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So, not only was this conference in Portland but it was also awesome. Thanks one more time to Joan Petit, Sara Thompson, and the rest of the conference committee who put on such a great event.Mari…
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For the trainers chapter.
"It’s a reminder that being uncomfortable is a necessary precondition of growth."
On motivation gaps causing bad behavior.
Reskilling book: fragile knowledge, inert knowledge, naive knowledge, ritual knowledge.
Why relying on conferences and professional orgs for reskilling is going to be hit-or-miss at best.
What happens when training provision is at best half-assed.
Fixed vs. growth mindsets vis-a-vis learning.
The four modules of Webmaker Training are somewhat non-specific. They are mainly designed to be an on-ramp for people who don’t have much experience with trying to #TeachTheWeb or people who are new to our Read more…
Some stuff in lit review on how/why "the learning organization" is important for organizational innovation.
"Learning styles" is probably bushwa, but there you go.
A couple of weeks ago I went on a “Drupal for Developers” training course given by Acquia. We were asked to bring laptops on which we had installed all sorts of software to allow us to …
Preston Holmes, Jessica Hamrick, Luke Lee, and I helped deliver a Software Carpentry bootcamp during the PyCon sprints in Montreal in April 2014. The audience consisted of roughly 35 librari...
Good example of a PLN.
n my last column I summarized what “a slew of library managers” told me they do to develop professionally, as well as what they’d like their direct reports to do in the area of professional development. This time around I’ve asked a bunch of front-line librarians (public, academic, special, public services, tech services, special collections, etc.) what they’re actually doing in terms of professional development. After summarizing their responses, I’ll do a little comparison between the different sets of replies.