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Picturing the ADDIE Instructional Design Model
eLearning Infographics
The ADDIE model consists of five phases: Analyze, Design, Develop, Implement and Evaluate. These five phases can be modified or changed according to the type and requirements of the organization using the model. Let's see each phase in detail.
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The perfect explanation of how most companies get productivity wrong
Business Insider
Automattic, the creator of WordPress, is one of the most unique companies in the world, powering almost 19 percent of the Internet with only 225 employees — almost none of whom work in the same office, or even the same cities. And according to CEO Matt Mullenweg, it all comes down to a unique view of what work really means.
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How business can help measure education outcomes that matter
Harvard Business Review
Employers the world over tell us that what truly counts in hiring decisions is not the rote knowledge that helps college students answer examination questions, but skills and competencies that are essential for, and often developed at, work. To be useful, the bricks of modern education need the straw of experience-based skills.
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Diversity means thinking differently
Big Think
As someone who rose out of poverty to lead a Fortune 500 company, Hector Ruiz is acutely aware of the importance of diversity in the workplace. "Because of their cultures, their religion, their surroundings, their family, people think differently," Ruiz says. And yet, even Ruiz, the current CEO of Advanced Nanotechnology Solutions, admits to having made mistakes in this area — most notably, the mistake of failing to gather diverse perspectives.
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The 4 stages of disruptive innovation
Business Insider
A central question to disruption is whether it is inevitable or preventable. History would tend toward inevitable, but an engineer's optimism might describe the disruption that a new technology can bring more as a problem to be solved.
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How to integrate human performance technology into an organization
Human Capitalist
Business learning professionals often hear this cry for help from managers: "These people need training. Their performance is not where it needs to be." Very often, the managers' presupposed solution is rarely the answer to the performance problem.
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ISPI Performance Digest
Colby Horton, Executive Vice President of Publishing, 469.420.2601
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Valerie Hunt, Senior Content Editor, 469.420.2690   
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Disclaimer: The articles that appear in Performance Digest are chosen from a variety of sources to reflect media coverage regarding human and organizational performance improvement. An article's inclusion in Performance Digest does not imply that the International Society for Performance Improvement (ISPI) endorses, supports, or verifies its contents or expressed opinions. Factual errors are the responsibility of the listed publication.

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