Until recently, long road or overseas trips were generally seen as for younger adults before they ‘settled down’, or older adults who had raised their families. The digital nomad experience was 20-something backpackers plugged into their laptops at beach bars. But now things are changing, as a growing demographic of parents choose to travel for extended periods with their children.

Digital nomads

The anywhere worker is a new breed of digital nomad who tends to have a stable knowledge-work job that allows them to base themselves wherever they want. Out of 1,400 people surveyed, 54% identified as anywhere workers, and 70% of those were parents who took their children with them on their travels. Two key changes have made it possible since the pandemic: More people can work flexibly now, and many parents understand how homeschooling or remote learning could function.

The emergence of the anywhere worker

Parents who embrace a travel-filled lifestyle believe their children have much real-life learning to gain, such as exposure to new languages and cultures, skills like resilience and adaptability, or simply an appetite for adventure. It's about helping children realise how many opportunities are out there. It also makes you realise that learning never stops. Yet, experts are concerned that children might lose out on community and continuity that comes with growing up in one place.

A travel-filled lifestyle can benefit children

Experts point out that digital nomad parents need to be aware of possible downsides. A lack of routine and wider support networks can be detrimental to children as young children crave a sense of familiarity. School-age children will require at least one parent to dedicate themselves full-time to their education or to work with a travelling teacher. Anywhere workers say children can still have a semblance or ritual and routine. Because a whole network also works remotely, friends often travel together and maintain a sense of community.

Finding friends and structure

Digital nomads used to be 20-somethings in beach bars. But now some families are taking the plunge, working and learning as they explore new places.

remotework

Remote Work

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Career

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Travel

The rise of digital nomad families

Pushing back is a critical skill to have in your professional life if you don’t want to be a Yes Man, and instead, be viewed as a peer with innovative ideas.The soft skill of pushing back in the right way can distinguish you.Being able to form an argument for an idea and have the courage to state it can make you stand out in a good way.

Push Back At The Workplace

Having the right motivation of valuing everybody on the team versus predominantly the boss will create a long-term support system for your entire career and demonstrate to your boss that you're a team player.Beware of trying to make a name for yourself at the expense of your peers... you might be working for them in the future.

Define Your Motivation

<ul><li>Be in the right emotional state to effectively challenge your boss.</li><li>Actively listen and actively listen.</li><li>Say it in the form of a question rather than an assertion.</li><li>Time it right.</li><li>Use inclusive language.</li><li>Do not challenge someone in front of a large crowd.</li></ul>

Be In The Right Emotional State

Make sure your heart is pure and in the right place, you can live with yourself no matter the outcome.When you decide to push back and challenge someone, make sure the target of that argument is the idea, not the person.Change is not easy and sometimes it takes time for the other person to realize you have a point.Be graceful and give it time.

Say What Your Heart Says

3 questions to guide you successfully to push back in the workplace. A critical skill in your professional is to be viewed as a peer with innovative ideas.

communication

Communication

How To Challenge Anyone and Anything

The disconnect between our stated values and our actual behaviours is called an "integrity gap."These gaps often emerge gradually, when we find ourselves making incremental values trade-offs that begin to erode our sense of personal integrity. If we are burned out or have an integrity gap, it is time to make some hard career changes.

The Integrity Gap

<ul><li>Check in with yourself about what motivates you and what you consider to be most important in your life.</li><li>Create an activity-by-activity list of how you spend your time.</li><li>Label each activity by whether you consider it an "energy creator," "neutral" or "energy reducer".</li><li>At the end of the month, pull out the audit and look for trends.</li></ul>

The Self Audit

<ul><li>Most integrity gaps emerge when we ignore or never set our non-negotiables.</li><li>Every decision you make about how you spend your time is a trade-off.</li><li>Just because you can make something fit into your calendar doesn't mean you should make it fit.</li></ul>

Setting Boundaries

<ul><li>Conduct a skill-gap analysis.</li><li>List the key skills needed for your dream job and then grade yourself in each skill area to find where you are strongest-and where you may need additional training and development.</li><li>Create and test several hypotheses for a career future to gauge whether each career path resonates with you.</li></ul>

Test Yourself To Navigate The Future

It’s up to you to know where that line is. What are your non-negotiables? That’s something to think about before you dive into a new job.

Practical tips for aligning your values with your work.

How to Craft a Fulfilling Career

<ul>
<li>Technology is transforming the world of work faster than ever.</li>
<li>Technological augmentation, atomization and automation mean you must upskill and reskill for the future.</li>
<li>Don’t tether your identity to your job; rather, think in terms of skills.</li>
<li>Businesses must change their focus from extracting value to creating new value through learning.</li>
<li>“Silicon cognition” cannot replace the “organic cognition” humans have evolved over 3.8 million years.</li>
<li>Hiring only the best might result in top performers turning on one another.</li>
<li>Culture and capacity define the workplace.</li>
</ul>

Key Takeaways From The Book

The world is undergoing three “climate changes” – in the environment, in the market and in technology – which are forcing people to become more adept at adapting. Jobs change so quickly that your current job may not exist in 18 to 24 months. Artificial intelligence (AI) will likely transform 100 percent of jobs in 10 years. The world is on the cusp of the Fourth Industrial Revolution, in which cyber and biological systems will combine to create a completely digital economy.

The Big Change

Market climate change is on the horizon. Currency, collaboration and contracts, among other transactions, will all become digital and move at the speed of light.The three climate changes will reshape ethics, community, geopolitics, politics, work and education. A “left” and “right” political choice will give way to governments that are responsive, adaptable and swift. People may feel changes within the realm of work most keenly, because work is very personal: It provides people with a sense of identity and purpose. The straight line from education to career to retirement will disappear.

No More Straight Line Career Paths

Three forces drive work in the modern age: Automation – This work is repetitive, inexpensive, low complexity and of lesser value.Atomization – Predictable and discrete, this work is medium cost and of moderate complexity and value. Human and Augmentation – This work is ambiguous, complex, higher cost and of greater value.Computers have transformed humanity’s relationship with physical labour.  Algorithms will “unbundle” complex jobs into component parts. They can then automate or atomize these parts and distribute them to the cloud where humans will compete for them.

Upskilling And Reskilling For The Future

Companies that were once “containers” for jobs will become “platforms” that combine human and technological know-how. They will require five types of talent:“Foundational” – People who operate a company.“Rotational” – People who do work required only periodically.“Contingent” – People who do work specific to a specialized need.“Transformational” – People who help a company navigate change or develop strategy.“Executive” – People who organize other talent for a company or an event.

The Future Of Jobs

Young graduates can expect to work in 17 different jobs during their lifetimes. Don’t ask a child what they want to be when they grow up, ask what they want to do. Children need to learn how to adapt, build resilience and cultivate agency. By the time students finish university, the career they want may not exist or may have changed dramatically.Whatever you do now unless you are closing in on your target retirement years, is unlikely to be your last job.

Not Jobs, But Skills

Kids need foundational knowledge that helps them put data in context. They also require fundamental literacies in traditional reading and quantitative skills, digital intelligence, creativity and collaboration. The popular online learning site Khan Academy, for example, organizes students by independence instead of age. By untethering learning from preconceived identities, youth will become more adaptable. Young people must understand identity as a constant negotiation between internal beliefs and observations and social and cultural forces.

Kids Learning In A New Way

Open and connected systems help learners recognize the signals of change and respond appropriately. These systems encapsulate three organizational learning generations. <ul><li>The first focuses on acquiring knowledge and storing expertise. </li><li>The second observes product life cycles and optimizes for efficiency, while simultaneously anticipating new iterations. </li><li>The third encompasses the autonomous learning loop in which the learning rate accelerates and builds new efficiencies and iterations in real time. </li></ul>

The Three Learning Generations

The “S-Curve” macro-process demonstrates the learning generations in four stages: Explore, Experiment, Execute and Expand.During third-generation acceleration, the first two phases, Explore and Experiment, occur more frequently than during the Execute and Expand phases. Design thinking helps because it grants companies deeper understanding and problem-solving capacities and builds user empathy and solution matching practices. It places the user at the centre.

The S-Curve Macro

In the past jobs were about muscles, now they’re about brains, but in future, they’ll be about the heart.

The new work environment requires soft skills – such as working well with others. Employees must also possess less obvious capacities such as a willingness to learn and a capacity for understanding their purpose within the larger organizational framework. In a world where “the pivot is the new business model,” mental agility, feeling safe admitting ignorance and monitoring self-awareness are no longer optional, but vital. Workers must have social and emotional intelligence, creative thinking, communication and judgement skills, along with “sensemaking” ability and empathy.

The Job Requirements Of The Upcoming Era

People differ from animals by their “pedagogical learning stance:” an ability to take what they have learned and apply it to different situations and problems. Continuous learning and disruption is uniquely human and enables people to adapt to changing circumstances. Humans are creative, generate ideas, make connections between unrelated phenomena and see things from different points of view.

“Silicon Cognition” Cannot Replace the “Organic Cognition” of Humans

The days when the shareholder is king and workers are merely a cost that companies seek to minimize are almost over. Maniacal reliance on quarterly earnings is a poor long-term strategy for any enterprise. Leaders need to be more mindful about where they lead their people and how. The idea that a leader’s job is to extract value from processes and people is phasing into Fourth Industrial Revolution reliance on adaptability and learning faster than your competition.

Leaders Must Adapt To The New World

From a group of three people, one is randomly selected to lead. They receive four cookies to share. Each takes a cookie. Almost every time, the leader took the remaining cookie. When a person feels powerful, they stop caring what people think and lose their sense of empathy, fairness and collaboration. It is not surprising, therefore, that CEOs consistently score lower on Emotional Intelligence (EQ) tests.Leaders must learn to let go of the cookie.

Experiment 1: The Cookie Monster

An evolutionary biologist tested a strategy for producing the most eggs from the best laying hens among nine flocks by putting the best together in one cage. Of the nine top producers, only three survived, having pecked the others to death. The better option: spreading out all the hens from the highest-producing cages. Within a few generations, egg-laying improved 160% and no hens murdered another. The lesson? Searching for the “best” candidates from the “best” schools and making them compete for the highest-ranking positions guarantees counterproductive conflicts.

Experiment 2: The Super Chicken Paradox

Instead of focusing on what your company produces, focus on the conditions in which you create and produce. These conditions are culture and capacity. Culture is a sense of purpose and value and which companies create either intentionally or accidentally. Workplaces with intentional cultures offer benefits that mirror company values.Accidental culture occurs when culture evolves without intention and almost always proves toxic. Every great culture has a sense of purpose that the company and its leaders must model daily. Identify and eliminate anything anti-culture.

Culture and Capacity Define the Workplace

Capacity is a company’s ability to respond to opportunities. Shifts in context help businesses acknowledge their biases. By nurturing a working environment which bolsters capacity, companies can learn from, and seize the opportunities presented by these bias-busting moments. The technology used to be something you learned to use to do your job. Increasingly, technology and people learn from one another.If culture is the heart of a company, capacity is its brain.

Understanding Capacity

The job description and organizational chart no longer matter. Fit springs from aspirations, not qualifications. Hire people for their capacity to learn, rather than for what they already know. Companies might resemble film and television projects, bringing people in for a limited period of time to perform certain tasks. They can apply what they learn from that experience to their next “tour.”

A good job posting should start with a description of your organization. Describe the ideal candidate, not the job. Explain how you want the applicant to embrace the job. Building adaptive teams means embracing adaptive hiring strategies. The best leaders hire for mission and mindset but can be uncomfortable with people who think differently than they do. Cherish alternative points of view; they bring cognitive diversity to your organization.

The Job Posting Ad

Build adaptive teams that are purpose-built to deal with a particular challenge or goal. For example, a team could have specialists – engineers, designers, project handlers – who rotate frequently, and a research group that scans the horizon for new opportunities. Your teams need “clear eyes focused on an unclear horizon” while leaders raise the bar to meet new expectations. How can leaders encourage fearlessness when the future is so uncertain? Pay attention. Let go. Move fast. Make the future what you want it to be.

Adaptive Teams

McGowan and Shipley posit a future in which humans share knowledge and build meaningful workplace cultures.

A guide for individuals and organizations navigating the complex and ambiguous Future of Work Foreword by New York Times columnist and best-selling author Thomas L. Friedman Technology is changing work as we know it. Cultural norms are undergoing tectonic shifts. A global pandemic proves that we are inextricably connected whether we choose to be or not. So much change, so quickly, is disorienting. It's undermining our sense of identity and challenging our ability to adapt. But where so many see these changes as threatening, Heather McGowan and Chris Shipley see the opportunity to open the flood gates of human potential—if we can change the way we think about work and leadership. They have dedicated the last 5 years to understanding how technical, business, and cultural shifts affecting the workplace have brought us to this crossroads, The result is a powerful and practical guide to the future of work for leaders and employees. The future can be better, but only if we let go of our attachment to our traditional (and disappearing) ideas about careers, and what a "good job" looks like. Blending wisdom from interviews with hundreds of executives, The Adaptation Advantage explains the profound changes happening in the world of work and posits the solution: new ways to think about careers that detach our sense of pride and personal identity from our job title, and connect it to our sense of purpose. Activating purpose, the authors suggest, will inherently motivate learning, engagement, empowerment, and lead to new forms of pride and identity throughout the workforce. Only when we let go of our rigid career identities can we embrace and appreciate the joys of learning and adapting to new realities—and help our organizations do the same. Of course, making this transition is hard. It requires leaders who can attract and motivate cognitively diverse teams fueled by a strong sense of purpose in an environment of psychological safety—despite fierce competition and external pressures. Adapting to the future of work has always called for strong leadership. Now, as a pandemic disrupts so many aspects of work, adapting is a leadership imperative. The Adaptation Advantage is an essential guide to help leaders meet that challenge.

corporateculture

Corporate Culture

books

Books

leadershipandmanagement

Leadership & Management

A guide for individuals and organizations navigating the complex and ambiguous Future of Work Foreword by New York Times columnist and best-selling author Thomas L. Friedman Technology is changing work as we know it. Cultural norms are undergoing tectonic shifts. A global pandemic proves that we are inextricably connected whether we choose to be or not. So much change, so quickly, is disorienting. It's undermining our sense of identity and challenging our ability to adapt. But where so many see these changes as threatening, Heather McGowan and Chris Shipley see the opportunity to open the flood gates of human potential—if we can change the way we think about work and leadership. They have dedicated the last 5 years to understanding how technical, business, and cultural shifts affecting the workplace have brought us to this crossroads, The result is a powerful and practical guide to the future of work for leaders and employees. The future can be better, but only if we let go of our attachment to our traditional (and disappearing) ideas about careers, and what a "good job" looks like. Blending wisdom from interviews with hundreds of executives, The Adaptation Advantage explains the profound changes happening in the world of work and posits the solution: new ways to think about careers that detach our sense of pride and personal identity from our job title, and connect it to our sense of purpose. Activating purpose, the authors suggest, will inherently motivate learning, engagement, empowerment, and lead to new forms of pride and identity throughout the workforce. Only when we let go of our rigid career identities can we embrace and appreciate the joys of learning and adapting to new realities—and help our organizations do the same. Of course, making this transition is hard. It requires leaders who can attract and motivate cognitively diverse teams fueled by a strong sense of purpose in an environment of psychological safety—despite fierce competition and external pressures. Adapting to the future of work has always called for strong leadership. Now, as a pandemic disrupts so many aspects of work, adapting is a leadership imperative. The Adaptation Advantage is an essential guide to help leaders meet that challenge.

Heather E. McGowan

Chris Shipley

The Adaptation Advantage

The Adaptation Advantage: Let Go, Learn Fast, and Thrive in the Future of Work

Your brand is and should communicate the right messages in a unique and engaging way ⭕It is Visual ⭕It is Verbal ⭕It is Auditory ⭕It is Conversational

What Exactly Is 'Your Brand'?

According to Gary Vee, do your research and understand it quickly- for it may just be your change Innovation is when you put in the 30/50/100hrs of HOMEWORK and start taking control RIGHT NOW is the time to be building your personal brand digitally The meta, blockchain is coming, like it or not and we want to be ready for it Ride the wave 🌊 Surf the change *My team & I are already in progress We will share more soon in THE THRIBE Link aboveJoin us if you want to make your journey amazing The opportunity is very real You CAN'T do it alone

Surf The Change

You want your work to improve the quality of life; to foster creativity, strengthen relationships and forge new communities to inspire people to make business more personal. Join our community as we all learn to be more mindful and more valuable.

Make Business Personal

What NFTS really mean for future businessesThe number 1 reason why a DAO (Decentralised Autonomous Organisation) will be embraced very quickly and soon in the near future. Thousands of years ago we humans live a nomad life As we became more modern and settled people become richer (and more 'trapped') 🤷‍♀️ - The ability to roam and wander that's been associated with freedom is getting to be more 'in demand' What an irony right? 🥴 Organisations which existed to provide comfort and control is exactly WHAT WE DON'T WANT NOW.

Moving Upwards Into NFTS... Say What?! (Part 1)

Getting stuck in the 9-5 rat race, with no possibility or room for maneuver creates a PSYCHOLOGICAL TRAP in our headsAs the rat race gets more intense, and you know it is;This sense of mental trap deeply disturbs us. But yet we perceive that we have no choice but to conform Until NOW. THE rise of NFTS, BLOCKCHAIN, SMART CONTRACTS AND ROYALTIES This 'things' that's incomprehensible to most will soon be theorised and maximised by those who bothered to make the effort to apply the concept in the most simple and duplicable way possible.Stay tuned cause we are learning and executing it at the same time

Moving Upwards Into NFTS... Say What?! (Part 2)

What innovation actually meansTo intentionally kill off something. (That's probably working well or not.)Transcend higher or improve better- From a human POV, we all have a finite shelf life.Before mortality comes, we will face decisions, grief or loss that will kill us.And with these 'deaths', we learn how to live.Counter intuitive? (But makes so much sense!)The point?Learn how to use setbacks to path your way to success.My recommendation? Don't struggle or die alone. Don't give up just because something is not working well. Expand your horizons until you find the sweet spot.Let's grow.

Small Deaths Create Breakthroughs

If you haven't been top of the market, maybe this will help. The new norm is slowly making the value of money smaller and smaller. ONE of the new currencies of value are now: 1) Your CommunityHint: Think Network EffectAnd this is why I summoned massive courage to become the fire starter and start working harder to build up this new currency of the near future:- Solidifying the foundation of how entrepreneur brands grow in their business, with the power of NFTS. YES. ASSETS in the forms of NFTs Assets are next.We are changing the game.

Why Are Tribes Crucial For Your Brand?

Have you wondered why this quote came about? In marketing and sales, it's exhausting to do everything yourself.Your business is like your baby. Won't it be a bliss to have extra help to raise your baby into the success you know her to be? Being lean is NOT getting stuck.Start thinking strategically and out of that darn box.Time to get out and make your splash!

It Takes A Village To Grow A Baby

2 yrs ago I wanted to go digital.Got cheated 5 digits because I signed on too early before COVID happened, from a mentor bullshit coaching program who didn't deliver.However this didn't stop me from learning more. When COVID happened, I pushed myself harder.. it was super tough.And then suddenly EVERYTHING CLICKED into place!Now when I looked back, the dots are connected finally!I am in digital business and expanding. Which also means I'm going to try and get uncomfortable AGAIN!BUILDING my NFT business from with my team.

Why You Should Keep Going

As someone in businessYou want to sell. As high as possible or the more the merrier.But then you're not consistently or didn't bother making the effort to connect and gain the rightful permission.Yea ads may work. But ask yourself how many unread emails stay in your spam inbox?Well for me? I have 3452 unread ones. Even for those I voluntarily signed up for.What can you do then? Hopefully wait until they bother to read your emails 'eventually 5 yrs later'What's next?New Web is about closed inclusivity.And you likely can't reach them via ads anymore.Definitely not Spam

Permission To Come In

Bite sized reminders help to bring our awareness to the surface and so we can, and will make better choices 

Help you increase visibility + sales + impact + influence
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Cryptocurrency

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The Power of Tribes

Anyone can become a developer – even against all odds.But what makes someone an outstanding developer? To us, it's not your technical knowledge (your technical skills will need constant refreshing, anyway).Rather, what can set you up for long-term success as a developer are the characteristics that can help you enjoy your work, as well as excel into higher positions over time. If you're considering or actively pursuing a career in development, skim this piece and see if any of the six characteristics we highlight resonate with you:

6 characteristics that can make you an outstanding developer

It's fascinating to learn how things work. But there's a difference between learning the theory of how things work, and putting those concepts into practice.If you get satisfaction from building something and seeing it in motion, imagine how good it feels to know the software you worked on is running on peoples' devices around the world. While it does involve sitting at a computer, coding is a hands-on building process, wherein each program has its own design and purpose.Your creations as a developer affect how people interact with technology on a daily basis.

1. You're a builder

In case you imagined programming is great for those who'd rather keep their head down at a computer than interact with others – this is an outdated myth. In fact, software development is a team sport. This is undeniably true if you're working on a coding project with other developers, whether within a company or an open-source community.There are plenty of opportunities to collaborate in a developer role. If you love teamwork, your instinct for collaboration and communication will help make these activities more intuitive, impactful, and enjoyable.

2. You're a team player

If you're a creative problem-solver, you have a knack for crafting intuitive or overlooked solutions to pressing problems. In the software industry, this means you can bring valuable perspective to your team, as well as branch off to spearhead your own innovative solutions.Your vision for creative solutions can help you or your team implement practical approaches to problems big and small.

3. You're a creative problem-solver

In a broad sense, being empathetic means you can put yourself in another person's shoes. This ability to switch perspective is incredibly useful in the development world.Your understanding of others will help you make decisions that better support the needs of your colleagues, as well as the needs of your software's user.Overall, empathy will help you anticipate the needs of your colleagues, which in turn, will enable you to support the overall productivity of your team. And lastly, empathy is an important leadership skill that will get you further in your career.

4. You're empathetic

Wherever you are on your coding journey, you're likely to encounter challenges. Software may fail, or you may fail. The challenges you face will be unique to your particular journey. If you can stay determined and keep your goals in sight, despite failure, it'll help you stay resilient throughout your career.As with any competitive field, your determination will help you keep momentum, as well as serve as an example for others. To date, we at Educative have spoken with many successful developers who had a pivotal failing point on their coding journey. Their determination

5. You're determined (and maybe a bit competitive)

If you love learning, you'll never exhaust your learning opportunities in a coding career.The tech industry changes fast, and there will always be new technologies to add to your toolkit. Outstanding developers are always ready to stretch their technical skillset to keep up with the industry and compete in the job market. Development is a pursuit of lifelong learning. If you have a growth mindset and are a dedicated learner, it'll only serve you well in the future.The learning really never stops in development, so if you're a student at heart, you'll never feel stagnant in a coding career.

6. You love learning new things

While it's important to master your technical skills, who you are at your core will play a role in your long-term success as a developer.If any of the characteristics in this piece resonated with you, that's great! They'll surely help you on your coding journey. In the end, the only thing that will make you an outstanding developer is you, and how you choose to shape your unique coding journey. You don't need any prior knowledge, or anything installed on your desktop to get started. We'll just start from the ground up, and you can start writing code as soon as you're ready.

Wrapping Up 

Characteristics that set you up for long-term success as a developer are the characteristics that can help you enjoy your work, as well as excel into higher positions over time.

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Computer Science

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Software Engineering

Outstanding Developer skills 

Adding generic buzzwords to your résumé and LinkedIn profile can be off-putting to potential employers. However, it's much worse when you recite them during an interview. Whether your interviewer asks you to "tell me about yourself" or "What are your greatest strengths?" the goal is to get a better idea of who you are and see if you're a good fit for the position. You don't want to come across as arrogant or inauthentic.

Generic buzzwords during an interview

Instead of saying you're a hard worker, convince your interviewers of your work ethic by showing them your capabilities. Talk about a major contribution you've made, the goal you've met or exceeded, or accomplishments you've achieved that illustrate how your hard work has paid off for your former employers.

Hardworking

Being a team player is more than getting along with others and being able to work in a group. A real team player can compromise when necessary, show respect for others, listen to the needs of their team members and work together. You can show you're a team player throughout the interview process by describing an accompishment that was a group effort and giving credit where credit is due. Speak of "we", not "I" when appropriate, to demonstrate that you have a team player mentality.

Team player

When you want to describe yourself as dynamic or passionate, show, don't tell. Show up at the interview full of positive energy and excited to share your ideas. To ensure you can express your dynamic personality and passion during the interview, do your research on the company and the position, so you feel confident.

Describing yourself as dynamic and passionate

Employers are interested in hiring professionals who can adapt to new challenges in the workplace. Instead of stating, "I'm adaptable", state that you're equipped to handle whatever workplace scenarios you may encounter by explaining how you successfully met challenges head-on.

Adaptable and flexible

Describing yourself as "creative" or "innovative" can come across as cheesy or obnoxious. <ul><li>Express your creativity and innovative spirit through an online portfolio or blog with your latest projects. Be ready to talk about how you’ve leveraged your creativity in your latest projects, and what was the outcome of those projects. </li><li>Explain why you like tackling new challenges and share recent examples of when you had to think outside of the box in order to solve a problem, learn a skill, or meet a goal.</li></ul>

Creative and innovative

How not to describe yourself in an interview

The last step before leaving one job for another is deleting your files. Employees need to be very wary not to accidentally or intentionally delete or copy any of an employer’s proprietary material. If you want to use a deliverable from a project in your work portfolio, ask your employer for a copy for that purpose and ask for written permission that you can use the copy for certain purposes.

Ensure you know what to delete

<ol><li>Delete files like personal photos and sensitive tax documents.</li><li>Your browser history</li><li>Any personal apps, software or extensions you downloaded, for example, a bank app. Consider whether you need to update the email address to subscribe to any services or newsletters.</li><li>Personal messaging apps and cookies like Apple Messages or Google Hangouts.</li><li>You likely saved a password if you’ve ever used your work computer for anything personal. Be sure to wipe those off before you leave.</li></ol>

Things you should ideally wipe from your work computer

If You're About To Quit Your Job, Delete These 5 Things From Your Computer

Millions of employees have left their companies in the last two years to pursue something different. But that smooth onboarding experience you expected might feel more like a bumpy ride. You may have only met your team on video and be feeling a bit disconnected. You may be memorizing names and faces, trying to figure out who to go to for what, or wondering how to get more visibility.  However, with some quick strategies, you can hit the ground running, develop relationships and start showing value.

Preparing to enter a new job

Identify the top three things you would want someone to know about you. It could be the types of problems you can solve or what you're passionate about. By being clear, you will naturally share this in conversations so that people can more quickly understand who you are.

Start building your brand

Consider what you will deliver in the first six months and year. Ask your manager for their input, too. Then you'll get a sense of where you will have the biggest impact.

Define success for your role

In the first three months, you'll have the ability to ask sensitive questions as someone new. So ask the most critical ones. <ul><li>Find out any unwritten rules you should be aware of to understand the company culture and dynamics of the group.</li><li>Find out who matters most to the success of your role and team and how supportive they are.</li></ul>

Ask what you can't later

<ul><li>Get to know people and help them get to know you in the first few months. This foundation will help to build stronger, trusting relationships.</li><li>Show that you can deliver with a need to stay focused on the most critical work.</li><li>Don't only focus on building relationships with more senior people, as feedback from your peers can greatly impact how others view you.</li><li>Find out who is important to know, then establish a regular cadence of meetings with them, even if it's once per quarter or for only 15 minutes.</li></ul>

Balance relationships and results

Executive coach Neena Newberry reveals quick strategies to hit the ground running, develop relationships, and start showing your value.   


6 simple but crucial things you must do in your first 3 months on the job

Knowles’ theory of andragogy is an attempt to develop a theory specifically for adult learning. Knowles emphasizes that adults are self-directed and expect to take responsibility for decisions. Adult learning programs must accommodate this fundamental aspect.

Malcolm Knowles' Theory

Andragogy makes the following assumptions about the design of learning: (1) Adults need to know why they need to learn something (2) Adults need to learn experientially, (3) Adults approach learning as problem-solving, and (4) Adults learn best when the topic is of immediate value.

Andragogy Model

Andragogy applies to any form of adult learning and has been used extensively in the design of organizational training programs (especially for “soft skill” domains such as <a href="http://instructionaldesign.org/domains/management/">management development </a>).

Application

<ol><li>There is a need to explain why specific things are being taught (e.g., certain commands, functions, operations, etc.)</li><li>Instruction should be task-oriented instead of memorization — learning activities should be in the context of common tasks to be performed.</li><li>Instruction should take into account the wide range of different backgrounds of learners; learning materials and activities should allow for different levels/types of previous experience with computers.</li><li>Since adults are self-directed, instruction should allow learners to discover things for themselves, providing guidance and help when needed.</li></ol>

Application 

Understanding your audience is critical to lighting up their passion for learning.

personaldevelopment

Personal Development

education

Learning & Education

problemsolving

Problem Solving

Andragogy (Malcolm Knowles) - InstructionalDesign.org

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