LIQUID LEARN™

Over the course of your career, you’ve probably noticed several changes in how your organization has managed its business and employees. Priorities and demands of every era are unique. Sometimes an era calls for scrutiny while other eras call for creative license. Success is directly linked to our ability to understand what our corporate culture demands of us. Today we are in a new era of management.

Relevance, as defined by Wikipedia is a term used to describe how pertinent, connected, or applicable something or someone is to a given matter. It may be the most important word on your path to leadership.  Think of the people whom you follow. Are they relevant? Is she or he someone who is pertinent and connected to your matter (your goals)? Would you hit at least a speed bump if their relevancy shifted? The stronger their relevance the bigger the speed bump. In some case it could be a brick wall. Relevance is a tool or state you must establish to lead.

This post is about getting to know yourself and how you can leverage your talents to build the culture you want within your organization.  Believe you can!  That has to be your first commitment.  As you look at so many of our accomplishments as a species on this planet, nothing was ever accomplished by someone who did not believe this.  Believing you can make a difference is a pivotal first step.  Ford believed he could when he made the first automobile.  Edison believed he could when he created the light bulb.  We’ve eliminated deadly diseases from existence like polio.  We put a man on the moon and beyond.  We have photographs of universal realities that look as if they could only have been imagined by someone.  Reality shifted every time someone believed they could do something and followed through.  If you want a specific culture in your organization, you must believe you can build that culture.   If you want to be a leader, you have to believe you can become that leader.

ASTD Techknowledge presented a great crowdsourcing opportunity. One of the challenges we have as trainers / learning facilitators, is getting the learner engaged. Twitter is not the be all solution to our workforce problems but it does offer great value. The challenge is its value is limited to the willingness of the learner to participate.