Chief Learning Officer - August 2008 - (Page 37)

standing structure with the materials. The core learning goal was to develop effective teamwork focused on solving a problem. Subordinate learning goals included how to generate creative ideas, have open discussions, plan quickly and take calculated risks to achieve superior results. Team focus: The learning olympics model lends itself to team building and teamwork. While individual activities should not be excluded, many people like to collaborate in a focused group, and many organizations want to build teams that work together effectively on multidisciplinary projects. Scoring: Like the real Olympics, every event has criteria to score the top three winners (gold, silver and bronze). The Innovation Olympics used a point system in each of the events. For example, in the Creative Change Course (see the “In Practice” on page 36), judges used a detailed scoring sheet that involved more than 15 performance-criteria measurements based upon the goals of the event. Rewards: Television sports journalist Jim McKay popularized the phrase “the thrill of victory and the agony of defeat” to describe the range of feelings that come from the end of a competition. In learning olympics, hype the thrill of victory, but eliminate the agony of defeat for teams that tried but missed by giving out a variety of awards. Awards can recognize top-scoring teams, as well as the best risk-taking team, the most creative team or offbeat rewards, such as awards for the group that overanalyzed or overplanned but underimplemented or the group that had the most fun working together. There are no losers in a learning olympics. Rewards might consist of, for example, $100 to each winning team member, gift cards to restaurants or retail stores, engraved trophies or plaques and even silly but meaningful awards such as stuffed animals that symbolize a speciﬁc desired work trait. Recording and reliving the event: Photograph and videotape the team events and then edit the photos into creative slide shows and video clips that portray a fun and interesting story. Use customized graphics, cartoons or illus- EMPLOYEE EDUCATION FOR THEIR FUTURE, AND YOURS. The Strayer University Educational Alliance program. Strayer University wants to help you better develop your company’s most important asset: your employees. We will evaluate your e-learning library and instructor-led training programs to provide the maximum number of comparable college credits. Strayer University also grants credit for your employee’s work/life experience, which makes our program the most efficient path to earning a degree for your employees. In addition, our online reports and central billing system make it easier for you to measure the return on your investment. Strayer University is a regionally accredited, nationally recognized university with more than 115 years of experience in helping fulltime employees fit education into their life, and their career. Strayer University is accredited by the Middle States Commission on Higher Education. To learn more about Strayer University’s educated approach to workforce development, call 571.642.2987 or email ann.berger@strayer.edu.

Table of Contents Feed for the Digital Edition of Chief Learning Officer - August 2008

Chief Learning Officer - August 2008 Editor's Letter Contents Connections Business Impact Trends Best Practices Effectiveness High-Octane Leadership Development Leadership and Personality CLO Profile Discussion Groups: Harvesting Value from Real-World Experiences Kimpton 2.0: Discussion on the Web Learning Olympics: Development Through Competition Bypassing the Obstacles to Change Listen Up: A How-To-Guide for Podcasting University of Toyota: A Success Story in Podcast Implementation What Stinks About Webinars? Webinars for Learning Professionals Case Study Business Intelligence Advertisers' Index Editorial Resources In Conclusion

Chief Learning Officer - August 2008

For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.