Fink's Five Principles of Good Course Design

Fink's Five Principles of Good Course Design

Whether teaching young people or adult learners, most course design criteria are the same. This applies to the corporate world, as well as academia.

A "Good Course" is one which meets the following five standards:

1. Challenges students to higher level learning


2. Uses active forms of learning


3. Gives frequent and immediate feedback to students on the quality of their learning


4. Uses a structured sequence of different learning activities


5. Has a fair system for assessing and grading students

L. Dee Fink, University of Oklahoma Instructional Development Program, July 19, 1999.
http://honolulu.hawaii.edu/intranet/committees/FacDevCom/guidebk/teachtip/finks5.htm

Six Sigma: DMAIC

As we have discussed before, Six Sigma is a powerful business strategy that utilizes data and facts, rather than intuition for making sound corporate decisions. The key methodology of Six Sigma is DMAIC:

• Define process improvement goals that are consistent with customer demands and corporate goals


• Measure key aspects of the current process and collect data


• Analyze the data to verify cause-and-effect relationships


• Improve the process based upon data analysis


• Control to ensure that any deviations from target are corrected before they result in defects

Even if your organization does not wholeheartedly adopt Six Sigma, it can still benefit from many of its precepts.

Leveraging Technology – VI: Adobe Engage

By now you may be wondering if I work in the marketing department for Adobe. Whereas that is not the case, I certainly am a fan of many of their products.

Most recently, I have become aware of the attributes of Engage software. As the company says, “Easy-to-use templates let you create rich-media interactivity in minutes. Choose from a wide range of interaction types, including process, timeline, pyramid diagram, labeled graphic, interactive FAQ, and more. The familiar Flash format allows interactions to integrate seamlessly into virtually any e-learning course, or even stand alone on any Web site.”

The whole idea is, of course, to create engaging interactive content to further reach your e-learning students, and attain your teaching goals. If you have the cash, give it a try!

Getting Buy-in

Getting Buy-in is always a desirable goal. To do this, it is good to keep in mind that People Do Not Argue with Their Own Data. People are more likely to strongly believe something if they arrive at the idea themselves (or at least think they are arriving at it themselves.)

Presenting structured activities that generate the adult students' ideas, concepts, or techniques will facilitate learning more effectively than simply giving them information to remember.

Getting buy-in is important – perhaps essential.

Edmunds, C., K. Lowe, M. Murray, and A. Seymour. 1999. The Ultimate Educator. National Victim Assistance Academy (Advanced). Washington, DC

Six-Step Plan for Coaching

The Six-Step Plan for Coaching includes the following. Use these steps for every coaching session:

1. Preparation
   Set an objective
2. Open
   Build rapport and state the purpose of meeting
3. Perceptions/Needs
   Let the employee talk first and only then give perceptions
4. Identify and Remove Obstacles
   This is where you get into mutual problem solving
5. Close/Acton Step
   Agree to next steps and be sure to cheerlead!
6. Follow Up
   Set a follow up date

Following these steps will add structure and consistency in your coaching sessions.

Leveraging Technology - V: TeacherTube

Another great technology resource (that is Free!) is TeacherTube:

TeacherTube is an online community for sharing instructional videos. It is a site where teachers can post videos designed for students to view in order to learn a concept or skill.

Among other things, with TeacherTube, community members can:

1. Upload, tag and share videos worldwide.
2. Browse hundreds of videos uploaded by community members.
3. Integrate TeacherTube videos on websites using video embeds or APIs.
4. Make videos public or private - users can elect to broadcast their videos publicly or share them privately with those they invite.

TeacherTube - Try it out! http://www.teachertube.com/index.php

The Keirsey Tests

The Keirsey Temperament and Character are interesting and resemble the Meyers-Briggs test. The following link takes you to a location on line (scored immediately.)

Participants will enjoy taking the tests and learning about themselves from the scores they receive. The scores can also be used by instructors at the beginning of courses to learn about students and better plan instructional strategies, emphases, and individualized responses.

http://www.keirsey.com/

Give it a try; it is interesting and rather fun...

Life Experiences and Learning

I read the following quote on the web this morning. I am still trying to decide if I think it is true.

“The more life change events an adult encounters, the more likely he or she is to seek out learning opportunities. Just as stress increases as life-change events accumulate, the motivation to cope with change through engagement in a learning experience increases.”

Can it be true that the more we have experienced, the more we want to learn? I am going to have to think about this and come up with some examples.

Roots of Adult Learning Principles

Since the 1970s, adult learning theory has been based on four assumptions:

1. As they mature, adults tend to prefer self-direction.
2. Adults' experiences are a rich resource for learning. Active participation in planned experiences—such as discussions or problem solving exercises can createa powerful learning experience.
3. Adult learners' needs and interests are the starting points and serve as guideposts for training activities.
4. Adults are competency-based learners, meaning that they want to learn a skill or acquire knowledge that they can apply to their immediate circumstances.

"The Ultimate Educator" by Edmunds, C., K. Lowe, M. Murray, and A. Seymour, 1999.

Leveraging Technology IV - Kindle

Okay, I confess; I am an unrepentant technology and gadget freak. One of my current favorites is the Kindle e-book from Amazon. This wireless portable reading device has great appeal to tech-savvy readers, and it also has great potential for sharing information and learning.

Though the Kindle is primarily designed to purchase books from Amazon and then make it readable on a digital screen; it is also a mobile device that creates a connection to the Internet. The capacity to distribute educational materials with this ingenious technology is as yet an essentially untapped resource.

What educational possibilities will be realized through using Kindle in the future? Our imaginations are the only limit…

Using Humor to Engage Your Audience

As anyone who knows me will tell you, I like to use humor in my presentations. I have always found it beneficial in engaging the participants, and it helps to improve student learning.

The creative development of humor in the virtual classroom deals with "how" to teach, not "what" to teach. The use of humor is a teaching tool that increases the amount of "what" that is actually learned by students. Using humor can have a very positive effect on any classroom (or boardroom) experience.

Don’t be afraid. Use some humor in your presentation. Your audience will be appreciative.

Coaching in the Workplace - Part IX

We have discussed the need to use questions to get buy-in from the people we coach. There are questions and there are questions, however.

- Some go for depth in a helpful way and gain buy-in

- Others sound like a prosecuting attorney

When using questions, don't fall into the trap of sounding like an interragator. Find ways to make your questions supportive.

Six-Step Process Improvement Model - Introduction

There are several related modern business methodologies that outline the stages for improving processes.

In the weeks ahead, we will explore one such methodology which incorporates the following steps:

1. Defining the problem in terms of the process
2. Identifying and documenting the process
3. Measuring performance
4. Understanding why
5. Developing and testing ideas
6. Implementing solutions and evaluating

As with all things, it is important to know where you are going, and how you are going to get there.

Leveraging Technology III - Moodle

Moodle is a free software e-learning platform typically referred to as a Learning Management Systems (LMS). As of early 2008, it had a worldwide base of over 17 million users.

The construct of Moodle contends that learners can contribute to the educational experience in many ways. Moodle's features reflect an enormous range of possibilities in its design aspects (e.g. forum, learning activities, wikis, quizzes, and much more). It embraces a broad range of learning philosophies, from constructivism to focused outcome-oriented methodologies.

As has been discussed previously in this blog, the days of doing all training in traditional classroom settings is past. Fulfilling your company's educational requirements through the use of powerful tech solutions such as Moodle is not the future, it is now!

Coaching-In-Workplace-Part-VIII

“Buy-in”; the word/phrase is used frequently in today’s business world. The question is, “how do you get “buy-in”?

The answer is in the form of questions and practiced skill:

• Use questions when doing your coaching
  
• Be patient and wait for the answer


• Do not let the employee sidestep the question


• Keep asking probing, leading questions


• Listen to the answers

Let’s be clear; this is no “easy fix”. Using questions is quite likely contrary to your experience and training (if you are lucky enough to have had that luxury). It is a nonetheless worthy goal.

Get Buy-in!

Identifying Key Processes

Knowing which of your processes are truly key to the success of your organization takes a bit of analysis.

Four questions can be used for identifying key processes:

Ask yourself:

1. Which outputs are of the greatest importance to our customers?


2. Which processes produce these outputs?


3. Which processes are most visible to our customers?


4. Of the processes identified in response to Questions 2 and 3, which seem to have the greatest potential for improvement?

Once you have identified your key processes, you will be well on your way to serving your customers better, and growing your business!

Leveraging Technology II

As I have mentioned in an earlier blog, the days of doing all of your training in traditional classroom settings should be a memory of the past. Fulfilling your company's educational requirements by leveraging the multitude of tech solutions is not the future, it is now!

Another one of my favorite sets of training software is made by Articulate. Articulate Presenter is an easy to use and very powerful solution to e-learning. As their website says, "Presenter lets non-technical users create e-learning courses by adding narration and interactivity to a standard PowerPoint file. At the press of the button, your presentation is transformed into a compelling Flash-based course.”

It's true! It is easy and allows you to create very professional training modules with a minimum of effort (Wow, I should get paid for this…).

Once again, leverage technology; it is the wave of the present.

The Importance of Benchmarking

Why is benchmarking important? Simply put, “If you do not know where you have been, how will you know how far you have come”? Another way to think about it is to ask yourself, “Well, I think we are doing well, but how do I really know”?

There are four basic ways of benchmarking. Think about which one may apply to you, your department, and/or your company:

1. Internal Benchmarking
   Compares one department’s procedures to another
2. Competitive Benchmarking
   Compares organization’s procedures to those of a direct competitor
3. Functional Benchmarking
   Compares how dissimilar businesses perform similar functions
4. Generic Benchmarking
   Searches for the “Best of the Best”
   
   Benchmarking will help you know how far you have come, and how you stack up against the competition.

Coaching in the Workplace - Part VII

"Lead by example" is such an old axiom it is not often heard in modern business discussions. It is nonetheless as valid in today's business world as it was in the past. Being a model for the behavior of others is a very worthy objective for any corporate coach.

• During day-to-day coaching sessions, it is important that you be open to receiving feedback (as well as giving it…)
• Be the model!

Measuring Learning with Kirkpatrick's Model

It can be argued that it is pointless to provide instruction to people if you have no idea whether they are learning anything.


Donald Kirkpatrick first published his widely recognized four levels of learning model in 1959:

1. Reaction of student - what they thought about the training and the instructor
2. Learning - the resulting increase in knowledge or capability (can be measured with a pretest and posttest)
3. Behavior - extent of behavior and capability improvement and application to their job
4. Results - the effects on the business or environment resulting from the students' performance (often quantified in ROI)

If you do not know what your learners are gaining from your instruction, you cannot know if you are succeeding in your educational efforts.

Crosby’s Four Absolutes of Quality

Phillip Crosby, PhD, former president of the American Society for Quality established four absolutes for quality performance. These "absolutes" are as applicable to service industries as they are to manufacturing:

1. Definition of quality is conformance to requirements, not goodness


2. System for causing quality is prevention, not appraisal


3. Performance standard is zero defects, not “that’s close enough”


4. Measurement of quality is the cost of nonconformance, not indexes

Although "zero defects" may be an impractical goal for most businesses, it nonetheless is an interesting a worthy ideal parameter. The broader point is, of course, to know what you are measuring and what the proper standard of measurement should be.

Leverage Technology

The days of doing all training in traditional classroom settings is past. Fulfilling your company's educational requirements by leveraging the multitude of tech solutions is not the future, it is now!

One of my favorite pieces of training software is Adobe Captivate. As their website says, "Adobe Captivate 3 software enables anyone to rapidly create powerful and engaging simulations, scenario-based training, and robust quizzes without programming knowledge or multimedia skills."

It's true! With some experimentation and a little practice, you can create learning modules that can replace expensive, instructor-led training initiatives.

Leverage technology. It is the wave of the present.

Coaching in the Workplace - Part VI

Perhaps the most important, and often underutilized, tool in truly effective coaching is Giving Praise.

• Great companies and coaches take the time to recognize good work and good people
• They also encourage their people to ask for recognition when it is not forthcoming
• It’s good for your people to “toot their own horn”!

How do you feel when you get praise for doing something? You want to do more of it!

Processing: Getting “In” to Empty

Another requirement of effective Time Management is the realization that you cannot (and should try to) do everything at once. What you should do, however, is have control over all of your "In" boxes, (physical and virtual):

Getting “In” to empty doesn’t mean actually doing all the actions and projects you have collected

It just means:

1. Identifying each item
2. Deciding what it is
3. What it means
4. What you are going to do with it

Once you have done that, you have control, and in effective time management, control is what it is all about.

Measuring Outputs

The measurement of outputs in business is critical to any organization. What is important, of course, is making sure what is being measured is germaine to the success of the venture.

Two ways of measuring outputs are to look at the voice of the process and the voice of the customer:

The Voice of the Process

• Output measures that describe the actual outputs and capabilities of the process

The Voice of the Customer

• Output measures that describe customer’s needs, wants, and expectations

Both measurements are important to understand what is needed by the customer, and what the system is delivering to satisfy those needs.

Grand Opening of Business Education Talk

Hello All,

Business Education Talk debuted in March 2008. I hope you have a chance to drop by frequently, as we discuss topics of interest to education in the modern workplace.

Thanks,

Bob DeLaMartre

Coaching in the Workplace – Part V

The fifth essential rule of coaching in the workplace is:

Be Comfortable with Feedback

“Not so easy”, you say? Like so many things in our personal as well as professional lives, this can be a learned skill. Practice giving and receiving feedback. Consider the following:

• What if a coach is uncomfortable giving or getting feedback?


• That discomfort will probably be projected


• A negative attitude is contagious


• So is a positive one!

Feedback: Going out and coming in – Essential to success in the workplace.

Managing Commitments - Part III

The third basic requirement of effectively managing your committments is:

Use a Well-Organized and Completely Trusted Tystem

Once you have decided on the next action to take, you must put it into an organized system that you completely trust and that you review regularly. This system may be one or a combination of the following:

• Outlook calendar
  
• Outlook tasks


• Blackberry or PDA


• Day-Timer


• Tickler file

The key here is that you completely trust the system. If you do, you can free yourself to think of other things...

Interacting with Customers

As we all know, there are proactive and reactive ways of listening to our customers.

The Problems with using only reactive methods of listening to customers are important to note:

1. Customers who voice unsolicited complaints represent a small and biased sample of the customer population


2. Complaints are frequently lodged with a specific solution in mind


3. Handlers of immediate problems often cannot implement permanent and widespread changes


4. Process is generally intended to solve immediate problems due to stressful circumstances

Proactive ways of dealing or "listening" to our customers offer several benefits. This is a topic that will be discussed in a future blog.

Coaching in the Workplace - Part IV

The fourth best practice rule of coaching in the workplace is:

Be Timely

• Give feedback as close to the event as possible
• It will have more impact and keep things from bottling up

If your feedback is about a current event that is still fresh in the employee's mind, it will most certainly have more significance (to both of you).

Letting an instance of poor performance go unaddressed for a length of time can only make the situation deteriorate. Likewise, good performance should be recognized as early as possible as well.

Situations are improved if addressed in a timely manner; so Be Timely!

Managing Commitments Part II

The second basic requirement of managing your commitments is:

You must clarify what your commitment is and decide what you have to do to make progress toward fulfilling it

Ask yourself:

1. Do I have a clarity of purpose?
2. Do I know what the desired outcome is?
3. What action needs to be taken next?

Once you have clarified your commitment and decided what the next action step is, you can then make some real progress to successfully completing your project.

The Problem May be Your System

The father of quality management, W. Edwards Deming, believed in the use of statistics in the management of quality control in the corporate world. The need for a working understanding of basic statistical principles is at the heart of Deming's teaching. "Statistical theory has changed practice in almost everything [in business].”

Composing music was one of his many talents, and when thinking of the difficult-to-sing national anthem, he created a clever metaphor for the work process:

• Don’t blame the singers (workers) for not hitting the notes
• The song (system) is the problem
• Instead, rewrite the song (fix the system)

If you are having trouble meeting your company goals, don’t necessarily point a finger at the workers; the problem may well be your system.

ASQ: American Society for Quality
http://www.asq.org/about-asq/who-we-are/bio_deming.html

Coaching in the Workplace - Part III

The third rule of effective coaching is:

Focus on a Few Key Things – Don’t Overload

• No one can work on 20 things at once
• Developmental feedback should be incremental
• Focus on one point at a time

If you are a golfer, you know you cannot try to actively remember All of the important parts of a swing, and hope to even make contact with the ball. Coaching is the same in many ways: Focus on just a very few things, and you will get better results.

Six Ways to Stay Motivated

Staying "motivated" is of prime importance to any businessperson. It applies to everyone in every organization, and its importance cannot be overstated.

According to the motivational speaker and author, Chris Widener, there are six excellent ways to stay motivated. In his article found on http://www.woopidoo.com/articles/chriswidener/stay-motivated.htm , he lists them as the following:


The Top Six Ways To Stay Motivated
1. Get motivated every day.
2. Have a vision for your life.
3. Fuel your passion.
4. Work hard enough to get results.
5. Put good materials into your mind.
6. Ride the momentum when it comes.

Whereas not all of these ways will hit home for you, I am sure that at least one or two will strike a resounding chord in your psyche.

Staying Motivated; Are there many things that are more important?

Six Sigma & the Human Element - Part I

I recently ran across the following quotes regarding the Six Sigma business paradigm:

• "Six Sigma has spread like wildfire across the company and its transforming everything we do."
  Jack Welch, CEO, GE Business Week special report
• "Six Sigma is arguably the most important business and industry initiative that has involved statistical thinking and methods."
  Ronald D. Snee, Impact of Six Sigma on Quality Engineering

In my experience, many businesspeople shy away from what they view as a rigid, mathematical approach to doing business. Six Sigma is certainly based in part on statistics, but there is also a very human element in it as well. Using an Ishikawa diagram (otherwise known as a fishbone diagram), participants in a Six Sigma initiative can sort out the contributing factors (e.g. systems, equipment, human resources, etc), that are leading to deviations from desired results.

The human element is a vital part of Six Sigma.

The Moment of Truth

Are you ready for the Moment of Truth?

The "Moment of Truth" occurs every time a customer makes contact with an organization. You have the opportunity at that time to make a positive, nuetrual, or negative impression in the mind of the customer.

You might ask yourself:

• "How does this affect the reputation of the company?"
• "Do I have a clear idea whether the customer's needs were met?"
• "Do I have a recordkeeping mechanism in place to track these Moments of Truth?"

The moment of truth happens all day; every day. Are you ready?

Cost of Poor Quality (COPQ)

Cost of Poor Quality (COPQ) is a phrase used in Six Sigma and is defined the author, Greg Brue, as the “Total labor, materials, and overhead costs attributed to imperfections in the processes that deliver products or services that don’t meet specifications or inspections”.

Although this may seem to be focused on the manufacturing sector of business, it is equally applicable (though a bit more difficult to quantify) in the professional service arena.

As a good mental exercise, try to identify some of the costs in your department that contribute to COPQ. The dollar figures can be staggering!

Managing Your Commitments

Managing Your Commitments is a vital first step in time management:

1. First, if it’s on your mind, your mind isn’t clear
2. Anything you consider unfinished must be captured in a trusted system outside your mind:
   –Outlook email inbox
   –Physical in-basket
   –Voice recorder
3. You should have as few “collection buckets” as are adequate (and as many as are necessary)

You should not try to "keep things in your head". I am sure you can remember several instances when that did not work). Free up your mind for the task at hand; don't clutter it with "I have to be sure to remember to...".

"Coach" - Don't "Evaluate"

The best leaders are effective with their people because they know the true meaning of what it is to "coach". Coaching is looking forward, whereas evaluating is looking back.

• A Pro-Coaching Attitude can be Contagious:
  • Person-to-Person
  • Team-to-Team
• Unfortunately, What Many Managers and Supervisors do when They “Coach” is Evaluate
• The Challenge is to Spend More Time Coaching and Less Time Evaluating

Give coaching a try! Both you and your employees will like the results.

Six Sigma – The Basics

Six Sigma is the systematic practice of improving processes by eliminating defects. Its basic precepts are:

1. Reduction in variation process outputs is the key to business success
2. Business processes can be measured, analyzed, improved and controlled
3. Achieving sustained quality improvement requires commitment from the entire organization, particularly from upper-level management

This is a business paradigm that uses objective measurement and observation, and is worth the considerable effort it takes to fully investigate and deploy.

Time Management: Get Ready for Change!

An old Chinese proverb says, “The more you sweat in peace, the less you bleed in war”.

• Most people get ready for a change a few days before a major life event (E.G. vacation)
  
• They are cleaning up, closing up, and renegotiating all the commitments and agreement with everyone (including themselves)
  
• In truly good time management, the key is to do this on a regular basis (at least weekly)

Try it. You will be ready when the change comes (it always does) and you will feel good.

Coaching in the Workplace, Part II

The second rule of effective coaching is:

Always Start with the Positives (Strengths)

1. Positives must be genuine!
2. People learn more from positive feedback than from negative
3. Refer to “areas for improvement”, not “weaknesses”
4. Don't be afraid of finding no fault - If the session is all positive, it is probably some of your best work as a coach!

Coaching is essential to success. Always start (and try to end) with positives!

Webinar Tips

Dick Cavett, author and host of an intellectual talk show of the 60’s and 70’s gives some tips for politicians on the campaign trail.

These tips are also good things to remember when conducting a webinar:

• Change all “I wills” and “I shalls” from the speech to “I’ll’; Also, “I haves” and “I ams” to “I’ve” and “I’m,” etc. You’d be surprised how much this cuts down on the oratory tone.
  
• Pretend you are speaking to one person. One single person. Because that’s what everybody is. No one in the audience is an “all of you” or an “everyone” or a “those of you” or a “Hi, everybody,” and no one is a “ladies and gentlemen.” You, out there, are a “you.” So, speaker, think of yourself as being [listened] by only two [ears]. (Presumably on the same person.) The most magical word you can use, short of a person’s name, is “you.”
  
  http://cavett.blogs.nytimes.com/2008/03/28/candidate-improve-your-appearance/

Feedback in Coaching: The Good and The Bad

Feedback is the process of giving data to someone about the impact the person makes through her attitudes, actions, and words. There is good and bad feedback, however.

The Bad:
Evaluative feedback

• Preconceived as being negative (dreaded)
• Represents yesterday, not today

The Good:
Developmental feedback

• Looks forward as to what “we” can do to improve
• Once a person experiences positive, developmental feedback, they will want more!

Clarifying Your Commitments

A critical element of time management is Clarifying Your Commitments:

In order to effectively make progress with any project, you must clarify what your commitment is and decide what you have to do to make progress toward fulfilling it:

1. Do you have a Clarity of Purpose?
2. Do you know what the Desired Outcome is?
3. What Action Needs to be Taken Next?

The third point is particularly important. If you know what needs to be done next, you have control of your project and your time.

Brainstorming Tips

Most people in the workplace tend to be quite practical which, at times, can be somewhat unfortunate. Being practical is fine when you're implementing a solution, but not so cool when you are trying to come up with new and creative ideas. As found in The Six Sigma Way (Pande, Nueman, and Cavanaugh, 2000), here are some of the basics of effective idea generation and ways to help you get the most out of your next brainstorming meeting:

Keys to Brainstorming Success

1. Clarify the objective of your brainstorming
2. Listen to and build on the ideas of others
3. Don't judge, criticize, or comment on ideas
4. Avoid self-censorship
5. Abandon assumptions and be wild

Let yourself go in the next brainstorming meeting; you may be surprised at what great ideas you create!

Coaching in the Workplace

According to some studies, most second-graders get more helpful heedback (Gold Stars / Report Cards) than the average employee in a company in America. What a shocking thought!

The First Rule of Effective, Positive Coaching:

The Employee Should Talk First

• Ask the Employee to Self-Assess (before giving your own viewpoint)
• By so Doing, the Coach Gains Insight into Employee’s
1. Judgment
2. Knowledge
3. Common ground with Supervisor

It may take some patience and discipline on your part, (we all tend to want to give our own view right away), but give it a try. Make sure the employee talks first.

Our Future Workforce

I was shocked by an NPR story yesterday about the abysmal state of our national high school dropout rate. Reportedly, our rate of high school students who do not finish their studies now stands at over 40% for our nation's 50 largest cities. This is an astonishing figure!

The focus of this blog is business education. As we are faced with the challenge of remaining the world's leader in R&D, we need to put more money and effort into our public schools.

It is, after all, the age of the knowledge worker. How will we keep up with the rest of the planet?

Thoughts on Time Management

Time Management is an important topic for every business professional. "If I only had a bit more time", we all say. What we are really concerned about, however, is Productivity!

Five Things That Get in the Way of Being Productive

1.People Keep Stuff in Their Head
2.They Don’t Decide What They Need to Do About the Stuff They Know They Need to Do Something About
3.They Don’t Organize Action Reminders and Support Materials in Functional Categories
4.They Don’t Maintain and Review a Complete Inventory of Their Commitments
5.They Waste Energy and Burn Out, Allowing Their Busyness to be Driven by What is Latest and Loudest

Productivity - That's what it is all about...

Six Sigma

Six Sigma has been of keen interest to me for many years. Its objective approach to business management is a refreshing departure from "gut feelings" or "hunches".

The core of Six Sigma is comprised of the following three precepts:

• Continuous improvement to reduce variation in process outputs is key to business success
  
• Business processes can be measured, analyzed, improved and controlled
  
• Achieving sustained quality improvement requires commitment from the entire organization, particularly from upper-level management

Business Education Talk

This site is dedicated to professionals who wish to share their experience and expertise in the realm of business education. The site will regularly address areas such as Six Sigma, Time Management, Effective Coaching, Continuing Education, and much more.