This newsletter is built with the full psychological, design, development, and brainstorming support of Nifty Learning.
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If Offbeat got lost in May somewhere in your inbox, have no fear. This week, I listed the coolest, most interesting resources I have shared the previous month. Enjoy!
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The main point of this article is that leaders are one of the main drivers of inclusive workplaces. To act as role models they have to employ three practices stemming from research on mentoring, inclusive leadership, and justice: (1) participative decision making, (2) team building, and (3) impartial treatment.
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Research shows that changes in the way of working lead to changes in the way we behave as well. In times of uncertainty we look up to our superiors, but most of them are not even prepared to deal with it. This article left me with a question. How can we address biases in leadership development programs?
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I love to explore how companies put together their Employee Handbooks, mainly because it comes with so many cool ideas. So I was pretty happy to discover Blendle's Employee Handbook and look into their onboarding process, job matrix, or their feedback process.
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In this upcoming event, Learnerbly explores the idea of scaling yourself and your colleagues while your organization is being scaled, by taking on new tasks, responsibilities, and challenges daily.
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Definitely the title of this resource made me curious about its contents. It explores the Haier model, a management model explored by a Chinese company with the purposes of bringing back motivation, entrepreneurship, and speed to their organization. Pretty interesting insights.
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Woop Woop! So happy to see a new book by Barbara Oakley. Do you spend too much time learning with disappointing results? Do you find it difficult to remember what you read? Do you put off studying because it’s boring and you’re easily distracted? This book is for you.
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This is such a valuable resource you can share with your managers! It covers pitfalls of 1:1s and how managers can avoid them, a checklist, a template, and guiding questions. Found it really useful for myself and will definitely share it with my colleagues.
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If you're passionate about behavioral science, this one is for you! The main question is how can we help organizations make use of all the research about human behavior? The author proposes 4 roles behavior scientists can adopt: (1) problem solver, (2) auditor, (3) designer, and (4) strategist.
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I always try to remember that as L&Ds we also have a tiny responsibility for the well-being of our colleagues and we can act on it by both shaping the environment in its favor and by sharing resources to boost it. HiberNation, the new Headspace podcast, is 100% about that.
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I always felt that knowledge management and learning & development had a lot in common but never took the time to research the link. This article explains what the two have in common and goes through the story of how NASA improved their knowledge management to support learning. The coolest idea I took out of it is their Public Lessons Learned System.
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If a mental model is an internal representation that allows us to interact effectively with the world, what the heck are shared mental models? Apparently, they are about being on the same page. This article has a combination of theory and exercises that get teams to think alike about the team's health, roles and responsibilities, and what "good" looks like.
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Back when she was part of the productboard team, Tereza Machackova wrote an article about how they approach their onboarding process making the most out of Slack and Notion, sending welcome packages, and helping people get to know each other.
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L&D leadership is so much more than knowing core learning principles and executing on upper management's training wishes. It's about having a strategic vision for moving your organization forward through intentional learning experiences.
- SarahCannistra
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Designing with biases in mind
There are so many things we have to account for when designing learning experiences. We think about timing, learning methods, learner's past experiences, and current know-how and skills. But what about biases? We all have them and most of the time they are a huge wall between us and acquiring new skills and knowledge.
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Thanks to Huma Adnan, Roy Ben-Yehuda, and Kira Litvin for sharing Offbeat in the past week.
If you found this issue insightful and think your peers could benefit from it, please encourage them to subscribe to the Offbeat Newsletter. Your support will help us grow this newsletter and bring it to as many L&Ds as possible.
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