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Choosing Between a Product-Based Approach and a Project-Based Approach

Are you torn between adopting a product-based approach or a project-based approach? Understanding the key differences between these two approaches can help you make an informed decision. In this blog post, we’ll explore the distinctions in terms of impact, scalability, sustainability, efficiency, and effectiveness. Let’s dive in!

When it comes to achieving goals and driving success, organizations often have to choose between a product-based approach and a project-based approach. Each approach offers its own advantages and considerations. Let’s examine the key differences between the two.

Impact:

The product-based approach is focused on creating a product with a long-term impact. This means that the product, once developed, can provide value to users or customers over an extended period. On the other hand, the project-based approach is centered around achieving specific goals within a limited time frame. The impact of a project-based approach is tied to the successful completion of those goals.

Scalability:

One of the strengths of the product-based approach lies in its scalability. Once a product is developed, it can be sold or used by many people simultaneously, allowing for wider reach and potential growth. Conversely, the impact of a project-based approach is often limited to the specific goals it aims to accomplish. Scaling up the impact requires initiating new projects or initiatives.

Sustainability:

Sustainability refers to the ability to maintain or continue providing value over time. In this regard, the product-based approach shines. A well-designed product can continue to offer benefits, generate revenue, or serve its purpose over an extended period. On the other hand, the impact of a project-based approach typically ends when the project is completed or the goals are achieved.

Efficiency:

Efficiency is a crucial consideration for any organization. The product-based approach can be more efficient in the long run because once the product is developed, it can be utilized repeatedly without significant additional efforts. In contrast, the project-based approach can be more efficient in the short term, focusing on achieving specific goals quickly and moving on to the next project.

Effectiveness:

The product- and project-based approaches can be effective, depending on the context and goals. The product-based approach is effective in achieving long-term goals and creating sustained impact. On the other hand, the project-based approach excels in accomplishing specific, short-term objectives and milestones.

To summarise, the choice between a product-based approach and a project-based approach depends on various factors, such as the nature of the goals, available resources, and the desired timeline. Organizations should carefully evaluate these factors to determine which approach aligns best with their objectives. By understanding the distinctions in impact, scalability, sustainability, efficiency, and effectiveness, you can make an informed decision that drives success.

Keywords: product-based approach, project-based approach, impact, scalability, sustainability, efficiency, effectiveness

Hashtags: #productbasedapproach #projectbasedapproach #impact #scalability #sustainability #efficiency #effectiveness

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5 things you did not know about podcast and employee engagement (and Artificial Intelligence) #AI

Introduction

Podcasts are one of the most popular forms of audio content in today’s world. Podcasts are an excellent way to promote your brand, product, or service for free. They can also be used as a lead generation tool and a recruiting tool for your business. The good news is that there are many things you did not know about podcasts and employee engagement!

Podcasts are the modern way to motivate employees

Podcasts are a great way to keep employees informed.

Podcasts are a great way to keep employees engaged.

Podcasts can be used as an employee survey, but they can also be used in an employee engagement program or even as part of your annual review process!

Podcasts help your organization align around mission and values

Podcasts can be a great way to align around mission and values.

Mission: Podcasts are an excellent way of communicating the overall mission or purpose of your organization, as well as its vision for the future. This is especially important if you’re looking at a new product line or initiative, because it will allow everyone involved in bringing it about (employees, investors) to understand where they fit into the bigger picture.

Values: You’ll also want to make sure that everyone understands what makes your company special—and not just by sharing core values like “Our focus on customer service” or “We believe in giving back.” If there’s a more specific statement about how those things apply in real life (e.g., “We’re here for our customers 24/7”), then go ahead and write it down!

Podcasts hold leaders accountable for company culture

Podcasts are a great way to hold leaders accountable for company culture. They can be used for many things, including:

Showing leadership and the company’s values

Demonstrating your mission as well as how it relates to customers

Ensuring that everyone in the organization knows what’s expected of them

Podcasts let everyone feel like they’re in on something special.

You can use them to create an intimate experience with your employees, customers and fans. The best part about podcasts is that they’re easy to make—you just need some video equipment!

Podcast content takes many forms: tutorials, interviews with industry leaders in your field or topic area, and Q&A sessions where you answer questions from viewers who have submitted them via email or social media channels (like Twitter). It doesn’t matter what kind of content you create; all that matters is making something valuable for those who consume it.

Anyone can make a podcast with just a phone.

Podcasts are simple to make, and most people can easily listen to them on their phone or computer. If you have the right software, you can even make a podcast using your tablet!

You might be wondering how this works. Well, it’s actually pretty simple: just record yourself talking into your microphone (or headset) while holding up a piece of paper with your script written on it in big letters. Then save the file as an MP3 file and upload it to one of those services like SoundCloud where people share audio files online for others to listen too!

Your organization doesn’t need to be an expert at media production to make a great podcast.

Podcasts can be made with a phone and sharing them is easy, so you don’t have to be an expert in video editing or audio production.

Anyone can make a podcast because it doesn’t require special equipment or knowledge of any particular field like video editing does.

Podcasts are an excellent way for your organization or business to share expertise with the public and grow its reputation as an authority in its field by putting their best foot forward through podcasts!

Conclusion

Podcasts are a great way to keep your team engaged, informed and united behind a common mission. We hope this article has given you some inspiration for creating your own!

PS: This entire content for this article is created by @copy.ai. What an amazing tool. I just added a few keywords and wow! Here is what it is.
The associated images (2) - top and bottom are created by another AI tool https://creator.nightcafe.studio
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2020 Marketing – This or That

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What a simple pencil sharpener can teach you about big ‘I’ Innovation vs. small ‘i’ Innovation

What a simple pencil sharpener can teach you about big ‘I’ Innovation vs. small ‘i’ Innovation
What a simple pencil sharpener can teach you about big ‘I’ Innovation vs. small ‘i’ Innovation

As a parent, with young children, while I go around doing routine stuff, I usually keep a watch on how small and subtle changes are happening in the world of stationery – of pencils, erasers, pencil sharpeners, rulers, glue sticks, and such mundane stuff. I am childlike when getting hold of these things and often stumped with subtle innovations that are happening in the industry.

#Innovation happens at multiple levels. There are the big ‘I’ innovations that happen once in a while that make headlines and get some multi-million-dollar funding, and the world talks about them to no end. Then there are millions of small ‘i’ innovations that go under the radar, many of which we use and yet one talks about them.

Unlike big Innovations, small innovations happen daily and impact life significantly and make life easier its own small little ways. We seldom discuss them, and in many situations, we do not even observe that innovation, let alone acknowledge or amplify that innovation. Small innovations are under the radar, but I believe, when put together daily, they impact the quality of life and save us time and money significantly.

Here is one such innovation – on a pencil sharpener. As a child and over the last 40 years, we have experienced this is the situation, thousands of times, yes, thousands of times While sharpening a pencil the lead gets stuck at the far end of the sharpener. I have personally spent, and I am sure if you are someone like me who is a millennial generation, we have spent countless minutes,  time trying to use a sharp instrument to pull out the stick lead. If it happens to be a color pencil, the lead is so soft that it gets stuck far more and it is much more difficult to retrieve.

Now, imagine this innovation (in the picture attached). There is a small opening at the far end for the broken lead fall away. A circular design, a little ide than the size of the lead that lets the broken lead automatically fall off. This, I believe, is a phenomenal small ‘I’ innovation.

There is a small opening at the far end for the broken lead fall away. A circular design, a little ide than the size of the lead that lets the broken lead automatically fall off. This, I believe, is a phenomenal small ‘I’ innovation.
There is a small opening at the far end for the broken lead fall away. A circular design, a little ide than the size of the lead that lets the broken lead automatically fall off. This, I believe, is a phenomenal small ‘I’ innovation.

Now about the business value and thus money that could be made by the innovator – Even if the innovator or the product marketer charges ₹2 (or 20c) extra per sharpener vs. ₹5 (or 50c) otherwise, the innovator would be amply rewarded. This does not happen in real life. That small innovator is not able to market that innovation, let alone price it at a premium. The user, on the other end, is unable to comprehend the significant value that innovation brings to them. Imagine, in this case, that extra minute the user has in trying to remove the stuck lead and that would have at least happened 100 times a month. That is a good 2 hour extra for just ₹2 (or 20c).

What are your thoughts?

What do you think about small innovations versus big innovations?

Is there merit in small innovations? How can they be monetized?

Are there any small innovations that you think have gone unnoticed?

Please share in the comments section. I would like to hear from you.

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Learning Series – Blended Learning Design Models (Part 4)

Blended Learning Design Models

Blended learning design models are learner platform models that describe the design and delivery strategy associated with a particular learning program. Futureshift Learning distills the variety of blended learning models into two basic types: linear learning models and hub learning models, each possessing specific inherent strengths and weaknesses.

Linear Learning

In the linear learning model, participants are required to complete a series of training interventions in a stepped, or lock-step, manner. The example model shown in Figure 1 provides an illustrative view of a linear training program.

With linear learning, a participant is not permitted to move around too much within the program or curricula because most of the learning program’s design is based on a building-block design structure. These types of models are exceptional for certifications, pay-for-skills, or apprenticeship-style programs in which the participant’s progress is carefully tracked, and specific “waypoints” are used as progress checks to validate the participant’s mastery of the knowledge and skill elements.

Linear learning’s weaknesses are that the models tend to take much longer to design and develop, and much longer to complete for the learner. The model’s strengths lie in its structure and stepped process. Also, the building-block style of learning is beneficial because it is comfortable for many learners and allows the learners to achieve satisfactory performance at each step before having to move on to the next level.

Hub Learning

While linear learning provides tremendous structure and direction, hub learning design models give freedom to explore with a variety of choices from which to choose. Hub learning has the core content at its center with a variety of radiating supplemental learning elements available. Figure 2 demonstrates a representative hub learning model.

The learner has the option of selecting only those elements he/she desires (including the choice of selecting none). The mixture of selections varies for each learner dependent upon the preferences and needs of the learner. Hub learning programs are arguably more straightforward and faster to build than linear programs, and they are considerably more flexible and customizable. Hub learning’s greatest weakness is that it is highly dependent upon a self-motivated learner to gain maximum value from the model.

It is challenging to prescribe a single learning solution because of the diversity of the situations. Figure 3 illustrates some pros and cons associated with each model.

One additional factor that cannot be overlooked as you learner engagement. The critical feature is to ensure that the learner can use the training to develop skills and knowledge. The evaluate blended learning approaches is that experiential learning process is not necessarily improved just because learning possesses the highest learner applicability of your organization used high-quality 3D visuals. There is no learning. Numerous studies and professionals agree debate that better graphics add an aesthetic quality to a once a learner can apply learning in a presentation; however, aesthetic quality does not equate to the meaningful and experiential manner, he/she can see better learning. This is a common trap into which many completely learn the materials and successfully apply inexperienced training designers fall prey. Learning is not them.

You might also like – Learning Series – Blended Learning Approaches (Part 3), Learning Series – Why Blended Learning Strategy (Part 2), Learning Series – Crafting a Blended Learning Strategy (Part 1).

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Learning Series – Blended Learning Approaches (Part 3)

Blended Learning Approaches

In our earlier post – Learning Series – Why Blended Learning Strategy (Part 2), we went on to see why Blended Learning and the three primary reasons why blended learning is used.

Dependent upon your definition of blended learning, you can argue that there are as many approaches to blended learning as there are various combinations of all the different media available. What becomes paramount to a winning training strategy is the instructional design strategy and approach. It all starts here, and the decisions that are made here ripple throughout the learning. Poor instructional design choices cannot be covered up by slick programming or outstanding graphics. A poorly designed training session will still be a poorly designed learning event, regardless of how fancy the animations or how sophisticated the delivery. The only difference is how much money is lost in the process.

Futureshift Learning distills blended learning approaches into two major categories: learner-centric and business-centric drivers.

Poor instructional design choices cannot be covered up by slick programming or outstanding graphics. A poorly designed training session will still be a poorly designed learning event regardless of how fancy animations or how sophisticated the delivery. The difference is how much money is flushed away in the process.

Learner-Centric

A learner-centric approach provides considerable upfront instructional design emphasis on the learner and the learner’s conditions of learning; for example, the use of Gagne’s The Five Conditions of Learning, which includes five categories of learning: verbal information, intellectual skills, cognitive strategies, attitudes, and motor skills. Learner centric approaches rely upon sound upfront instructional systems design. The tried and true analyze, design, develop, implement, and evaluate (ADDIE) process starts with analysis and include evaluation throughout its process model. Adherence to these processes ensures that the training created is designed to provide maximum transference to the learner, thereby optimizing the available solutions to the learner.

Business Centric

The intent of a learning event is to transfer knowledge, skills, and/or abilities to a learner. Therefore, you could assume that all approaches are learner centric; however, this is not the case. The core of a business centric approach is the reality of understanding and meeting the business drivers. Learning in and of itself is a great thing, but it is not always a company’s primary mission to educate their workforce. Manufacturing and productivity are requirements that must be met; therefore, the business demand can dictate the design steps and decisions just as readily as a focus on the learner.

Training exists in many forms, and certainly, it depends on the content to determine the need for complexity. For example, if the business driver is to ensure that all employees receive training concerning changes to administrative practice, the training design should be limited to communication. Conversely, should the situation involve the deployment of a brownfield launch, including new manufacturing equipment, the business impact will drive the design decisions, this time with a very robust modality. These two approaches are not necessarily mutually exclusive of one another. With some creative forethought and design, many learning projects handily weave both learner needs and business needs into the final design. In the next post, we will visit the Blended Learning Design Models – Learning Series – Blended Learning Design Models (Part 4).

You can also visit – Learning Series – Crafting a Blended Learning Strategy (Part 1) and Learning Series – Why Blended Learning Strategy (Part 2)

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Learning Series – Why Blended Learning Strategy (Part 2)

In our earlier post-Learning Series – Crafting a Blended Learning Strategy (Part 1), we had an overview of a blended learning strategy. In this post, we are going to go a little deeper into ‘Why/ of a Blended Learning Strategy.

Why Blended Learning?

Blended learning is heavily favored for three primary reasons:

  1. Optimal learning strategies – mixed-media learning approaches have been proven to be the most effective means of learning, especially when you are dealing with large numbers of learners;
  2. Reach and flexibility –blended learning can reach across large areas at any time or (virtually) any place; and
  3. Economics – done right, blended learning is a highly valuable business solution that can be a very good economical investment.

Optimal Learning Strategy

Numerous studies are available in both the commercial and academic fields that clearly demonstrate that the most successful training approaches are those that involve higher interactivity and use more than one modality for learning transfer. Therefore, answering “Why blended learning?” becomes simple; it is the most effective approach for learning.

Be careful though, blended learning still requires sound instructional design in order to be effective. Simply creating a series of different modes of content does not make for excellent learning transfer.

Reach and Flexibility

Traditionally, training was completed by trainers who diligently traveled from site to site ensuring that all personnel was properly trained. Often the cost and time associated with delivery remained a challenge. Adding on large enterprise-wide training rollouts introduced a great deal of variation due to the sheer number of instructors required.

The face-to-face benefits of training are undeniable, but some form of interactive exchange mixed with face-to face training was required. Blended learning neatly fills that niche. Blended learning also offers flexibility. Considering instructor-led sessions, where participants are required to attend at set times, dates, and locations, blended learning offers flexibility in the delivery so that personnel can attend at their convenience.

A word of caution, though—simply setting up webinars as a distance learning solution without first truly understanding the learners and the business need is not a sound decision. Good intentions without well- constructed instructional strategies can still end in poor results.

Economics

Cost will always be a factor in the selection of a training approach. Blended learning requires an investment at the onset of the training. Like most things, you get out of the investment what you put into it. Instructional design steps can appear to be expensive steps that many organizations are tempted to skip. Beware of that slippery slope!

Building an optimized training plan through instructional design is really the only way to go. The old adage “penny wise and pound foolish” comes to mind. Many organizations pursue the false quest of a rapid blended learning solution that skips the details in the planning stages; consequently, the results can be catastrophic. Remember, most companies’ greatest differentiator is their people. Why are organizations in such a hurry to shortchange that competitive edge?

In our next Chapter, we we will talk about Blended Learning Approaches and how you can use them.

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Learning Series – Crafting a Blended Learning Strategy (Part 1)

Like even the most complex decisions, blended learning strategies are rooted in the basics. Upfront instructional design is required for truly meaningful learning. Review your organization’s culture and structure to determine whether a learner centric or business centric approach is best for the design and implementation of learning in your environment. The model can be distilled into one of two types: a linear model or a hub-based model. From this design stage, the next step is to factor in the various types of training media or modes that best suit your training program and its audience. If you can address these main components, you are well on your way to launching some of the best learning tools and techniques.

Overview

Perhaps one of the most difficult aspects associated with today’s blended learning solutions isn’t in the technology or bandwidth; it’s understanding that successful blended learning is firmly rooted in sound instructional design strategies – design strategies that focus on transferring skills and knowledge to the learner while delivering value to the business.

In any competitive business environment where time, resources, and money is the differentiators, your people are your competitive edge. Leveraging the value of your people relies heavily on deploying the right learning solutions and having learning solutions that effectively transfer skills and knowledge to participants in a timely fashion. So what type of learning solution is truly the right solution? As it turns out, the answer is blended learning; however, the media, modes, and makeup of each training solution should be different, depending on a number of variables.
At Futureshift, we base our learning strategies on determining what those variables are and how they will impact the learning process. Before deciding upon training media or modes, Futureshiftrecommends that you assess and investigate your proposed approach. Make sure your targeted training approach can achieve both learning and knowledge transfer expectations and deliver business-tangible and measurable results.

What Is Blended Learning?

Futureshift defines blended learning as the combination of synchronous (e.g., face-to-face training) with asynchronous (e.g., computer-based or alternative media) training that creates the best possible learning solution for a given target audience.

Blended Learning Definition

Blended learning is the combination of synchronous (e.g., face-to-face training) with asynchronous (e.g., computer-based or alternative media) training that creates the best possible learning solution for a given target audience.

Mastering the new instructional avenues that technology continues to provide can result in some of the best learning programs ever made available. Blended learning provides multiple modalities in which participants can explore and learn. Yet for all its attraction, blended learning also can be fraught with many dangers, too, the worst cases involving staggering amounts of money for beautiful and elaborate sessions that are poorly received and ultimately never used or valued. Blended learning isn’t the issue; it’s the decisions made associated with it that may lead to negative experiences. Blended learning is by far the best learning solution available today—as long as we have done due diligence, which we will discuss in our next series of posts.

Next Post – Learning Series – Why Blended Learning Strategy (Part 2)

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How To Make Your Employees Share Content?


How To Make Your Employees Double Up As Content Marketing Warriors?

What can you do about it to have them more engaged in your social media activities?

Do your employees want to share your corporate content on a social network? If so, what would they want to share? Also, why do they think that it is valuable to share this info in their social networks?

Every marketing team would want to have their tens, hundreds or thousands of non-C level employees to share the corporate posts and content on their personal social networks and build the brand. The question is how?

Not long ago, Trapit, a company that enables social network content sharing by employees, commissioned what it calls the first survey of rank and file employees about their thoughts on sharing company info on a social network. Takeaways from the study and what the results mean for companies looking to improve their staff advocacy on social suggest that employees see great value in sharing via a social network. Many companies must catch up to do to take benefit sentiment.

The Observation

When study asked about the benefits their company would receive from social sharing, a three in four respondents perceive an advantage, while ten per cent see no value. Notably, 43% say it would increase brand consciousness, 21% believe it would aid brand credibility, while only 11% say it would boost sales. – Employees are supportive of social network and acting on a social network on behalf of their companies.

Another observation is that 55% of employees think it best to share 3rd party content in addition to their company’s content advertising. Moreover, 34% say that they are more than likely to share news articles about their company via a social network. This study suggests that employees are calling for help on the content front. They want the content from the creator, so that they can be active on social, and still help build their individual brand while promoting the company. Your employees do not want to spend their whole day farming for content on their very own. Corporate white papers and promotional materials are not enough. Your employees want an expansive mix of content.

So, what should a company do?

Your employees are not charmed in just being a corporate volunteer on their social network. They would like to be intriguing and engaging in their network and be reliable. These are the six things that you should do.

  1. Provide them with a good selection of content that includes ‘promotional’ corporate assets, as well as high value-assets like, industry news analysis, research, thought leadership
  2. Help them round out their personal profiles and their personas on social.
  3. Help them get some authentic engagement going versus just relaying more advertorial
  4. Additionally, content created for sharing, give them insights or a dashboard on their social sharing activities.
  5. Help them see some personal Return on investment for their efforts, just as you would for your business.

It is simple – Businesses must help measure the impact of social sharing – be it for your marketing team or your employee.

If employee-led social selling and employee engagement are not essential initiatives for the sales and marketing teams but the entire company including Human Resources and Senior Management teams.

This article first appeared on April 12, 2019 in a Times of India Blog titled How to make your employees double up as content marketing warriors?

#ContentMarketing #DigitalMarketing #EmployeeEngagement #Marketing #SocialMedia #SocialMarketng #ContentWarriors #EmployeeLeverage #SmartMarketing

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Infographic – Digital Marketing in 2018

Digital Marketing in 2018. Be prepared with good infographic from @MDGAvertising