Virtual meetings are here to stay — and so is the challenge of keeping people engaged while they multitask during meetings.

I can recall with fond memory many of the class projects I worked on while attending elementary school. The exploding volcano might have packed too much of a punch for poor Mrs. Guyatt though. I’ve never seen grey hair instantly turn white like that. Perhaps my favourite one had me researching and writing a speech about Canada’s Inuit. The politically incorrect book titled, Eskimos in the North served as my guide. Wikipedia was two decades away so physical trips to the community library were necessary to peruse and research from … dammit, what were they called, oh right … encyclopedias. I loved studying about the Inuit because it was during my preparations for my speech when I was introduced to the Inuksuk. (pronounced in-uk-shuk) From one of my favourite galleries and art shops in Vancouver via Granville Island comes a little more explanation about the Inuksuk: Inuksuk, the singular of inuksuit, means "in the likeness of a human" in the Inuit language. They are monuments made of unworked stones that are used by the Inuit for communication and survival. The traditional meaning of the inuksuk is "Someone was here" or "You are on the right path." In other words, inuksuk (in the Inuktitut language) means "to act in the capacity of a human." It’s quite literally an extension of the word inuk which is defined as "a human being." Life is an uncertainty. One never really knows what may be thrown at you. Cancer. Job termination. Flooding. The paradoxes of a rich life can overflow, out-duel and even dampen the spirit in us all. I wear both my heart and head on my sleeves at all times. I don’t know how to be any different. It can get me into trouble, particularly with those who fail to see the bigger picture. This has happened, happens and is happening in my place of employment. I suspect it will always occur, rightly or wrongly. I empathize, sympathize and can understand someone’s differing point of view but a myopic mindset isn’t something I’ve ever been comfortable with. I’ve never been in it for ‘the money’. I’ve never needed riches. My riches come in the form of family, friends, fun and freedom. It’s my frabjous life! I simply seek a life and a career with purpose. Getting paid is important but millions of dollars is not my goal. In times of trouble or concern, however, I look to the Inuksuks I’ve left scattered across the lands of my life and career. Now is such a time where I recall the Inuksuk. I have been here before. The Inuksuk reminds me. I have felt this experience before. The Inuksuk reminds me. I am on the right path. The Inuksuk reminds me. I am acting in the capacity of a human, although my foes are not. The Inuksuk reminds me. I am a human being. The Inuksuk reminds me. Last week I had the fortune of speaking to a group of up-and-coming leaders in Ottawa, the capital city of Canada. I really enjoyed my time with them, however brief it was. The day before, I was being fed to the wolves in a situation that forced me to pause, ponder and reflect my overarching purpose. I sought out my Inuksuk. As luck had it, when I was gallivanting around Parliament Hill the bells of the Peace Tower went off at 6pm. It was an audible sign. Snap out of it Dan, go find your Inuksuk. A block away from Parliament Hill in Ottawa was an art gallery. Naturally, I bought four Inuksuks. One for Denise and I … and one for each of our children. The Inuksuk is a beacon. Over time, I hope the goats learn the importance of the Inuksuk. They will receive the Inuksuk lesson (and their first Inuksuk piece of art) this coming Christmas, for it’s an important lesson. I am a human being. The Inuksuk reminds me. Always. Dan's Related Posts:We Are All BostonOur Three Young Children Blog … Here’s WhyFor every fall there is a spring in our stepCan Humanism Replace Capitalism?Goodbye Team of Five Years

There are at least two kinds of games: one could be called finite, the other infinite. A finite game is played for the purpose of winning; an infinite game is played for the purpose of continuing the play.     - James Carse, Finite and Infinite Games

Today was an interesting day. It was going very well, until I began the journey home. It didn’t feel right from the beginning. From the hotel entrance, I got into the truck and headed for Toronto’s Pearson Airport en route to Victoria, BC. I thought to myself, "Did he just slur the word luggage?" I looked past it. I chalked it up to his accent. I pulled out my iPad and began reading, as I always do when making the 30-minute journey from downtown Toronto to the airport. I’ve done the trip so many times, there is nothing more to see. I prefer reading, via the iPad. The head bobbing nearly concussed me as we literally stuttered toward the Gardiner Expressway, but I overlooked it at first. Once on the Expressway, and heading for Highway 427, I became concerned. "Is he swerving?" I asked myself. "Actually, is he drunk?" I asked the driver, "Are you tired? Have you been drinking?" He replied, "No, I’m just tired. I need a coffee." By the time we hit Highway 427 , I was in full-on DEFCON 5 mode. He was asleep at the wheel, and we were headed for the concrete wall. "WAKE UP!", I screamed. Thankfully, someone was looking out for me. (again) He awoke, managed to swear, and somehow avoided the wall and the car in front of us. The brakes were slammed — and for whatever reason — the car came to a complete stop in the emergency lane, unscathed. Do you know how difficult it is to hail a cab on the side of a highway? Do you know what it feels like to put your life in the hands of a drunk driver? Nevertheless, I was alive. (again) When life flashes before your eyes, one is instantly reminded of mortality, love and unconquered dreams. As an 18 year-old, I once was ditched from a white water river raft, sucked into an underwater Grade 6 cyclone that trapped me for what felt like hours. Imagine an underwater washing machine where your body is magnetized to the rim — the lid is closed — and there is no way to get out. It eventually spit me back up to the surface, where friends took over from there, saving my life. As a 26 year-old, a driver lost control of his car around a stretch of road in Vancouver while speeding at 80 km/h and was headed directly for the front of my trusty Saturn. With no time to think, I somehow managed to veer ever so slightly to the right. It saved three lives in the Saturn (including my own) but the entire driver-side of the trusty Saturn disappeared. The polyethylene dent-resistant plastic body panels of the trusty Saturn were no more. It was weird to see a car so naked, but it felt good to be alive. (again) I now sit in the friendly confines of the Air Canada lounge in Toronto. Naturally, I’ve been reflecting. Have I done everything possible to be the best human being possible? Have I conquered all of those dreams? No, I haven’t. But I will remedy the oversight, effective immediately. Please, don’t drink and drive. Dan's Related Posts:Omni Hotels & Resorts in Dallas Demonstrate Great Customer ServiceTwo Very Incredible & Courageous WomenTake a Chance on YouIFWhat I Learned From My Daughter About Decision Making

Whether you're a leader at your company, or you help develop them, the practice of delegating to others successfully is both an art and a science. And the upside to your organization is huge: Effective delegation can empower and engage employees, fuel initiatives, and spur energy and creativity.

Efficiency is key for business success. But in the long term, it won’t sustain business growth.

Dan's Related Posts:Perhaps the Purpose of an Organization?Three Types of Workplace MindsetsCan Humanism Replace Capitalism?My Definition of Work and an Update on Book TwoAmidst Uncertainty the Inuksuk Surfaces

Business is changing faster than perhaps any other time in recent history. The shifting economy is a prime driver, but so is technology - the rapidly evolving factor in the change sweeping most companies.

Back in 2001, Britain’s Royal Mail — that venerable institution of postal delivery throughout the United Kingdom, originally conceived and put into service by Charles I in 1635 — decided to change its name to Consignia. Consignia. The Chief Executive Officer at the time was John Roberts. He publicly stated that "the new name describes the full scope of what the post office does in a way that the words post and office cannot." Consignia. You can’t make this stuff up. Needless to say, Royal Mail was resurrected from the lost mail bag name a year later. That’s an example of a name change gone terribly awry. Recently, however, another name change has sparked a relative fury for professionals in the learning, talent and HR space. The ASTD — American Society for Training and Development — recently announced it was changing its name from ASTD to ATD, or Association for Talent Development. To be clear, this is not an example of Consignia or Royal Mail. In fact, this change is rather refreshing. One might say it’s needed. ATD got its start in 1943 as the American Society of Training Directors. As Wikipedia suggests, "The organization began in New Orleans during a training committee meeting of the American Petroleum Institute in 1942. The following year, a group of 15 "training men" met for the first board meeting of the American Society of Training Directors." From there, it morphed into the American Society of Training and Development and it now possesses thousands of members in more than 100 countries. In the US alone, there are over 120 chapters. There are 26 global networks in other countries as well. In a nutshell, it’s a large, international and community-driven organization supporting  the professionals who aspire to help all facets of professional development inside profit and not-for-profit organizations. I’ve never liked the term or the acronym ASTD. I felt it did not do justice to what this organization does, and will continue doing for professionals and workers in today’s organizations. The Association for Talent Development (ATD) is a far superior and clearer name than ASTD or American Society for Training and Development. Aside from the obvious — which is dropping the myopic view of an American-only association, which it never was — the graduation from ‘training and development’ to ‘talent development’ is necessary. Talent development is not solely about training. Furthermore, when one is developing, delivering or designing ‘training’, I wouldn’t subscribe to it being the only form of talent development. Talent development is much broader than training. A training and development only mindset is akin to believing workers in today’s organizations only learn inside of a classroom or a learning management system. It’s as though there is only one form of pie at my local bakery. I may love pecan pie, but from time to time, I love a sky-high lemon meringue pie or the sweet crumble of an apple pie. Whether via the Pervasive Learning model from Flat Army or through the myriad different ways workers have proven that learning is part formal, informal and social, it all comes back to talent. Talent is developed inside and outside of ‘training and development’. It comes in the form of coaching, mentoring, job shadowing, wiki’s, blogs, rotations, lectures, books, articles, job aids, leadership models … the list literally goes on and on. I want an array of pies at the bakery. I believe talent development is that bakery. I believe ‘training and development’ is one type of pie, but the ATD is a bakery that provides all sorts of pies for us to enjoy. In 1924, a company by the name of Computing Tabulating Recording Corporation decided it would be a good time to rename itself. Leaders thought the name was limiting. Leaders believed they had to expand the definition of the company to include a more international flavour. They also believed they were a one-pie bakery. What did the Computing Tabulating Recording Corporation change its name to? Ninety years later, you may be more familiar with the name International Business Machines or IBM. ATD - not your one-pie talent development bakery. Dan's Related Posts:Dear C-Suite: We Don’t Do Training AnymoreDocking Employee Pay to Improve Their Skills is Dubious if not DumbLearning by OsmosisWhy You Must Define the So-What of LearningInternet Activities Do NOT Affect Adolescence Development

Several months ago I participated in a two-day offsite planning retreat for Interaction Associates at the Chicago offices of Gensler, the global design firm noted for advanced innovations in office design.

I was asked to comment on a few questions related to eLearning, social learning, etc. for an upcoming publication. Here are the questions and my unedited responses: What does an organization without social learning look like? What COULD it look like? The water cooler has been both a figurative and literal location of exchange. So too has the break room, the lunch room, the elevator … heck, even smokers alley outside the building. Social learning has always been a part of organizations. It’s the exchange of knowledge, intelligence, ideas and feedback through non-formal means. The ‘new’ social learning — where the utilization of collaborative technologies aid and abet the exchange — is a new must. Why prevent it? Why stop it? An organization without social learning is an organization without its soul … without its culture. It’s a draconian stance to take, one that ensures disengagement will flourish (an oxymoron, I know) and learning will be trapped in a classroom and LMS forever. How would offering social learning benefit employee engagement? To make a peanut butter and jelly sandwich, one first must start with two pieces of bread. Let’s refer to this as formal learning. The peanut butter makes the bread stick together, something I like to refer to as informal learning. (eg. Coaching, mentoring, job shadowing, books, etc.) But it’s the sweet irony of the jelly that makes the sandwich complete. That sweetness comes in the form of social learning, and it’s necessary if one wants an engaged organization and improved operating culture. Social learning not only connects and unites one another in the exchange of knowledge, content and ideas — through collaborative technologies — it breaks down the barriers of hierarchy. Imagine a Senior Vice-President who begins a weekly internal blog, discussing important ‘executive’ topics with her team or the organization, while using it as a platform to solicit feedback and ideas on said topics. How is that not a good way in which to both learn and increase employee engagement at the same time? Is mobile or social the next hot thing for organizations to offer employees as part of a learning program? Why? I read with disdain a recent report from Proskauer entitled "Social Media in the Workplace Global Study". They found 36% of employers actively block access to such external social media sites, compared to 29% in 2012 and 43% of businesses permit all of their employees to access social media sites, which is actually a fall of 10%. This is not a good trend. Social, mobile, wearables, and whatever is next are part of our human condition. We invent to survive. We ideate to thrive. We create to exist. Everything is the next hot thing for organizations to offer employees as part of a learning program. It’s not limited to social or mobile. A true learning organization should be listening to its employees (as well as industry) to determine how these new forms of technologies (and ideas) can assist the employee to become better engaged, better educated to in turn perform better in their role for purposes of the customer they serve. What does the future of eLearning look like? I’ve always loathed the term eLearning. Something that is ‘electronic’ reminds me of my father and his electrical engineering days. His father made him become an engineer. Many people are forced to take eLearning. If I could change anything, it would be to drop the ‘e’ of eLearning and call it what it really should purport to be offering: interactive learning. Far too many eLearning offerings remain ‘click next’ rote memory exercises. I’d like to see eLearning become 10-30 minute interactive learning opportunities that truly demonstrate engaging, simulated and emotionally tied interactions with the learner. It too should be (somehow) tied to social learning. There is a time and place for individualized interactive learning — don’t get me wrong — but learning is also a shared experience, and by not having the tie-in with social learning (through discussion forums, micro-blog exchanges, video shares, etc.) we’re losing out on an important possibility to further enhance the learning experience itself. Dan's Related Posts:Employee Access to Social Media in the Workplace DecreasesSocial Media is not Social LearningLearning by OsmosisThe Social C-SuiteDear C-Suite: We Don’t Do Training Anymore

As the newly elected Chairman of the Board at Interaction Associates, I am thinking a lot about how the principles of Facilitative Leadership apply to this new role. 

Depending on the scope and topic of a keynote address I deliver, there is a point in the talk where I might tell the story about our three young goats, and why Denise and I are coaching them to publicly blog. I even wrote a post about it entitled, "Our Three Young Children Blog … Here’s Why". An article by Kathryn L. Mills entitled "Effects of Internet use on the adolescent brain: despite popular claims, experimental evidence remains scarce" to be published in the forthcoming edition of Science and Society suggests the fear is pure blatherskite. (malarkey, if you prefer) Mills states: Current evidence suggests that typical Internet activities do not impair social development during adolescence. That sums it up nicely in fact. The article cites fifteen different studies — from changes to the brain, cognition, sedentary concerns and relationship to musical-training — but more importantly she researched and analyzed 134 published studies on adolescent brains and moderate or typical Internet use. Her findings effectively debunks what is mostly prevalent in society today. That is, parents, educators, and adults alike believe the internet is one big distraction and is affecting brain development. This thing called the world wide web is negatively affecting the brains of our up and coming generation. (well, that’s what we adults think) Indeed, in their How Teens Do Research in the Digital World report, where 2,462 middle and high school teachers currently teaching in the U.S., Puerto Rico and the U.S. Virgin Islands provided insights and opinions, Pew Research stated: 87% of teachers indicated the internet was creating an "easily distracted generation with short attention spans" 64% say today’s digital technologies "do more to distract students than to help them academically" Whether these teachers are followers of Oxford University neuroscientist Susan Greenfield remains unknown. Baroness Greenfield is one of the leading opponents to increased screen time for adolescents. She has coined the term, "Mind Change" — paying homage to a different calamity, climate change, perhaps — indicating the internet isn’t exactly bringing the best out in us, adolescents included. As Professor of Synaptic Pharmacology at Oxford University, Susan leads a team investigating the physical basis of the mind and its implications for our understanding of human behaviour, work and society. I’m sure she knows a thing or two, but Mills’ exhaustive research and provocative debunking is at the very least important to understand. Mills — a PhD student at the Institute of Cognitive Neuroscience, University College London — concludes her piece with the following: In the 25 years since the World Wide Web was invented, our way of interacting with each other and our collective history has changed. There is currently no evidence to suggest that Internet use has or has not had a profound effect on brain development. People have openly questioned me after a keynote, asking why we’d ever let a kindergarten child write a blog and interact online. As educators (and as parents) we believe the internet is as important an asset as the physical dictionary, encyclopedia and reference books were when we were growing up. Those were our examples of screen time when we were adolescents in the 70’s and 80’s. We mandate proper screen time allotment, which often is overlooked by the naysayers. Our children play, create art, build with Keva Planks, participate in sport and music, and perform in plays and operas. Our job as educators (and parents) is to teach digital citizenship. Screen time may in fact change their brain, but we’d rather be in front of that opportunity, coaching and mentoring along the way such that they understand responsible use and proper etiquette. After all, it’s not as though the internet is going away anytime soon. Dan's Related Posts:Our Three Young Children Blog … Here’s WhyLet’s N-Screen the ClassroomIn Honour of Ada LovelaceCan Leaders Lead From the Side?The TED of all Learning Conferences #LWF12

Facilitative Leaders excel at collaborating with others to reach sound decisions. But online meetings present a unique challenge: how to tell when agreement is reached? With in-person meetings, you probably instinctively look around the room and note body language.

I’ve always been an admirer of cetaceans. They are, quite possibly, my favourite parts of nature. The problem I have, however, rests not with the cetaceans but with the humans who capture them for entertainment purposes. I had another revelation. Perhaps there is a metaphorical link between the captured and caged cetaceans and employees in an organization who aren’t listened to, or asked for their opinion … on anything. It’s a metaphor linked to culture. I proceeded to have a Twitter conversation with myself. Here’s what I tweeted: Cetaceans confined to an aquarium is akin to the millions of employees unable to contribute their ideas for an organization’s well-being. — Dan Pontefract (@dpontefract) May 27, 2014 Cetaceans confined to an aquarium is akin to the millions of employees unable to contribute their ideas for an organization’s well-being. — Dan Pontefract (@dpontefract) May 27, 2014 Free the whales. Listen to your people. — Dan Pontefract (@dpontefract) May 27, 2014 Culture can’t be manufactured within glass walls. You can’t buy it at a gift shop. The pod swims the ocean together creating harmony as one. — Dan Pontefract (@dpontefract) May 27, 2014 SeaWorld? How about SeeWorld. Reality bites. — Dan Pontefract (@dpontefract) May 27, 2014 No one ever asked Ms. Nootka. No one ever said, "Hey Tilikum, what do you think?" Caged cetaceans … a metaphor to consider. — Dan Pontefract (@dpontefract) May 27, 2014   I’ll come back to this metaphor. So far, it’s shifting toward a new form of laminar flow. Dan's Related Posts:My PurposeFlat Army Graphics on SlideshareFlat Army CSTD Keynote as ArtRethinking Approaches to Corporate LearningThe ABC’s of Collaboration

Two conversations this week with leaders from large companies reminded me again about the value of context in meeting business challenges, and how social entrepreneurs address challenges with context front and center.

I had the chance to deliver the CSTD Symposium keynote in Calgary, Alberta on June 5, 2014. Hopefully audience members came away with a nugget or two of inspiration or ideas for change. I can safely report no tomatoes were launched on stage. The inimitable Corrie Melanson of seemeaning.ca captured the talk as a graphic. Correction: it really is art. Thanks Corrie for a fab piece of work. Thanks Team CSTD for the chance to speak, and for hiring Corrie to capture my talk. Dan's Related Posts:When Euan and Dan Keynote Together at #HRtecheuropeA 20-minute Talk About Collaborative LeadershipInternet Activities Do NOT Affect Adolescence DevelopmentReflecting on Potential Workplace TrendsGive Piece a Chance

"Can you develop and lead a global expedition for our high potential leaders to study water scarcity and develop leadership capacity?" the head of corporate social responsibility of a large hotel asked me this week. And then she added, "We want to invite hotel guests, too."

To understand something fundamental about innovation, you could start by helping me get my teenage daughter to clean her room. Her room is a serious mess, and I’m out of ideas. Her mother and I avoid eye contact with her doorway when we walk the hallway towards our bedroom.

Americans can rest a little easier today, reassured that people with genuine differences of opinion can find it in their hearts to compromise rather than allow their constituents to suffer from a dangerous game of brinksmanship. I’m referring, of course, to the resolution of the NFL lock-out.

This time of year, a lot of my conversations with friends, colleagues, and clients began with the question: "How was your vacation?" Typically, I hear a wistful recounting of highlights, followed by comments about the shock of re-entry into the daily routine.

It’s only a 30-second commercial, but it rubs me entirely the wrong way. I suspect the advertising agency for Volkswagen wasn’t thinking about the backwards way in which they depicted the workplace (or life) throughout the commercial, but the evidence is as clear as day to me. I have a few observations: Dad is stuck at work, whereas Mom is gleefully sitting in at the auditorium, watching her son’s violin recital. Does this suggest Mom doesn’t work? Or does she simply have a more lenient employer? Did she have to take a day off to watch? There is an empty seat to the left of Mom. Does this imply Dad was supposed to attend but couldn’t? If he couldn’t, what were the reasons? "Emergency" meeting? Did he forget about the recital? Did his boss say "no" when he asked that morning? Dad excused himself from the meeting to listen to the recital via the Passat mobile phone sound system, but he didn’t attend in person. Will there ever be another moment like the one where he missed his son’s recital? What type of employer is he working for that doesn’t permit him to excuse himself for a short period of time? How will it affect the son, over time? Yes, there are rebuttals to each of my questions. Mom is a teacher at the school. Dad is away on business, in another city. There are other men in the auditorium. He did ‘hear’ the performance, Dan. That being stated, the commercial rubs me entirely the wrong way. It’s Dad who’s at work. It’s Mom who is watching the performance. It’s Dad who can’t get away from the office. It’s Mom who is holding up a phone so Dad can partake. It’s Dad who works for an organization that clearly doesn’t demonstrate life-work flexibility. It sends a message, a signal, a doctrine that is tiresome, over-played and rooted in history. Our workplaces can do better. Our lives can be lived better. That father should have been at the recital. Our workplaces need to become more humane. Dan's Related Posts:Employee Access to Social Media in the Workplace DecreasesHere’s to the Crazy OnesYa, I Cry at Work. Do You?Five Essential Tips to Effectively Work from HomeAlarming Trends in CIPD Employee Outlook Survey

Is business an art? Perhaps not, but certainly business can learn from the arts. In my estimation, one of the biggest lessons business can take away is the value of collaboration.

You there, With the jaundice coloured leadership grin. As wise souls have said before me, prematurity breeds immaturity. Where art thou braggadocio in your moment of ascension? There it is, Plentiful for all to witness like a storm that blankets Tuktoyaktuk in winter. We have seen it before in this very agora. Cold. Harsh. Unforgiving. Unrelentingly demonstrating who reigns from above, who is the arkhēs. But this pack of snow is neither fluffy nor pretty. It is ice. It is thick (headed). It is infrangible. Callowness reigns abetted by your penchant for nepotism. Don’t fret. The halls, they scream in whispers of discontent and of shuddering disbelief. This misbegotten decision and your reinforcement of hierarchy is the new now. My hope remains because "The future depends on what you do today."   "An Ode to Hierarchy" by Dan Pontefract, June, 2014   Dan's Related Posts:Hierarchy for the Sake of Hierarchy is Simply Being GutlessThe Hierarchy of EducationCredo of the Collaboration CanoeLinkedIn is not Facebook so Please Think Twice About Your UpdatesThat Decision Is Above My Pay-Grade