Emotional intelligence can be misunderstood and misrepresented. But the bottom line is that the manager who can think about emotions accurately and clearly may often be better able to anticipate, cope with, and effectively manage change. Emotional information plays a critical role in our working lives since the relationships we form are governed by rules…Continue reading →
Cetip 10mg 10 tablets, Cetirizine dihydrochlorideCompositionThe active substance of the drug is cetirizine dihydrochloride. One film-coated tablet contains 10 mg of cetirizine dihydrochloride.cetirizine dihydrochloride uses:Cetirizine is a second generation antihistamine that reduces the natural chemical histamine in the body. Histamine can produce symptoms of sneezing, itching, watery eyes, and runny nose. Cetirizine is used to treat cold or allergy symptoms such as sneezing, itching, watery eyes, or runny nose.Cetirizine dihydrochloride, Cetip 10mg 10 tablets:The other ingredients (excipients) are: tablet core: lactose monohydrate, corn starch, pregelatinized corn starch, talc, magnesium stearate; coating: hypromellose, titanium dioxide (E 171), talc and macrogol 6000.Indications Cetirizine dihydrochloride, Cetip 10mg 10 tabletsThis medicine is used to treat people with hay fever (seasonal allergic rhinitis), allergies occurring all year round, e.g. allergy to dust or animal hair (perennial allergic rhinitis), as well as with swelling, redness and itching of the skin (urticaria).Action Cetirizine dihydrochloride, Cetip 10mg 10 tabletsThe active substance of Cetip is cetirizine dihydrochloride, which belongs to a group of medicines called antihistamines.This medicine also relieves unpleasant symptoms such as sneezing, nasal irritation and runny nose, stuffy nose, itchy, red and watery eyes, and skin rashes.Directions for useAdults and children 12 years and older; one tablet once a day.Children aged 6 to 12 years: 5 mg (half a tablet) twice a day (half a tablet in the morning and half a tablet in the evening) or 10 mg (take once a day as recommended by a doctor. Children weighing less than 30 kg:5 mg (half a tablet) once a day.InformationBefore use, read the leaflet included in the package or consult a doctor or pharmacist, because any medicine used incorrectly may pose a threat to your life or health.
If you examine the rise of a typical leader, the ability to look and listen decreases as power increases. That's a trend you need to be aware of. At the outset, a future leader often rises out of a (Dr.
This article draws on ideas and supporting material from a new book published for the first time in English last week. 702010 towards 100% performance by Jos Arets, Charles Jennings & Vivian Heijnen Copyright: Sutler Media Language: English Pages: 313 Size: 30.5cm x 23.5 cm (12 X 9.25 inches) It provides the first comprehensive and practical guidance for supporting the 70:20:10 model. BUY THE BOOK: www.702010institute.com The book is divided into 100 numbered sections across 313 pages in ‘coffee table’ format. Just eight of these sections are devoted to the problems. The other 92 provide solutions. Full explanations of how the 70:20:10 approach can be used to help overcome the ‘training bubble’ Descriptions of five new performance-focused roles to support the use of 70:2010 The detailed tasks that need to be executed in each of these roles. Task lists, models, guidelines. Checklists to rate your own organisation’s ability to deliver the critical tasks supporting 70:20:10 Nine ‘cameos’ written by leading thinkers and practitioners including Dennis Mankin (Platinum Performance), Nigel Harrison (Performance Consulting), Clark Quinn (Quinnovation), Jane Hart (Centre for Learning & Performance Technologies), Bob Mosher (APPLY Synergies), Jack Tabak (Chief Learning Officer, Royal Dutch Shell), Jane Bozarth (US Government) and others. 12 page bibliography with a wealth of references to supporting papers, books, articles, case studies and other material. Start with the 70. Plan for the 100. Extending Learning into the Workflow Many Learning & Development leaders are using the 70:20:10 model to help them re-position their focus for building and supporting performance across their organisations. They are finding it helps them extend the focus on learning out into the workflow. The 70, 20 and 10 categories refer to different ways people learn and acquire the habits of high performance. ‘70’ activities are centred on experiential learning and learning through support in the workplace; ‘20’ solutions are centred on social learning and learning through others; and ‘10’ solutions are centred on structured or formal learning. 10 solutions include training and development courses and programmes, eLearning modules and reading. 20 solutions include sharing and collaboration, co-operation, feedback, coaching and mentoring. 70 solutions include near real-time support, information sources, challenges and situational learning. Traditionally, L&D has been responsible for services in the ‘10’, and sometimes for more structured elements in the ‘20’ (such as coaching and mentoring programmes). The ‘10’ has primarily involved designing, developing and implementing structured training and development interventions. When done well, these ‘10’ interventions can successfully help to build performance. However, learning which occurs closer to the time and place where it is to be used has a greater chance of being turned into action and result in performance improvement. The closer learning is to work, usually the better. In other words, 10 solutions are likely to have less business impact and provide less value than the 70 and 20 solutions in the long run. Increasing the Value of Learning That’s an important point worth repeating. As learning is highly contextual, and improved performance is the critical desired outcome, the closer learning occurs to the point of use then the greater is it’s likely impact. This point is illustrated in the diagram below. This is taken from the 702010 Towards 100 Percent Performance book. As you move from the 10 and closer to the workflow (where most of the 20 and 70 happen) the potential for impact and realised value increases. This aligns with the model developed by IBM Consulting Services some years ago (see below) developed to explain the evolution of learning and increased value of on-demand services aligned with current and future business needs. The IBM model suggests three phases – access, integration, and on-demand. As learning moves from being separate from work, through enabling work, to being embedded in work the realised value potential increases. De Grip (2015)[1], along with a number of other academic researchers, have also observed that informal learning – mostly 20 and 70 activities - is much more important than formal training when it comes to developing people in organisations. Start With the 70 As learning is likely to be most effective when it occurs nearest the time and place of use, then it is best to always start with the 70 when developing solutions to address performance problems. This may seem counter-intuitive to many L&D professionals. In the past we’ve usually started with the ‘10’. We identified a performance challenge (often presented as a ‘training problem’) and then decided whether the solution should be face-to-face or digital. In other words, do we develop class/workshop or eLearning. This simple binary option approach will not deliver optimum value. Selection of the ‘channel’ is made only from ‘10’ options. ‘70’ and ‘20’ options tend to be ignored. The 70:20:10 approach recommends that solution design should start with options that are most likely to produce fast and efficient results, and those that are most likely to realise the greatest value. These are the solutions that are integrated into the workflow – the 70 and 20 solutions. This recommendation is supported by a number of findings including those recently reported in a paper titled ‘The Secret Learning Life of UK Managers’. ‘The Secret Learning Life of UK Managers’ GoodPractice and Comres November 2015 This report found that, for managers at least, the two key factors that most influence how people in work choose to learn are: [a] ease of access, and; [b] speed of result. The research for this report was based on 500 interviews with managers carried out by Comres[2], a specialist polling and data gathering/analysis organisation. The principal finding of this study was: “How effective a learning option is perceived to be is much less important than how accessible it is and how quickly it produces a result. This applies across all approaches, whether online or offline.” Plan for the 100 The key for effective 70:20:10 design is to plan for the 100. What this means is that any solution is likely to comprise a variety of parts; some 70, some 20, and some 10. It is important to avoid solutioneering within the 10 at the outset. As such, it is important to design with both the result in mind and with the ‘100’ in mind. This immediately extends both thinking and practice beyond the 10. In other words, it is critical to maintain a clear focus on the desired performance outputs and, at the same time, use the principle of designing a total solution – incorporating 70, 20, and 10 elements as needed (and in this order). Starting with the 70 and designing for the 100 is a good mantra to adopt if we are looking to deliver effective learning solutions. Visit the 70:20:10 Institute site at www.702010institute.com [1] De Grip, A. (2015). The importance of informal learning at work. On: http://wol.iza.org/articles/importance-of-informal-learning-at-work-1.pdf. [2] http://www.comres.co.uk/
Navigating the world of educational technology can be a daunting task, especially when you’re trying to align tools with the diverse cognitive needs of your students. Over the years, Bloom’s Taxonomy has served as a reliable roadmap for educators, and the advent of digital tools has only enriched this framework. That’s why I’ve spent some…
Hoy os enseño el penúltimo juego del conjunto de juegos tradicionales basados en el libro "El monstruo de colores" de Anna Llenas, que he preparado para trabajar en mi clase una vez que leamos el libro en la semana del libro: "El dominó de El monstruo de colores" ¿Cómo continuará?... ¿Os animáis a hacerlo y ver cómo sigue? Las reglas del juego son las del dominó de toda la vida. Por ejemplo, yo pediré que comience jugando la pieza doble de la alegría. A partir de ahí, ¡empezamos! Pensad que podéis introducir variaciones como, por ejemplo, que a la hora de poner ficha, el niño/a puede contar una situación en la que se haya sentido como en la emoción que le toca poner... El juego está formado por 21 piezas, y para crearlo me he basado en un vídeo explicativo, del que os dejo el enlace por si os puede servir: Dominó PRACTICOpedia.COM Podéis ver todos los juegos en este enlace: Juegos de mesa El monstruo de colores Podéis descargarlo aquí: Los patrones del monstruo los he sacado del descargable que la autora del libro tiene en su web: Recursos gratis ¡Espero que os guste! :)
¿Cómo son las EMOCIONES? ¿Tienen color? ¡¡¡Sí, las emociones tienen color!!! AMARILLA es la ALEGRÍA AZUL es la TRISTEZA ROJO es el ENFADO, la IRA, la RABIA NEGRO es el MIEDO VERDE es la CALMA ROSA es el AMOR El monstruo de COLORES no sabe que le pasa. Está hecho un lío con las emociones. Y ahora le toca deshacer el embrollo. ¿Te parece si lo ayudamos un poco para que se aclare con tantas emociones juntas? ¡¡¡Qué bien, ya están todas las emociones ordenadas!!! Ordenadas funcionan mejor. ¿Quieres leer el cuento del monstruo de colores? El monstruo de colores de Itzel Morales Pérez En este vídeo también verás la historia del monstruo. Y aquí tenemos las canciones del monstruo de colores. Otra canción del monstruo. Elige la que mas te guste y... ¡A cantar! En este vídeo verás la misma canción que la anterior, pero aquí la puedes leer. Terminamos haciéndonos una corona del monstruo.
¿Cómo son las EMOCIONES? ¿Tienen color? ¡¡¡Sí, las emociones tienen color!!! AMARILLA es la ALEGRÍA AZUL es la TRISTEZA ROJO es el ENFADO, la IRA, la RABIA NEGRO es el MIEDO VERDE es la CALMA ROSA es el AMOR El monstruo de COLORES no sabe que le pasa. Está hecho un lío con las emociones. Y ahora le toca deshacer el embrollo. ¿Te parece si lo ayudamos un poco para que se aclare con tantas emociones juntas? ¡¡¡Qué bien, ya están todas las emociones ordenadas!!! Ordenadas funcionan mejor. ¿Quieres leer el cuento del monstruo de colores? El monstruo de colores de Itzel Morales Pérez En este vídeo también verás la historia del monstruo. Y aquí tenemos las canciones del monstruo de colores. Otra canción del monstruo. Elige la que mas te guste y... ¡A cantar! En este vídeo verás la misma canción que la anterior, pero aquí la puedes leer. Terminamos haciéndonos una corona del monstruo.
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After reading Roger Brown’s post – Adventures in Accelerated Learning – I decided I had better read Sharon Bowman’s Training From the Back of the Room. The book has really […]
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The Myth of Learning Styles Infographic plus a very informative article to Debunk the myth of Learning Styles!
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Connectivism- is this an informal learning theory or is it a combination of learning theories based on our digital age? The simple fact is that information, unlike in the past, is now available to …
Food Safety Poster Learning Objectives and Benefits: Food safety poster features the most important four lessons to avoid foodborne illness for food preparation on this large 18 X 24 inch laminated poster. Clean before you cook.. Steer clear of cross-contamination. Cook to proper temperature and serve hot. Chill quickly and avoid the danger zone. Great addition to your kitchen, classroom and any food preparation area where you need to remind everyone to keep it safe. It also makes a great classroom poster plus it can be used as a school cafeteria poster. Target population: In English, for general audiences, ages 12 - 100 This poster comes with a free handout download PDF shown in the image above, Four Steps of Food Safety.
The 5 Easy Ways to Create an Engaging eLearning Course Infographic shows how to create eLearning courses that will increase learners' engagement levels.
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Downloadable corporate training course materials to buy and run your own employee workshops and courses. Customizable soft skills including communication equality, diversity, inclusion, management and leadership course materials.
Handy Apps for eLearning Professionals Infographic: Check the 10 Handy Apps for eLearning Professionals Infographic to find our more!
Today September 15, we want to celebrate a hashtag day that's dear to our hearts: #onlinelearningday. Now that most of us have to switch from traditional
