Tiffany A. Dedeaux, Tech Career Coach

Remember Sarah, our grant-stressed Executive Director? Her struggle with complex logic models and overwhelming data is all too common. But here's a secret: The path to funding clarity isn't about collecting MORE data. It's about asking the RIGHT questions of the data you have. • Imagine walking into your next board meeting with: • A clear, one-page visual of your program's impact • Metrics that directly answer your funders' top questions • Stories that blend heart-touching anecdotes with solid evidence This isn't just a dream. It's what happens when you align your evaluation strategy with your organizational goals. Ready to cut through the data noise and spotlight your true impact? It all starts with a shift in perspective. What's one metric you wish you could better explain to your funders? Share below – let's explore how to turn that data point into a compelling impact story. #DataDrivenNonprofits #ImpactEvaluation #NonprofitLeadership

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By creatively applying Robert Horn's principles of Info Mapping, designers can enhance the effectiveness, engagement, and accessibility of eLearning and microlearning, leading to better learning outcomes and improved performance. Here are a number of opportunities to apply info mapping to his principles. To what online learning opportunities have you applied the principles of info mapping? #InstructionalDesign #training #cognitiveload #neuroscience #instructionaldesign #instructionaldesigners #elearning #elearningdesign #talentdevelopment #education #learning

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You’re an innovation strategy firm, why do you do so much facilitation? 1. Sometimes when you’re building new things or in the midst of organizational change (which both require innovation skills) you don’t know where to start. Getting people together in a room is a great way to start working toward alignment and consensus. 2. Innovation is usually tied to organizational strategy. We often facilitate organizational strategy because it deeply empowers the efforts to launch new solutions. 3. Much innovation is about sense-making and many innovation and design thinking tools are about navigating complexity and ambiguity, divergence, and convergence. These tools are wonderful, valuable, and impactful during facilitations, retreats, and forums.

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Why #PIP doesn't work and may not be the best tool to "beef up" the performance? Performance Improvement Plan is used for very obvious reason to improve the performance of the #underperformer or #poorperformer. How do we define these type of employee? Under Performer Everyone should have individual #JD for their role so if one is not able to perform the basic responsibilities spell out in the JD then one would be deem as under perform. In another context, they have the skills to fulfill the role but is unable to apply them. Poor Performer Everyone should have individual #KPI or #OKR. If one not able to meet those KPI/ OKR, one would be categorized as poor performer. They does not have the skills, knowledge or experience to achieve those target. Many organization just label everyone under the same category and then initiate the PIP which most often than not fail due to : 1. The Manager - Inadequate knowledge to implement PIP (inc communication & coaching methodology) 2. The Employee - Created mistrust and fear due to lack of understanding of PIP process The significant line from this article is "most individuals placed on a PIP left the company within a year, regardless of whether their performance improved." Does that means we should not do PIP for those that are not performing? Think of this like a family, if your children is not performing at the school, you will send them to tuition class or hire private tutor. You do not tell your children that their result is poor/bad and they will be sent to a "improvement class". If we do not humiliate or shame a small child then why do we do that to a grown up adult? There are so many terms that one can used to replace PIP: 1. Coaching 2. Mentorship 3. Masterclass Isn't that the above is what is going to be implemented during the PIP? However it sounds so much more "#empowering", "#inspiring" and "#positive". Another note on why PIP fails often is because of the structure that is deem to be #unfair, #unreasonable and #discriminatory. Quite often the manager will list down the items that the employee need to improve with the deadline usually 3 months. Few things that they forgot: 1. What is the end result that they want to see? - Target 2. Is the target measurable and reasonable? - Objective 3. What are the support that will be provided to them? - Training, Workshop, On The Job Coaching and etc? 4. What does the employee required in order to succeed? All the above can be incorporated into the items mentioned above without using the phrase PIP. If your organization is still using traditional method of PIP, it is time to start explore how you can build a high performing team without jeopardizing the #morale and #spirit of the organization. My forte : https://lnkd.in/gCMxzya3 My Passion : https://lnkd.in/gXQXv6mP Join my community : https://lnkd.in/gDAra_XQ https://lnkd.in/gdx3GBxw

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THIS IS THE BEST BLOG POST THE WORLD HAS EVER SEEN. Yes, that's highly doubtful... And I know I've posted this before in a slightly different variation, but I just began posting on Medium, and so I've updated it a bit... While Unstorying™ offers a process to see and step back from the stories we carry so we can see that ultimately, we both are AND are not, those stories, often we first have to be willing to recognize that we are seeing ourselves and the world through a veil of our stories in the first place. And that also means recognizing when other are weaving stories that touch upon our deepest fears and deepen our Shadow stories to the extent that we no longer know what we truly believe and what stories others have woven for us. Here are some of the ways to notice when you are following a story... one that may not truly be your own... and one that will lead you further into, and more lost in, the darkness of your own old fears and traumas, the very heart of your own Shadow. Some signs of Shadow-supporting stories are ones containing: 🗯 absolutism 🗯 othering 🗯 demonizing 🗯 all-or-nothing thinking 🗯 a future made of fear 🗯 thinking the other person/group is the sole problem It takes courage and a deepening self-awareness to be willing to question the stories you've heard and held so closely. Especially the BIG ones. But the journey out of the Shadow is also through it...as they say. And so... here is a way in...

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Do you need a good survey text? Kim Firth Leonard and wrote one just for you—the person who has to actually design the instrument and needs to know which types of questions work and what considerations should be top of mind. ⭐️ Designing Quality Survey Questions has been cited by more than 200 (!) researchers and is now coming out in its second edition. 📕 From the publisher: "This text shows readers how to craft precisely worded survey questions with appropriate response options that provide useful data to help answer research questions. The authors offer guidance on creative approaches to question design to keep respondents engaged, consider different survey administration modes, outline practices for culturally responsive survey design, discuss current language considerations for demographic questions, and consider factors that can influence survey responses. The Second Edition offers more detail about survey question design and includes more on rating scales and open-ended questions. It provides more guidance on cultural responsiveness and equity considerations including use of inclusive language, how to survey youth, and a deeper discussion on asking questions about sex and gender and disability." 😁 We're proud of the success of our 1st edition and thrilled to be invited to produce a 2nd edition with additional content and guidance for researchers and evaluators. #surveydesign #surveyresearch #research #evaluation #datacollection https://lnkd.in/gtyh9SSa

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Finally, organizations are moving beyond "training for training's sake." Here's what winning companies are doing instead: 1) Creating meaningful scenarios - They're using real-life situations employees face daily, not theoretical examples that collect dust. 2) Delivering just-in-time solutions - Sometimes, the answer isn't training at all. It might be: • Quick-reference job aids • Self-exploration resources • On-demand learning tools 3) Building clear career paths - Smart organizations are: • Mapping advancement opportunities • Providing skill-building resources • Supporting growth journeys The biggest shift? Understanding that if performance issues aren't caused by knowledge gaps, another training program won't fix them. At Radcom, we help organizations identify the real barriers to performance and crush them with targeted solutions. Ready to revolutionize your approach to employee development? Let's talk! #EmployeeDevelopment #TrainingEvolution #RadcomSolutions

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Understanding how attentional focus shapes user performance is essential. Our latest article from Logan Markwell, Ph.D. dives into how attentional focus influences the effectiveness of instructions — a must-read for anyone dedicated to crafting clear, user-friendly guidance. Article Highlights: -Insights on designing instructions that align with cognitive psychology principles. -Practical guidance for reducing cognitive overload. -Tips for creating materials that boost comprehension and efficiency. Read the full article here: https://lnkd.in/gY67zZGu

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It is a common misconception that you cannot use NLP in ICF-style coaching. They are not mutually exclusive, and that line of thought is simply incorrect! In this article we'll give you an overview of both models and whether they are congruent.

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Is poor documentation draining your resources? Discover how we help organizations turn this around with effective strategies and solutions.

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The "ICF Credentialing Exam" is something that a lot of coaches dread. And it's understandable why. 2 years ago ICF transitioned from the Coach Knowledge Assessment (CKA) to the latest Credentialing Exam (ICE). The CKA tested the coaches' knowledge of the ICF Code of Ethics and Core Competencies The ICE is assessing the coaches on their application of ICF Code of Ethics and Core Competencies in real coaching situations. CKA - tests the theoretical knowledge. ICE - tests the practical knowledge. And this is why the exam is very challenging. Since September 2023, I have been running small cohorts to support coaches in preparing for the ICE. I'm starting my 5th cohort on the 20th of June. Here's what the participants will takeaway. 1. In-depth ICF Code of Ethics: - Gain a thorough understanding of the ICF Code of Ethics and Core Principles for professional conduct. 2. Mastery of Core Competencies: - Achieve a deep understanding of ICF Core Competencies to enhance coaching effectiveness. 3. Practical Exam Preparation: - Engage with 60 exam-like questions to build confidence and practical experience. 4. Strengthened Ethical Skills: - Develop strong ethical decision-making skills for navigating complex coaching scenarios. 5. Credentialing Exam Readiness: - Be well-prepared for the ICF credentialing exam and advance your coaching career. If you are interested you can enroll for the cohort using the link below. https://lnkd.in/evZVEbCT P. S. Once you make the payment you will be led to a Google form. Please fill out the form and you will get an email notification. You will get added to a WhatsApp group within 48 hours.

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I had a great time presenting 3 Powerful Interview Storytelling Strategies yesterday at the Portland HR Management Association (PHRMA) Special Interest Group. I covered: ✨✨How to identify the RIGHT stories to tell in your interview (which aren't necessarily the same every time)--using the job description as your guide. ✨✨How to make your stories ROBUST by fleshing them out ahead of time using a framework like SOAR (Situation Opportunity/Obstacle Action Result), and using the words "FOR EXAMPLE" liberally--especially when you're asked a more straightforward question OR if you have a chatty interviewer when it's tough to get a word in edgewise. ✨✨How to make your stories RIVETING by using positive (and strategic) body language, gesturing, using voice inflection, and quotes (your own and others you've worked with who have said great things about you). The bottom line: Have a portfolio of stories to draw from. Take the time to create your best-of career moments that RELATE to the job so you can answer those questions with confidence. #jobsearch #jobinterviews #interviewtips

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The quality of interaction regulates the speed of discovery. This is my biggest takeaway from our most recent episode on The Leader Factor. During the conversation, Junior Clark and I also answer these questions: ⭐ Why should a non-HR executive pay attention to psychological safety? ⭐ What are the biggest predictors of cultural health? ⭐ How do you build a team that can predictably innovate? ⭐ Is psychological safety an independent or dependent variable? ⭐ How do you unlock the discretionary effort of your people? ⭐ Can you avoid the risk of interaction? ⭐ What are the consequences of building culture by default? Over the years, I've heard executives say: "I have a business to run. I don't have time to worry about culture." What an ironic statement. This tells me you still don't understand how profoundly your culture shapes your outcomes. Give the episode a listen. I'd love to know what you think in the comments ⤵️ https://lnkd.in/gz_vEFjg #psychologicalsafety #4stages

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Is there any in-depth literature on program design for quickly and effectively facilitating the right connections in a community? (Inspired by recent conversations with a couple of people also working on this problem) There's lots of in-depth literature on questions such as "how do I help a human learn a skill?" (the entire field of pedagogy is dedicated to motivation, skill acquisition, retention, etc.), "if this group of humans is in one room, how do I help them get to know each other, or come to an agreement" (the entire field of facilitation, again, with lots of advanced and in-depth techniques) But when it comes to facilitating and leveraging the right connections, it sometimes feels like we're in bronze age. The tools I see being used are: - Put them all in one room (physical or virtual, synchronous or asynchronous) - Put them into a database - Break them out into smaller rooms by self-identified interest - Use AI or manual matchmaking based on available data (self-identified profiles, scraped data, or existing connections) to recommend that X consider reaching out to Y - Ask them to give you more data so the above is more effective - Connect people to people who know a lot of people - Give them a communication medium - Teach them to better participate in connections (better outreach, better meetings, regular check-ins etc.) All of these tools have very serious limitations, primarily either scale of the system, or the amount of time and attention each human can dedicate to participating - especially, busy people who don't give a damn about your system or are not even formally part of it. And I think we can all agree that, overall, what we have is Not Working, and making your way to the right connection is still a nightmare, in the grand scheme of things. There *has* to be something more advanced and more effective, right? There have to be books about tool and program design for facilitating connections?

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🚀 Exciting news from Cognota! 🌟 In response to the transformative shifts in the Talent and Learning & Development industry, Cognota wanted to make sure we can use our expertise in #LearnOps and support our customers even more. Introducing our #MaturityAssessment and #TransformationAssist Program: 🔍 The Maturity Assessment empowers organizations to elevate their L&D operations, align with strategic business goals, and drive increased ROI. 🤝 The Assist Program provides invaluable strategic support for transforming operations, optimizing resources, and integrating AI-driven insights. 💪 These groundbreaking initiatives are designed to empower L&D teams to completely transform their learning operations and drive substantial business growth. 💡 Curious to learn more about these game-changing tools for L&D transformation? Click here to discover more: 👉 https://lnkd.in/gKfMugAb #LearningAndDevelopment #TalentDevelopment #BusinessGrowth #Innovation #Cognota #L&DTransformation

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'We model the world only for many of us to mistake our model for the world.' Jazz Rasool, 1994 Sarah Short in her post and through the comments of Dr Ruby Campbell MAICD, MScCoachPsych, MBA(Exec), PhD(Sc) attention is draw to respect how coaching governance is promoted. In the comments for Sarah's post, the role of science, especially mind-body science, was emphasised. For coaching to become a credible profession it needs to be founded on credible scientific evidence as well as aligned human coaching lived experience and models of education that are not solely western centred or sourced. Science doesn't care which coaching body you belong to or whether you are a coach, advisor, therapist or consultant. It has laws, some of which empirically have been shown to be inviolable and unbreakable like the First Law of Thermodynamics, The Law of Conservation of Energy. The First Law of Thermodynamics states that energy cannot be created or destroyed; it can only be converted from one form to another. The First Law is used to categorise 'the performance of cyclic conversion systems'. My own cyclic Coaching Enhanced Technology/Coaching Enhanced Technology, CET-TEC, practice is based on this fundamental law of science, on the cyclic management of energy conversion, which don't just apply to the material world but functions equally for our psyche and inner world when using the right frameworks. The Perennial Coaching Frameworks (PCF's) I work with, many of which come from non-western cultures and through methods that are thousands of years old, existed long before any governing body was set up with their set of competencies to curate some professional structure to coaching. Don't get in a fuss about which body you belong to, focus on the body of experience and evidence of sciences and methodologies that work whether we believe in them or not.

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How do you measure course success? Do your end-of-course surveys provide you with actionable data? One method I highly recommend utilizing is Dr. Will Thalheimer's Performance-Focused Learner Surveys to provide you with more valid, reliable, actionable end-of-course survey data! Check out the carousel below to learn a little more about his method. #eLearning #eLearningDeveloper #InstructionalDesign #elearningDevelopment

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Many companies today have tunnel vision, making decisions based on control and short-term thinking: forced RTO, short-term layoff decisions, shoving AI into spaces it doesn't need to be, etc. What they are NOT doing is taking into consideration who does the work - the employees. My prediction: A reckoning is coming. It may take a year or two, but these leadership decisions are causing a degradation of organizational culture that will lead to a lack of trust in leadership, lower productivity, higher employee attrition, and eventually, a loss of profits. Read the research on why in the full blog post here: https://lnkd.in/gW78V8WJ #employeeengagement #employeeexperience #organizationalculture #organizationaldevelopment #empatheticleadership #leadership #management #changingwork #peopleoverprofit #employee #leader #productivity #turnover

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