Education 2.0 & 3.0

Life is filled with high-pressure situations. But you can teach your brain to perform better in these scenarios.

Via John Evans, Juergen Wagner

Via The Learning Factor

Moodle as a LMS is the best in the world but due to its large code base and modular architecture it may become a resource intensive application for your server until you optimze and fine tune it. As a Moodle server administrator, you may face problems with optimizing the Moodle performance on your server.

All server applications needs to be fine tuned to optimized use of server resources which is the same case with Moodle. It also needs to be fine tuned and optimized to improve the performance.

Moodle can be made to perform very well, at small usage levels or scaling up to many thousands of users. The factors involved in performance are the same as for any PHP based database-driven system.

Via Miloš Bajčetić, Juergen Wagner

Here’s the dilemma: In a competitive, complex, and volatile business environment, companies need more from their employees than ever. But the same forces rocking businesses are also overwhelming employees, driving up their fear, and compromising their capacity.

 

It’s no wonder that so many C-Suite leaders are focused on how to build higher performance cultures.  The irony, we’ve found, is that building a culture focused on performance may not be the best, healthiest, or most sustainable way to fuel results. Instead, it may be more effective to focus on creating a culture of growth.

 

A culture is simply the collection of beliefs on which people build their behavior. Learning organizations – Peter Senge’s term — classically focus on intellectually oriented issues such as knowledge and expertise.  That’s plainly critical, but a true growth culture also focuses on deeper issues connected to how people feel, and how they behave as a result. In a growth culture, people build their capacity to see through blind spots; acknowledge insecurities and shortcomings rather than unconsciously acting them out; and spend less energy defending their personal value so they have more energy available to create external value. How people feel – and make other people feel — becomes as important as how much they know.

 

Building a growth culture, we’ve found, requires a blend of individual and organizational components:

 

An environment that feels safe, fueled first by top by leaders willing to role model vulnerability and take personal responsibility for their shortcomings and missteps.A focus on continuous learning through inquiry, curiosity and transparency, in place of judgment, certainty and self-protection.Time-limited, manageable experiments with new behaviors in order to test our unconscious assumption that changing the status quo is dangerous and likely to have negative consequences.Continuous feedback – up, down and across the organization – grounded in a shared commitment to helping each other grow and get better.
Via The Learning Factor

Psychologist John Gottman can predict whether or not a married couple will be together five years later with startling 90 percent accuracy. How does he do it?

 

He watches them argue.

 

The ability to engage in healthy, productive debate is not only essential for ensuring a long marriage--it's also the key determinant of high performing teams.

 

A recently released six-year study cites the ability to manage conflicting tensions as the most critical predictor of top-team performance. Berkeley research shows teams that debate their ideas have 25 percent more ideas altogether and that companies like Pixar embrace healthy debate as a vital part of their performance (in its case to make better films).

 

Via The Learning Factor