You can make your conference the purple cow of all conference experiences. That is if you want to be seen as unique and different. So how do you do that? By creating conference experiences that help your participants think smarter! This means designing conference experiences that go full frontal! Going full frontal means engaging the frontal lobe of your brain. The Traditional Low Level Cognitive Conference Most conference experiences are passive. They deliver information and distribute … [Read more...]
Take Your Conference Full Frontal
It’s time to take your conference full frontal! No, not a full frontal lobotomy. Nor a behind the scenes look at the private parts. It’s time to challenge and encourage your conference stakeholders to focus on engaging their brains at a higher level. It’s time to develop conference experiences that help your stakeholders think smarter. It’s time to equip your participants with the ability to conquer the complexities of their 21st Century work by going full frontal! (Hat tips Dr. Sandra … [Read more...]
Increasing Active Learning Yields Big Results Infographic
Dr. Russell Mumper, Vice Dean of the Eshelman School of Pharmacy at UNC Chapel Hill, decided to try the flipped classroom concept. He knew that with the explosion of information there was no way to teach his students everything. Instead he used his content to teach them how to become active, lifelong learners. He then performed rigorous research to see if active learning and putting lectures online worked. The results changed his perception of teaching. Take a look at this infographic from … [Read more...]
More Dangerous Assumptions About Your Conference Education Part 2
The research* shows that much of what we do in our conference education is actually counterproductive. (*See partial list of research and books at the end of Dangerous Assumptions Part 1 post.) We spend too much of our conference time on delivery of information. The web is a better information delivery model than our events. We should shift our conference education focus to our attendees’ real business results. When we emphasize delivery for application instead of delivery for information … [Read more...]
Dangerous Assumptions About Your Conference Education Part I
It’s a very dangerous assumption. We assume that if our speakers are talking, our attendees must be learning. We equate telling from the stage with audience education. Telling does not equal learning. We’ve placed a value on experts talking instead of a value on attendees’ learning. It’s backwards thinking and it’s one of our conference’s most dangerous assumptions. Mimicking The Wrong Model Most of our conference education mimics our traditional higher education model. Attendees listen … [Read more...]
Leading Others Through Organization Change Requires Effective Brain-Friendly Plans
Yes, when dealing with change, the details of the change are important. Equally important are the plans we develop to bring others along with the change. We often omit creating a plan that our team can own. We make a barbaric blunder and create a plan about the details of the change. We forget about a plan to help our team adopt the change before we talk about the details of the organizational change. Sources: Authors Dr. Sandra Bond Chapman, Dr. Henry Cloud, Dr. Charles Stone, Dr. Al H … [Read more...]
Breaking Through The Guardians Of Change By Addressing The A In ACE
How can you unlock the grip of failure on your organization? “What?” you ask. “My organization is not operating at a loss or failing.” Oh, I beg to differ. If your organization strives to achieve status quo, a failure mentality has taken hold. Fear of failure and fear of change are probably your organization’s biggest obstacle to innovation and growth. Brain Savvy Leaders Guide With NeruoInsights Smart organization leaders use current neuroscience and cognitive psychology research to … [Read more...]
Brain-Savvy Leaders Foster ACE
In order to grow, your organization must change. Organizations that refuse to move become stagnate. They become trapped, treading water through a set of regular routines while getting nowhere. Without lasting change, organizations become dull, sluggish and deteriorate. They eventually die, sometimes slowly, sometimes quickly. Unfortunately, the majority of organizational change fails, misses the mark or makes things worse says author Mick Cope. The Leadership Change Myth Many leaders … [Read more...]
