everyone who steers clear of these situations lacks social skills or self-confidence, though it may be misconstrued as such. A person’s “stand-apart” attitude is often due to his individual way of obtaining and processing information. If the method of presentation causes the attendee to spend his time concerned with his performance or response–or how he can avoid participating–he is not able to benefit from the experience.
However we learn and communicate best, we all have to adapt or conform in some manner, at least occasionally, in group situations, working with others, as employees. How can we do it?
It’s business as usual in the environment of following and follower. What can Twitter tell us? Intriguing results are coming in.
What have I learned from my tweets?
Gathered from responses of my intimate but growing number of followers, I have discerned that security, in various aspects, is a high priority. Though this may indicate a desire for secure data storage in business, it also very much includes personal safety and job security. We can infer that this is largely because of the environment in which we live. Economic instability and technological changes encompassing our consciousness flips and upsets the roles of teachers and the institution of education, shifts job requirements and threatens individual futures. It seems that even the most adventurous of us might be hoping to find some solid footing somewhere.
This past year has presented many advances culminating into products that are changing the perspective and scope of learning in big ways. We are excited about these changes and look forward to what the next year will bring.
Along with the new comes a responsibility to offer customers the best, up-to-date quality choices for business and academic learning. Brindle Waye is continually anticipating and preparing for the future of elearning and the changing perspectives of education in the U.S. and beyond.
You see it everywhere, not just in business–how to accomplish, how to sell, how to use the formula to solve the math problem. What’s missing is why.
Procedure…Goal…Expectation. Is it necessary to know why?
Does it make a difference in sales…production?
It’s not that we need to ask the question why for our every move, but to ask the why of our actions as a whole. We may ask why we are in engineering, food service, software development, retail, education…but perhaps what is even more relevant–why is what I am doing important to me? To others?
I helped run an academic conference hosted by the Society for Interdisciplinary Studies of Social Imagery a couple months ago, and in the process attended a lot of the sessions. One of them particularly intrigued me. The speaker explained his research into learning techniques and described how traditional classroom learning is not very effective because it defines ‘passing’ but does not reward improvement appropriately. The analogy he used was with sports. If a very unskilled baseball player has a .15 batting average and through work doubles that average, he is praised highly for that improvement and is considered a good player. But if a very underachieving student makes a 20% on an essay and then works hard and doubles that score, he is still failing and gets no praise. Think how much better your worst employees would be if they doubled their job performance. Would they be the best employees in your organization? Maybe not, but I bet they’d become very good employees. This speaker at the conference advocated achieving this improvement by rewarding progress, instead of just for reaching a particular goal.
We’ve all heard about the importance of communication in business. Good communication skills are pushed in classrooms, reiterated in workshops to improve business performance, and sold by vendors in almost all disciplines as the one change that will fix your problems. The reason for this is simple: it really is important. Of course you probably figured I was going to say that, but let me explain before you roll your eyes and decide I’m selling something.
Being right may seem to be the ultimate attainment in business and personal achievement. Yet, standing on the lofty mountain of rightness may find one …alone.
Where does right get you?
Right is an ambivalent word, full of innuendos, connotations, and meanings. It is, most assuredly, overused. However, despite its diverse meanderings in our language, it remains a potent force in communication as well as an integral part of cultural philosophy.