The university of the future has arrived in the Minerva hybrid model of online learning and offline teaching.It has already drafted its focus on key futuristic topics such as liberal arts and critical thinking. With increasing percentage of professionals loathe to quit their jobs, this is an ideal platform for continuous learning models such as is used for an . The institute has also paid a lot of attention towards the aesthetics of the place as it is well-known today that design thinking plays a crucial role in spawning creativity and innovations. The methodology of training is such that the students end up retaining much more than in traditional places where most of the material gets forgotten before the final whistle is blown. Even the testing pattern is unique as Minerva follows the CLA (Collegiate Learning Assessment) pattern. This shows a remarkable pattern of improvement over time. Minerva is now getting more applications for some courses than established giants such as Dartmouth or MIT. An aspect of Minerva’s branding that the founders are really conscious of is the positivity that is to be brought out.

Source:http://knowledge.wharton.upenn.edu/article/can-the-minerva-model-of-learning-disrupt-higher-education/

Uploaded Date:10 July 2018

In a seminal study in 1970 by a professor from the UCLA, the importance of body language was established. In fact, a 7-38-55 ratio was proposed about the significance attached to each aspect. Words spoken accounted for a mere seven percent, while the tone of voice and the facial expressions counted for thirty-eight and fifty-five percent respectively each. When more such elements get used, time can be converted into trust. So, email which only entails words is responsible for a seven percent conviction while phone call has a seven plus thirty-eight percentage as it includes both words and voice. Face-to-face interaction added in a meeting, takes the tally up to a hundred percent. Video conferencing does not fulfil the hundred percent criteria as “looking in to the eye” is not possible. A handshake lets oxytocin flow in, tendering personal touch as more effective. Thus,corporate training exercises that attempt at team-bonding must include off-sites or retreats even during cost-cutting. This is because it takes the trust factor to beyond the hundred percent engaged through specific outdoor activities.

Source:http://innovationexcellence.com/blog/2018/04/12/how-to-convert-time-into-trust-and-creativity-the-7-38-55-rule/

Uploaded Date:22 June 2018

Bringing increased mindfulness among employees through meditation or other means is a key target area for a lot of corporates. This is because, increasingly in the ongoing digital age, people seem to be distracted most of the time, so not being able to focus their attention. Several corporate training programmes are being facilitated to bring upon this change. However, employees need to understand that the greatest source of such learning must come from the daily grind of suffering at the workplace. While most people today may not feel as confined to their workplaces like earlier times, there is still that element. Stanford Graduate School of Business Lecturer Leah Weiss in her latest book has highlighted three major kinds of mindfulness to be honed. The first of these is embodiment which refers to the body alone. Then there is metacognition which is an acknowledgment of the experiences a person goes through and learning via them. Focus is the third one, as it directs the attention to where most desired.

Source:https://www.gsb.stanford.edu/insights/bringing-mindfulness-your-career?utm_source=TWITTER&utm_medium=Social&utm_campaign=Insights&Date=20180402&linkId=49960437

Uploaded Date:07 June 2018

It is wrongly believed that quick learners are born, not created. But if this would be true, companies would not be spending billions of dollars collectively each year on corporate training programmes. Repeated research has shown us that it is people who track their progress who are better at learning, rather than any specific genetic makeup being required. According to management thinker Marcel Veenman, a focus on how to grasp is fifteen percentage point more fruitful than any innate intelligence. There is a three-step process to be followed to achieve such clarity in thinking. First of all, one’s end goals must be well-organized, so one knows how best to plan ahead. One must also learn how to think about thinking. This is called metacognition. Once, a new skill has been learnt, it is essential to reflect on the same, so that it gets well-absorbed.

Source:https://hbr.org/2018/05/learning-is-a-learned-behavior-heres-how-to-get-better-at-it?utm_medium=email&utm_source=newsletter_daily&utm_campaign=dailyalert_activesubs&referral=00563&deliveryName=DM4966

Uploaded Date:30 May 2018

It has been increasingly observed that at several corporate training sessions, the attendance keeps falling off. This is due to a lack of trainee engagement, where subjects are often not really sure about the purpose of the sessions. Before starting any such trainings, it is pertinent to gauge the aspects the workforce really needs to be trained in. Sometimes, learning incentives need to be added in. It helps to have Subject Matter Experts (SMEs) within the organization to explore in-depth on areas of concern. In order to have more engaging training sessions, a strategic curriculum needs to be designed. Certain shortcuts or learning loopholes need to be devised as this raises the trainer’s profile. Instead of constantly focusing on the bigger picture, the entire learning module ought to be broken down into micro-learnings so that trainees get the sense of progress with close of each chapter. No hurry must be intended and for any shortcomings, the trainers must not hesitate in enlisting external support. Pre and post-surveys are necessary to gauge authentic business intelligence on the relevance of the programme. Some manager surveys can also be conducted to understand how the team leaders saw the impact of the sessions on the workforce.

Source:https://www.forbes.com/sites/forbesagencycouncil/2018/01/12/how-to-create-a-learning-environment-people-actually-want-to-be-part-of/#7ca8548a4411

Uploaded Date:01 March 2018

While the digital age is exciting for many, it is also creating certain upheavals for many. A lot of professionals are worried about their future employability, while companies are not getting the right talent fit within. This is going to further exacerbate with about a third of present day skills set to be recast by the year 2020. A PwC survey reveals that more than a third of CEOs surveyed are extremely worried about the future availability of the desired skills. Thus, companies are having to tweak their current talent recruitment patterns in order to incorporate people with the skills required for tomorrow. Since a lot of those skills are uncertain, and companies are loath to lose their experienced, qualified staff, specific retraining and reskilling programmes well need to be launched. Generic corporate training programmes will no longer suffice. The new skills required may broadly be divided into three subsets which are- business and science, human or soft, and technology. To tweak the recruitment system accordingly, company leaders must first assess the existing talent pool to understand the gaps existing. The recruitment must advance at a certain scale, as otherwise it won’t be feasible. This may require additional mentorship or personalized coaching sessions. The newer talent must get integrated with the old one, so that this diverse set of talent can co-exist together. The entire team needs to be put on an accelerated mode as only then will such a gargantuan goal succeed. While, it pays to have a good recruitment system, it will not work without collaborations from other stakeholders such as academic institutions.

Source:https://www.pwc.com/us/en/hr-management/publications/workforce-reskilling.html

Uploaded Date:23 February 2018

At the recent MERIT Higher Education Summit, held in Lisbon, the future of education was pored over. One insight that definitely emerged over others was the rise in popularity of Executive MBA and other continuous learning modules. Due to constant technology changes, a one-time degree is less relevant, but professionals constantly need to upgrade themselves. A challenge brought out by the associate of a business school in Lausanne, Switzerland was about how on-campus learnings can be tailored to meet the future needs. While face-to-face interaction must play a pivotal role in education, it will get supplemented by online study. The Executive Director at HEC Paris, even confirms that now almost all those interested in executive education prefer digital learning as part of the training. Due to a lot of existing education and roles getting redundant, there will be a huge shortfall of people by the year 2030. Thus, talent recruitment systems will be under massive pressure by that time if education patterns do not keep pace with skills really required.

Source:https://www.businessbecause.com/news/emba/5069/technology-online-learning-future-executive-education

Uploaded Date:23 February 2018