Let's Review: Five Most Popular Posts in July 2013

Here is a collection of the five most popular posts on the blog in July. Some pretty interesting stuff.

A Better (Scalable) Way to Provide Employee Development
I suggest you look at employee development in a different way. Enable people to create their own development plan. You just give people a development budget at work and let them spend it anyway they like. And just get out of their way. Give people $2000 per year to spend on school, books, classes, seminars, conferences, or anything else related to some growth opportunity. Your high performers will eat it up. Your low performers will not likely even know this opportunity exists. Tell your managers to pay attention to those who put these expenses through for approval. I bet they are the ones who will shine.

Stanford Study Suggests Exercises First, Lecture Second
I found this study fascinating. It shows what "real" flipped classrooms could look like. The study found that when learners were given a chance to engage in a hands-on project before reading, watching a video, or attending a lecture, "student performance improved substantially."

Frozen Gatorade, Numb Fingers, and a Chemist in Disbelief
I find it fascinating that this blog post continues to be mildly popular. It is on a topic not related to my blog, and people continue to click on it. I suspect there is a weird interest in reading about how (and why) someone would go for a 2 hour run in December in Colorado when it is below zero outside. Brrrrrrrrrrrr only begins to describe my experience.

If nothing else, you can find out at what temperature sloshing gatorade freezes inside a water bottle.

Why Sustaining Discipline Is Key to Manager Development
This post was originally published on the Human Capitalist blog. Included here is the lead and a link to full post.

I guess what I do in this post is confront the issue of action. I makes no difference and adds no value if an organization spends thousands and thousands of dollars on manager development programs and managers don't put anything into action. The best training is worthless if someone doesn't put it into action. The worst training, put into action is better than the best training "un-acted-upon" (is that a word?).

CEOs Can Use MOOCs to Align and Engage
This is a thought provoking video interview (and headline) with Udemy's Dennis Yang about how chief learning officers can implement massive open online courses (MOOCs) into enterprise learning programs. My point of view on this is that MOOCs are an excellent (and doable) way for CEOs to increase engagement with employees at all levels of the organization, while teaching and communicating what he/she is finding important about the business.