How can you use this web?

We give you ideas and you decide what to do with them.

This website does not have a beginning nor an end. EVERY Tuesday we publish a new idea. You can subscribe to updates or you can come visit every week to see what’s new.

We don’t publish ideas in any specific order. We publish them as we think of them.

 

Tips if you’re a manager:

1. Open a calendar.
2.Close your eyesand place yourfingerrandomly on any date.

  1. Read the actionposted onthat day.Is itexpensive? Is it verydifficult? You don’t feel like starting withthat one?You don’t really see it? Chooseanotheruntil you findthe right one. (You could also chooseaccording to your budgetorimplementation difficulty. You couldchooseby the title, or because the picture that illustrates it caught your attention, or by looking at thetags… you could actually use a different way to chose every time you implemented one!) .
    4. Implement it. How? As you wish. Here are some options, but if you do not like any you can think of others:
  • Do itdirectly.
  • Nominatea teamin your company that will do it. For example,people in theHR theCSRorTraining Departments
  • Hiresomeone localto helpyou.
  • Contactus andwe will help

 

  1. Lookon the web to see if other peoplehave already implementedthe action andhave commented onthe processand/or outcome.
    6. Document what happened, how you did it, what impact it has had.
    7. Tell us about your experience. You can write directly on the web or ask us to draft a case study with the information you provide us with and we publish it on the web. This way we all learn.
    8. What was the experience like? Was it good? Well now you can think big. Think of implementing more actions within a full program. If you need help, do not hesitate to hire local experts in training, communication and / or human and labor rights. If you do not find anyone local who can do the job, call us.

 

 

Tips if you’re a trainer:

1. Convince your client that for learning to be effective it is necessary that participants engage actively in their learning experience.
2. Read the ideas we propose.
3. Design your training methodology using some (or many) of them.
4. Document how participants react and how they engaged in their learning.
5. Tell us about your experience. We will publish it on the web so we all learn. Remember you can visit the site to see how other trainers are using them and discuss how they could even be adapted to other contexts.

 

The icons:

Every action is accompanied by four icons that provide information about:
– Cost of the action
– Difficulty in developing or implementing
– Time it takes to implement
– Level of knowledge expected to transmit

Cost, difficulty and time are measured according to three levels: 1-low; 2-medium; 3-high.

 

 

The level of knowledge that is transmitted is also divided into three levels:

– Level 1 is awareness. In this level we identify and name the problem. It highlights the consequences and raises awareness for the need of change. We could think of this level as useful to answer the “why” question. Why we need to address this issue, why will it be challenging, why we need a change.

– Level 2 familiarity. In this level we are prepared to dig in a little deeper. It involves identifying criteria that lead to action. This level prepares us to identify solutions to eradicate the problem. This level could answer the question “How?” – How will I change the situation.

– Level 3 competence. In this level we become knowledgeable of the challenge and its solution. In this level we master the issue, and may even lead to be able to train on it.

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