Guy Dickinson

DOORS CLOSING - LAST CHANCE "Not using real team data to measure Team Psychological Safety elements? Then you are probably focused on the wrong elements." BECOME A CERTIFIED TEAM PSYCHOLOGICAL SAFETY (TPS) PRACTIONER - 58 Republic Plaza,, Singapore 14-15 Small class to maximise learning - less than 10 Don't rely on vague generalisations about TPS - MEASURE TPS USING ACTUAL DATA FROM TEAM MEMBERS - STEPS TO GETTING CLEAR ON TPS 1. Use the original research of Amy Edmondson, who identified the 7 elements of TPS. 2. Get the whole team to answer the Edmondson 7 questions 3. Conduct a session with the whole team to reflect on and analyse the results 4. Identify how to strengthen the strengths 5. Identify areas for improvement Below is the summary page of our TEAM.AS.ONE report identifying TPS strengths and weaknesses.

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Welcome back to "Innovative Elearning Ideas"! Today, we're exploring how microlearning modules can transform the e-learning landscape by delivering content in small, manageable chunks that are easier to digest and retain. What are Microlearning Modules? Microlearning modules are short, focused segments designed to teach a specific skill or concept within a few minutes. These modules allow learners to quickly grasp important aspects of a subject without feeling overwhelmed. Benefits of Microlearning: 🎯 1. Targeted Learning: Each module focuses on a single objective, which helps students achieve specific learning outcomes effectively. ⏲️ 2. Efficient Use of Time: Short lessons make it easier for students to find time for learning, fitting education into their daily routine without disruption. 🔄 3. High Retention: The concise nature of microlearning helps improve retention rates, as learners deal with less information at a time, allowing for better absorption. Tech Tool Suggestion: To create and manage your microlearning modules, consider using H5P (free version available). This versatile tool allows for the creation of a wide range of interactive content, such as quizzes, interactive videos, and flashcards, directly in your elearning content. H5P integrates seamlessly into many e-learning environments. Sample Application: Imagine a language class where students take a "virtual tour" of Paris through microlearning modules. Each module introduces city-related vocabulary, from ordering at a café to navigating the metro. Start with an interactive video of the Louvre, followed by an art vocabulary quiz. Then, simulate a conversation with a street vendor using audio and role-play. Wrap up with a scavenger hunt, where students solve clues and 'find' historical treasures, all within the H5P platform. 📚 We hope this introduction to microlearning inspires you to incorporate these powerful, bite-sized lessons into your teaching strategy. Stay tuned for more innovative elearning ideas! #ElearningGold #annettelevesque #education #distanceeducation #elearning #InnovativeElearningIdeas #Microlearning #DigitalEducation

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In coaching, the Agile methodology is a project management approach that involves breaking the project into phases and emphasizes continuous collaboration and improvement. Fellow ICF High Country Board Member Kerri Sutey, an expert in Agile coaching, created an ICF CCE approved workshop that teaches how you can leverage this approach in service of your clients. Follow her link in the post below to learn more!

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6 Lessons Instructional Designers Can Learn From the Muppets In this post, I want to share with six valuable lessons that instructional designers can learn from Jim Henson's lovable puppet troupe. ​ Let's dive in! 🚀 - Build Empathy: To create engaging learning experiences, we need to deeply understand our learners. ​ What motivates them? What challenges do they face? ​ By stepping into their shoes, just like Kermit charmed both kids and late-night TV hosts, we can make our training relatable and resonant. ​ - Iterate: Let go of perfectionism and embrace an iterative design process. ​ Just like Kermit's puppet has evolved over the years, rapidly prototype and pilot test your concepts. Even the roughest drafts provide valuable feedback to refine and improve your courses. - Storyboard: Channel the Muppets' talent for visual thinking. ​ From Jim Henson's intricate storyboard sketches to mind-mapping tools, let your creativity flow. ​ Visualizing ideas helps break free from linear thought patterns and connect concepts in innovative ways. ​ - Reuse: Take a page from the Muppets' book and reuse, recycle, and repurpose. ​ Just like their interchangeable eyes, noses, and wigs, leverage reusable assets in your courses. Mix and match templates, characters, and activities to accelerate development while maintaining a cohesive brand experience. - Enchant: Create "wow" moments in your learning modules. Just like Jim Henson's art of illusion, put in the extra effort to craft seamless and captivating experiences. ​ Your learners may not realize the behind-the-scenes work, but they'll be enchanted nonetheless. ​ - Think Outside the Box: Break free from your training bubble and seek inspiration everywhere. ​ Whether it's video games, comedy, nature, or Instagram influencers, innovative ideas often come from unexpected places. ​ Just like Jim Henson stumbled into puppeteering, let curiosity and controlled chaos guide you. ​ So, let's take a cue from the Muppets and inject some creativity and excitement into our learning content. ​ #InstructionalDesign #eLearningDevelopment #Creativity #MuppetsInspiration ​#contentcreation

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I no longer use my “Four Core Stories” model. But several years ago, this is how I began my workshops. One thing that I think makes me different than many other story practitioners is my focus on story taxonomies. That is, most story folks I know focus on how to tell a great story. (You know; change and emotion and conflict etc.) That’s a great conversation. But I always saw my leaders get stuck before we ever got to that point: “But I don’t know which stories to tell!” I don’t hear too many story thinkers addressing that problem! (Annette Simmons was early to this conversation with her classic article “The 6 Kinds of Stories”.) The focus on story taxonomies has been an eye opener for the leaders I work with. They feel like I've revealed the answers to the test when I say, “okay, tell THESE stories.” The Four Cores was my early start in establishing a taxonomy of business story types. But that early lens started to feel too narrow. I have since expanded on it a lot. Tomorrow I’ll show you how my story taxonomy thinking evolved when I wrote “Circle of the 9 Muses.” We’ll also look at some inspiration from the worlds of theater and screenwriting. (Have you seen Polti’s “36 dramatic scenarios” from the 1800s? Super cool.) You’re welcome to grab the 4 Core Stories handout below. Yes, my thinking on this has expanded. I think my story examples are better now as well. But there’s some good stuff in there. What are some other story “types” you would expect to see in a taxonomy of organizational stories?

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𝙎𝙡𝙞𝙘𝙚 𝙑𝙨. 𝙍𝙞𝙨𝙚 𝙍𝙚𝙫𝙞𝙚𝙬 𝙗𝙮 𝙀𝙙𝙪𝙘𝙧𝙖𝙛𝙩 🔍 Check out this in-depth review by Educraft comparing Slice and Rise! Discover why Educraft finds Slice particularly outstanding in this head-to-head evaluation. Whether you're looking for advanced AI capabilities or seamless content creation, this review will guide you to the best choice for your eLearning needs. 📖 Read more to see which platform stands out: Slice or Rise? Slice Knowledge #AI #learning #learninganddevelopment

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Facilitation hack. Consider the participants’ realities. No whiteboard today because I am in a remote location. That reminded me why I practice simple and low-tech workshops and sessions. One of the reasons for this is that I want to ensure the applicability of the methods and the outcomes in any context. I ran a workshop on participatory methods for humanitarian workers for a few years. By the end of day one, I got the feedback that people were surprised by my not using PowerPoint and their surprise that nobody had picked up their phone. As great as a compliment, this was the precise purpose of the course for me. It was about working with methods that they can use in the context that they work in. What good is a power point there? I reminded them that if they work with something their participants cannot apply, chances for excitement and engagement decrease. We often forget that the fancier we are with our frameworks and methods, the less likely they will be repeated or transferred beyond the workshop. For us, it is essential to adapt our approach to the contexts and environments of the participants - online or offline - if we want to create impactful experiences. Enjoy. #facilitationhacks #facilitationskills #facilitation #humandynamics

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Recently, an eLearning Challenge was posted, which was fun to try out. Link: https://lnkd.in/ekbNJwGD Here are some slides I put together without needing the NEXT Button to progress. Unfortunately, I had to save it as a video so you will just need to make a cuppa, sit back, relax and watch instead.  #elearningchallenge #elhchallenge #showyourwork #arcticulatestoryline #storyline360 #articulate360 #elearning

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How to apply people analytics to organisation design... Amanda Jane Evans draws on recent collaborative research by Andrea Derler, Ph.D. of Visier Inc. and Amy C. Lewis, PhD to demonstrate how people analytics can inform actions on team size that drive business performance. Andrea and Amy's research highlighted that smaller teams—specifically those with six to 10 members—tend to harbour more high performers and have lower resignation rates (see Figure). In her article, Amanda explains that people analytics revealed that smaller teams at Partners Group are more likely to be successful in scenarios with direct client contact where high expectations for performance and stakeholder management are set. Amanda also explains how the firm proactively uses people analytics to analyse span of control during business transformation. Amanda's article is featured in the May edition of Data Driven HR Monthly, which brings together a selection of the best HR, future of work and people analytics resources of the month. You can read it here: https://lnkd.in/eZMkTpBx #humanresources #peopleanalytics #orgdesign #workforceplanning #teameffectiveness #leadership #culture

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Hey folks, have you checked out the new image generation feature in Articulate’s AI Assistant yet? It’s super cool and available in both Rise & Storyline. And get ready for some #elearningchallenge activities next month where you can show how you’re using it. But for now, here’s a quick walkthrough of how it works in Storyline: https://lnkd.in/gecHTzuu

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Some great data here to use in making a case for effective learning designs. The findings from the review reinforce the importance of relevance, context, and application - I especially love the one-page summary showing the effect size differences among common approaches.

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🔑 The Key to High-Performing Teams: Psychological Safety 🔑 Measuring psychological safety can be tricky. Don’t fall into common traps! Check out our guide to get it right and foster a culture of trust and openness. 👉 Read the Guide https://lnkd.in/ez-eb35b #TeamBuilding #Leadership #OrganizationalCulture

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The 7 habits of high performing Teams - What do they do that's so special? The short answer: they are learning - not skills - they are learning how to work better together. After years of research, including a study at Meta, Prof. David Clutterbuck , synthesised the magic of high performing teams. Here is my take on this: 1. Firstly, they have a shared purpose. That means they know why the team exists. Not what its here to do, or how, but why. 2. Secondly, team members on high performing teams give the teams agenda higher priority than their individual agendas. 3. Thirdly, they allow team members to speak up and admit mistakes. There is a misconception that this is not workable in South East Asia. I have spoken with several team leaders who have successfully implemented such a culture here, so it is absolutely feasible. 4. Next, the leader of a high performing team is empowering the team members. If your team is not used to this, start small. Ask them to think of a solution next time they come to you with a problem. After a while they know the question is coming, so they will propose a solution. Your decision might be different, but keep asking your team members for ideas each time they come with a problem. That will slowly change the culture of the team. Idea generation is the foundation of creativity. And creativity is the foundation of innovation and competitiveness. 5. Furthermore, high performing teams take time to learn from the past and apply it to the future. 6. The 6th point is that the team listens and talks to their stakeholders to get their support. Do your team know who their stakeholders are? They can be internal or external. They can be pressure groups or support groups. 7. The 7th and last thing high performing teams are doing is to have strong processes for decision making and evaluation of results. I am a certified coach and team coach, if you want to know more about how to implement such a culture in your team, please reach out. What is your secret recipe for high performance in teams? PS: Thank you Luke Salway for the practical example on problem solving. #teamperformance #teamcoaching #leadershipexcellence

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This assessment is objective, qualitative, and valuable.

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My review of the International Coaching Federation's AI Coaching Standard. Here's the Too Long, Didn't Read (TL;DR) version of the review I will be giving. By the way I did read through the whole 100+ page report, highlighting its key strengths and weaknesses and areas for clarification. The Facts 👉 The Standard's target audience is producers of and providers of AI Coaching Systems and how they work with deployers and users like coaches, businesses and clients. 👉 It provides guidance on using AI in alignment with existing ICF coaching competencies -so is not cross-body like the AICA Standard. 👉 It also includes additional competencies for AI Ethics as well as AI Coaching Systems Testing and Validation. 👉 The original ICF AI working group was established in April 2021 almost at the 1 year May 2020 anniversary of George Floyds death -optics of diversity, equity and inclusion would have been on many people's minds Some Concerns... 👉 Despite the optics of Diversity, Equity, Inclusion and Belonging being key AI bias and intercultural insensitivity issues, the ICF saw fit to have a 7 member working group of all white western men. 👉 The 2024 'International' Coaching Federation's 'Task Force' has 8 members of which 5 are from the USA, 6 are men and there is one person of colour. No representation from Asia-Pacific or African Cultures. 👉 This means for the 14 people across the ICF's Working Group and Task Force, all are of Western orientation, 12 are men and there is 1 person of colour. So, how impartial is this standard likely to be? 👉 The tone for the majority of the 100 page standard is very USA-Centric, as is seen from it not mentioning the EU AI Act (but 1 mention of GDPR) 👉 For a 100+ page Standard that took 3 years to create and input from 14 Working Group and Task Force members, as well as Digital Platform providers, Leading Coaching Voices and Academics there are only 8 references supplied to illustrate what literature survey was done. Remember these are leading figures in the coaching community, not freshly graduated students completing a 1500 word Self-Reflection Assignment, so 8 references for 3 years work and a 24,000+ word body of work? Would the ICF accredit, approve and certify a coaching student that produced this? 👉 There are no references to Acts of AI Law, none. In the three years of development, not one member thought to include references to the EU AI Act and its Unacceptable and High Risks -of which 9 of the total key 11 risks are ones coaches using AI systems might be exposed to? More Thoughts in my article with a full review, https://lnkd.in/eEzmnJj5 What are your reflections?

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"I'm new to L&D. Where should I start exploring?" 👀 This is a common question from people entering the field, and my advice may surprise you: ✨ Look beyond L&D ✨. Here’s what I mean: ⚙️ Systems: L&D is part of a larger system. Understanding how your organization works as a whole will make you better at your job. 💰 Finance: Know how your company makes and spends money. This knowledge can help you be seen as someone who drives value, not just a cost. 🤲🏻 Facilitation: Go beyond soft skills workshops. Position yourself as the person who leads conversations on strategy, innovation, and growth. 🧠 Neuroscience & Behavior: Learn how people’s brains work, how behaviors change, and how skills are developed. This knowledge will make your learning programs much more effective. 🤖 Tech: Automate tasks and embrace technology to make your work more efficient and enjoyable. 🎉 Experience Design: Your learners give you their time, so make it count. Create impactful experiences, not just sessions that go through the motions. Pick what excites you the most and dive in. These areas will not only improve your L&D skills but also open doors to new career opportunities. Stay curious, bold, and kind along the way! 💜 To all the people who are just starting out in L&D, please ask your questions below, I will answer it all.

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𝐄𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐂𝐡𝐚𝐧𝐠𝐞: 𝐓𝐡𝐞 𝐑𝐞𝐚𝐥 𝐕𝐚𝐥𝐮𝐞 𝐨𝐟 𝐈𝐧𝐢𝐭𝐢𝐚𝐥 𝐂𝐥𝐢𝐞𝐧𝐭 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐢𝐧 𝐞𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 In the early stages of an eLearning project, our discussions with clients often reflect their preliminary assumptions about what they need. It's an expected part of the process, driven by their current understanding. However, the first feedback we receive is often where the true insights emerge. It might be surprising to see requests for significant changes, but this feedback is actually a crucial pivot towards what the client truly needs—not merely what they initially thought they wanted. If you find yourself facing a long list of changes after the first review, don’t feel discouraged. This isn’t a setback; it’s an invaluable step forward. This early feedback is less about correcting course and more about refining our understanding of the client's real objectives. It highlights the strength of an adaptive, client-centered approach in eLearning design. By anticipating and welcoming substantial initial feedback, we can better align our projects with the actual needs and desires of our clients. This not only improves the effectiveness of the training but also deepens trust and collaboration between clients and developers. So, the next time you receive extensive feedback, remember: it's not a critique of your initial efforts, but a clearer directive towards success. The person in the comic was me during my early days as an Instructional Designer. I wanted to share this for anyone who might be in a similar situation now. *Comic Illustration Created using ChatGPT 4* #instructionaldesign #elearningchatter

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🚀 Elevate Your LEGO® Serious Play® Practice with SUPERCONNECT® Practitioner Training! Dates: 1 February – 7 March 2025 Calling all Certified Facilitators of LEGO® Serious Play® ! Are you ready to take your facilitation skills to the next level? Join our immersive 5-week online program designed exclusively for professionals like you who are eager to deepen their impact and expand their toolkit. ✨ Why SUPERCONNECT®? SUPERCONNECT® builds upon the LEGO® Serious Play® methodology you've already mastered, enhancing it with advanced strategies in psychological safety, trauma-informed practice, diversity, inclusion, and energetic safety. This training empowers you to: ✅Facilitate deeper human connections in both small and large group settings. ✅Create environments of trust and belonging, essential for fostering innovation and collaboration. ✅Apply LEGO® Serious Play® in non-traditional contexts, including coaching sessions, conferences, and educational programs. 👥 Connect with Fellow Practitioners Engage with a community of like-minded professionals who share your passion for making a difference. Share experiences, collaborate on ideas, and build lasting relationships. Program Highlights: ✅Live Online Sessions: Participate in weekly Zoom meetings (90-120 minutes) filled with interactive activities and discussions. ✅Expert Guidance: Learn from myself and Matt Willson, MAITD—our Chief Resilience Officer at The Up Next Company and Mental Health First Aid International Instructor. ✅ Small class size: We limit our class size to ensure personalised attention and the best possible outcomes for each participant. 🎯 Limited Spots—Over 50% Already Filled! Due to high demand from our early access list, spaces are filling up quickly. Don't miss this exclusive opportunity to enhance your practice. 👉 Next Steps: Ready to amplify your impact as a LEGO® Serious Play® facilitator? Visit https://lnkd.in/gvRD2xep for full training details. Since this program is by application only, please send me a DM or email at [email protected] to set up a quick chat. Let's explore how SUPERCONNECT® can enrich your professional journey!

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