A method of personal development delivered or enabled using electronic technology. It allows pass/fail assessment and time flexibility around participants other commitments.
A feedback tool that structures the positive or negative feedback to focus on the facts rather than the emotional feelings.
- Example – a tangible example of what you want to specifically give feedback on.
- Effect – what effect is this having on the individual, Manager, Team, Organisation or Customer.
- Change – what you would like then to ‘change’ about there behaviour or actions to improve the situation.
Or Continue what you would like them to ‘continue’ and do more of.
Being successful in achieving the intended or desired result.
Measures how well someone is performing relative to expectations.
Performing in the best possible way with the minimum waste of time, effort and energy having used their network, knowledge and skills.
Learning through digital connections and peer collaboration. It is driven by the technologies of Web 2.0 due to it being an extension of the term “Web 2.0.” Learners become empowered to search, create, and collaborate information. It differs from traditional eLearning (sometimes called “eLearning 1.0”) by encouraging everyone to contribute in creating and sharing information and their experiences.
A term that became well known from the Emotional Intelligence book in 1995 by Daniel Goleman, Emotional Intelligence, or EQ, describes the understanding individuals have of themselves and other people, their feelings and motivations. It is a contrast to Eysenck’s Intelligence Quotient, or IQ, which focuses on logic and process.
Is a feeling that develops as people embrace the power to take control of their own life or their decisions, individuals or organisations cannot give empowerment to their people it is a feeling and they need to create the environment where people can choose to take action in an autonomous way, at times this will mean asking for forgiveness not permission. As people take on a feeling of empowerment they are more inclined to use their initiative to grow, develop and become more effective in their role. The second part of the 5 stage ZEBRA© people centric integral phase of The Maze© (see Maze© The) refers to the level of autonomy a person/ people have in order to achieve the desired change/objective.
A process of assessing both subjective (opinion) and objective (fact) information to demonstrate achievement that the learning evaluated has been effective. Evaluation can also encourage improvements to the design and delivery of training, diagnose future training needs (skills and knowledge gaps) and further self development.
A test or other measuring device used to determine achievement personally, as a group and as an organisation. The objective of an Evaluation Instrument is the measurement of the change in knowledge, skills, behaviour and performance. Evaluation instruments include tests, 360 degree feedback, rating assessments (see mazeROI©).
A training activity that allows the learner to experience and practise job related tasks during a training event e.g. business simulation.
A computer network that allow controlled access from the outside for specific business or learning purpose. In the business environment it can be an extension of an organisations Intranet that is extended for selected external users e.g. partners, suppliers etc.