The practice of flipped learning not only holds the promise of making teaching more effective and more fun but also leads naturally to avenues of productivity in scholarship and service, according to Robert Talbert in his book Flipped Learning: A Guide for Higher Education Faculty. The traditional higher education teaching model presents information in the form of lectures to large groups of students who then go away and undertake by themselves higher-order learning activities involving application, analysis and evaluation. In the flipped model, the students study the information by themselves, and then in group class time they undertake the more cognitively complex learning activities for which access to the teacher’s expertise is much more necessary.
If you’re a good trainer and people are learning, you are fundamentally changing people’s brains, so it is worth understanding enough about the hardware and software that you’re working with to get the best results, according to Stella Collins in her book Neuroscience for Learning and Development: How to Apply Neuroscience and Psychology for Improved Learning and Training.
How does one become a better and faster learner, and how does one build an organization that is more adaptable and learns better and faster than the competition? Those are the questions which Edward Hess aims to answer in his book Learn or Die: Using Science to Build a Leading-Edge Learning Organization. The book aspires to synthesise recent developments in the understanding of how people learn, the role of emotions, and environmental factors which can assist or inhibit learning.
Learning is an integral part of great workplaces, and as our world changes, continuous learning becomes not a luxury for the few but a necessity for the many, according to Nigel Paine in his book The Learning Challenge: Dealing With Technology, Innovation and Change in Learning and Development. In a new age, we need new models of business, and to match these we need new models of learning.
In a typical organisation, only a small percentage of employees are fully engaged in their work. These typically tend to be the self-motivated stars, who are significantly more productive than their less-engaged peers. If you wanted to discover what makes someone a star performer and then replicate that with the other employees, how would you go about doing it? That is the question addressed by William Seidman and Richard Grbavac in their book The Star Factor: Discover What Your Top Performers Do Differently – and Inspire a New Level of Greatness in All.
Nearly anyone with a decent computer, a high-speed Internet connection, and expertise or access to expertise in a topic or skill set can reach a global audience in very sophisticated ways, according to Jeff Cobb in his book Leading the Learning Revolution: The Expert’s Guide to Capitalizing on the Exploding Lifelong Education Market. Although the book refers particularly to lifelong learning, its contents are relevant to any type of education organization including trade and professional associations and businesses which play a role as brokers of expertise.