March 2015
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Teaching the need to know, show and grow.

Learning what they need to Know, so they can Show us what we need to Grow together.

Founder, Owner, Publisher AutomatedBuildings.com

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Distech Controls

I wanted to start this article but I would like the industry to help finish it with their comments on social media. I realize most of what I am presenting here is just concepts, I need the industry to help me finish the article with valuable links to real working examples and their shared opinions.

First observation we came to was; Education for growth in the beginning has to be on a need to know basis. The main reason is to keep scope from being overwhelming. Also we do not know what they know and they do not know what they do not know. We need to create an interactive IoT space for this dialog. We need to inventory all existing training resources. Organize them well into an anywhere anytime self-learning experience.

Inventory staff skills/needs. Engage people to find out what they want out of their training/careers.

Create ongoing training/learning plans based on everyone's needs.

“What they need to know”…….only the information they need to know to get to their first level as quick as possible…most companies have a great start on this. A company interactive Wikipedia style medium with linkage to known resources inside and out of company is a great start on creating a self learning culture.

Simple stuff like; Who is who in company? and Who do I need to interact with?  Where's the washroom? and Where do I park? Basic survival stuff first.

An example of the finished product they need to learn to complete their first measured task, plus the "how to create instructions" is a great starting point; then a breakdown of the need to know tasks necessary to get there.

This interactive system needs the ability to chat and ask questions either in real time or a daily answered blog.

The quality of questions will allow close monitoring of progress.

“What they need to show”…….feedback written by them for their today mentors and us all to see.  This collection of chat messages created at the point in time when they had the question will provide insight into their thought patterns and reactions to your self learning culture. Also taught in this lesson is the value of quality feedback to all.

It starts the process of documenting thoughts in your company culture. They also need to show us, prove to us, they can do the defined team task they just learned. They need to do a "show and tell" and get their picture or deliverable stuck on the company frig.  This is an important part of learning, the being graded and recognized.   Every exchange needs all parties to show what they got from the encounter.

“What they need to grow” The above may achieve survival skills but if they wish to grown we need to help them. They need to show us how they can take their curiosity and present useful building blocks in “after-action reviews”.

They need to help define the next learning module. The company needs to lead by being clear in presenting what they do not know, that they need them to know.

From 10 Practical Insights to Improve Your Learning Culture

http://bigthink.com/big-think-edge/10-practical-insights-to-improve-your-learning-culture

People want to learn in a format that engages and inspires them--it has to be top-quality production to be effective. They want to be inspired by recognizable leaders, sharing their personal experiences that can be translated into action.  The content needs to be multi-purpose--useable for individual learning, or as a conversation catalyst in team meetings to drive innovation and leadership.

Reliable Controls Quote from:

http://rewrite.ca.com/us/articles/security/the-first-rule-of-hacker-school.aspx

Today, technical proficiency alone isn’t enough to land a job at the most competitive companies. There’s now an unprecedented emphasis on a candidate’s soft skills, such as collaborative abilities and a strong sense of how products fit in with a business’s overall goals. The ability to take risks is another requirement in the "fail fast, fail often" culture of DevOps, as is emotional maturity—especially as companies strive to create more inclusive cultures and to close diversity gaps in their engineering departments.

Attributes of a Modern “Tech” Employee This article covers the attributes that I look for and respect in employees and business partners and the tools we should be leveraging. https://www.linkedin.com/pulse/attributes-modern-tech-employee-roy-kok

Please share your known resources

Please help me help you to know2grow.

Include your comments and links to valuable resources so we can share a new way of learning in a IoT world.



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