Archive for januar 2009

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Forelæsningen burde afgå ved døden

januar 26, 2009

Det er stadig meget populært med traditionelle mega-forelæsninger på vore universiteter.

Lige så populært er det at invitere en eller anden såkaldt guru til en stor konference, hvor han eller hun så kan forelæse og fortælle hvordan man løser problem X eller Y eller Z – og bagefter indkassere et eksorbitant honorar.

Men hvorfor vi stadigvæk tror på disse undervisningsformer må stå hen i det uvisse. For faktum er nemlig, at vi kun “lærer” eller gemmer max. 5 % af det, vi hørte i talen/forelæsningen …

Omvendt så rodfæster vi 90 % af det stof (fag, færdighed), som vi selv underviser andre i, mens vi selv er i gang med at lære det samme stof …

I dette blog-indlæg kan du læse mere om nogle af de ting, vi burde justere på, hvis vi ønsker bedre læring her.

Reklamer
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Tænk og lyt før du taler …

januar 26, 2009

“If speaking is silver, then listening is gold.”

— Turkish Proverb

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Dit liv er dit eget ansvar …

januar 22, 2009

“Your living is determined not so much by what life brings you as by the attitude you bring to life; not so much by what happens to you as by the way your mind looks at what happens.”

— Lewis L. Dunnington, forfatter

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Den ultimative ledertest

januar 20, 2009

“The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.”

— Martin Luther King, Jr., 1929-1968, American Civil Rights Leader

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Fremtidens lederskab

januar 17, 2009

“If you want to see what business leadership may look
like in three to five years, look at what’s happening in
online games.”

— Byron Reeves, PhD — Stanford University

Interessant tanke. Hvad mener du, at vi kan lære af games i relation til ledelse og læring?

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Spørge-Jørgen virksomheden spørger “klogt”

januar 15, 2009

Det er ikke lige meget, hvilke spørgsmål, der bliver stillet i en virksomhed. Her er nogle af de spørgsmål, som det ifølge “positiv psykologi” betaler sig at fokusere på, hvis man vil styrke sin virksomhed:

  • How can we capitalize on strengths? Where are people’s natural talents and proclivities? Where can people get excited about their job AND be most productive?
  • How can we manage around weaknesses? Weaknesses are not ignored, rather they are understood and as best-selling author Marcus Buckingham says “neutralized.”
  • How can we align work with people’s passions? When people are allowed to do what they do best both the employee and the company win!
  • How do we share what’s working? We all talk about sharing “best practices”, but we rarely do it. In strength-based organizations success stories are broadly shared and there are structures, both informal and formal, to do so.
  • How do we recognize accomplishments? Both big and small. Giving rewards for results and outcomes is only natural, and tying strengths-based performance to the bottom line excites the team while building the company.
  • How do we encourage building positive relationships? What Professor Jane Dutton at the University of Michigan calls “high quality connections.” In strength-based organization HOW you do your work is as important as WHAT you do.
  • How can we encourage viewing the future optimistically? Numerous studies link optimism to higher productivity, more personal success, and even better health. Strength-based organizations are hopeful of their future and take actions to ensure that it is. Without an optimistic view there is no hope, no reason to stretch, and no belief that the organization can rally to achieve its vision.

Kilde: Changing the Questions at Work, By Margaret Greenberg and Senia Maymin, Positive Psychology News Daily, NY (Margaret Greenberg and Senia Maymin) – January 14, 2009

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Til lidt eftertanke …

januar 11, 2009

“In the course of history, there comes a time when humanity is
called to shift to a new level of consciousness, to reach a
higher moral ground. A time when we have to shed our fear and
give hope to each other. That time is now.”

— Wangari Maathai

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