Continuous Learning Practices

Formative assessment is like a compass—it is ongoing, diagnostic, and designed to guide learning. It provides students with timely, actionable feedback during the learning process so they can improve before reaching the final destination. Examples include quizzes, think-pair-share, drafts, reflections, or teacher-student conferences. Formative assessments help identify misconceptions, adjust teaching strategies, and personalise support. In this way, they build student confidence and competence incrementally. Summative assessment is more like a snapshot—it evaluates what students have achieved at the end of an instructional period. It measures mastery against learning outcomes and is used to judge the effectiveness of instruction. Examples include final exams, projects, performances, or standardised tests. While summative assessments do not provide direct guidance during the learning process, they reflect the culmination of all the formative learning and feedback that came before.

Personal and professional development is seriously limited when mindfulness is missing. Mindfulness is not simply meditation; it's not zoning out; it's not passive and it's not only for relaxation. It IS about focusing on one thing at a time, being aware of what is happening around you and recognizing and accepting your thoughts and emotions. Here's a guide to start you off: 1️⃣ Start Your Day with Intentions: Before diving into tasks, take 2 minutes to set a clear intention for your workday—what you want to achieve and how you want to feel as you do it. 2️⃣ Use Task Transitions as Mindful Moments: Before switching between tasks or meetings, take a deep breath and consciously pause for a few seconds to reset your focus and energy. 3️⃣ Turn Off Unnecessary Notifications: Limit distractions by silencing non-essential notifications for set periods. This helps you stay present with the task at hand. 4️⃣ Practice 'Active Presence' in Meetings: Rather than thinking about what to say next, actively listen to others in meetings. Take a moment to reflect before responding. 5️⃣ Take Micro-Breaks for Clarity: Every hour, take a brief 1-minute pause. Close your eyes, focus on your breathing, or observe your surroundings to recharge. 6️⃣ Create Mindful To-Do Lists: Prioritize 3 key tasks daily, and instead of focusing on the length of your list, concentrate on the quality of your engagement with each task. 7️⃣ Single-Task, Don’t Multitask: Whenever possible, dedicate your full attention to one task at a time. It improves quality, reduces stress, and boosts overall efficiency. 8️⃣ Notice Your Body Language: Pay attention to how you're sitting or standing throughout the day. Make small adjustments to release tension and stay relaxed, which can enhance focus and well-being. 9️⃣ Mindful Emailing: Pause before hitting send. Take a deep breath, review your message, and ask yourself: “Is this clear and concise?” This can reduce miscommunication and stress. 1️⃣0️⃣ End Your Day with Reflection: Spend 5 minutes reflecting on your day’s work—what went well, what could improve—and acknowledge your efforts, no matter how small. #mindfulness #personaldevelopment #professionaldevelopment

When we hear “play” at work, we think of Fun Fridays, team lunches, or a table tennis table, and those moments matter. But there’s another kind of play we talk about far less. It’s what happens when teams are free to experiment, think beyond the obvious, and adapt on the fly. That kind of play matters most when roadmaps shift, priorities change, and ambiguity is part of the job. 𝐓𝐚𝐤𝐞 𝐬𝐜𝐞𝐧𝐚𝐫𝐢𝐨 𝐬𝐢𝐦𝐮𝐥𝐚𝐭𝐢𝐨𝐧𝐬. They help teams practice tough decisions and unexpected shifts without the real-world risk. It’s a safe way to build confidence under pressure. 𝐎𝐫 𝐜𝐨𝐧𝐬𝐢𝐝𝐞𝐫 𝐡𝐨𝐰 𝐠𝐚𝐦𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐜𝐚𝐧 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦 𝐭𝐡𝐞 𝐦𝐨𝐬𝐭 𝐢𝐧𝐯𝐢𝐬𝐢𝐛𝐥𝐞 𝐰𝐨𝐫𝐤. Things like mandatory trainings or help desk ticket resolution. When you turn them into team challenges—with leaderboards, clear goals, and public shout-outs in the all-hands meeting—or role-playing exercises, these low-engagement tasks become visible wins. 𝐄𝐯𝐞𝐧 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐜𝐚𝐧 𝐛𝐞𝐧𝐞𝐟𝐢𝐭. Imagine creating a system where every employee can submit ideas anytime, not just during annual innovation drives. But here’s the twist: ideas don’t just sit in a database. They get visibility through peer voting, expert review, and transparent feedback. And the best part? Top teams/ideas earn rewards: time to lead pilot projects, budget for testing, or public shoutouts from leadership. 𝐏𝐥𝐚𝐲 𝐢𝐬𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐚𝐛𝐨𝐮𝐭 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞. 𝐈𝐭’𝐬 𝐚 𝐩𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐭𝐨𝐨𝐥 𝐟𝐨𝐫 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐚𝐧𝐝 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭. When learning is playful, people retain more, participate more, and most importantly, care more. If we want teams to take initiative, grow into owners, and lead from the front, we have to give them room to play. 𝐁𝐞𝐜𝐚𝐮𝐬𝐞 𝐩𝐥𝐚𝐲 𝐢𝐬𝐧’𝐭 𝐭𝐡𝐞 𝐨𝐩𝐩𝐨𝐬𝐢𝐭𝐞 𝐨𝐟 𝐰𝐨𝐫𝐤. 𝐈𝐭’𝐬 𝐡𝐨𝐰 𝐬𝐭𝐫𝐨𝐧𝐠 𝐜𝐮𝐥𝐭𝐮𝐫𝐞𝐬 𝐚𝐫𝐞 𝐛𝐮𝐢𝐥𝐭: 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐜𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲, 𝐜𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐜𝐫𝐞𝐚𝐭𝐢𝐯𝐢𝐭𝐲. #Leadership #Innovation #FutureOfWork #PlayatWork

40% of workers will need to reskill within the next 3 years because of AI. That stat sounds overwhelming. Not because people aren’t willing to learn, but because most don’t know where to even start. If you’re feeling stuck, here’s a simple framework I recommend anyone facing a pivot or reskill use: 1. Audit your current skills Start with what you already know. What problems have you solved? What tools do you know? What industries do you understand? What soft skills do people compliment you on? You have more transferable skills than you think. 2. Watch industry signals AI isn’t replacing every role, but it is changing how work gets done. Look at your industry and ask: Where is AI being adopted? What skills are in growing demand? Which roles are becoming more strategic vs. tactical? 3. Identify high-leverage gaps You don’t need 10 new certifications. Focus on skills that: Amplify your existing strengths Open up multiple pathways Have a clear demand in job listings 4. Build a simple learning plan Set a 90-day plan: 1 skill focus 1 project or certification 1 habit to build confidence 5. Reposition your story You’re not starting over. You’re reframing your experience to fit where work is going. Update: Resume LinkedIn AI is changing work. But those who take action now won’t just survive, they’ll thrive. What skills are you working on right now? Comment below

What if you had a simple guide to understanding how your learners’ brains work? Would you use it? As someone working at the intersection of games, learning and neuroscience, I know that understanding the brain can seem daunting. It’s complex—but with the right framework, it becomes a bit more accessible and actionable for those of us designing and facilitating learning experiences. Through my work with Evivve (20,000 game containers) , I’ve distilled the brain’s engagement process into five key stages, called the AFERR model: Activation, Forecasting, Experimentation, Realization, and Reflection. These stages reveal how learners process and respond to new experiences, and understanding them can help us as learning professionals to design more meaningful, impactful sessions. 🧠 I’ve attached a quick resource on the AFERR model to give you a look into each stage and some reflective questions to consider as you think about the learner’s journey. Here are some reflections to try as you explore these stages: 💎 Which of these processes aligns most with the goals of your learning experiences? 💎 Where could learners benefit from deeper reflection or experimentation in your sessions? 💎 How might understanding the AFERR model transform the way you design and facilitate learning? If these insights resonate, I’ll be sharing more on AFERR and cognitive engagement at my keynote this weekend at Indian Institute of Technology, Madras with some incredible voices in the industry. And for more on my recent UN talk, check the comments for a link. Would love to hear how this model connects with your approach to learning design in the comments! #aferr #learningdesign #neuroscience #cognitivescience #Evivve #facilitation

We’re living in an age of unprecedented access to high-reward, high-dopamine stimuli. It’s getting harder to stop the scroll. 👉🏻 Netflix 👉🏻 Social media 👉🏻 1-click access to shopping Adults reach for their phones 60-100x a day. 13-19 year-olds spend 8.5h on average/day typing, tapping, swiping (CNA). This concerns me because it's fundamentally reshaping how our brains process reward & motivation. I've observed something: Teams struggling with what appears to be motivation or engagement issues might actually be dealing with dysregulated attention systems. When dopamine baseline drops from constant digital stimulation, meaningful work can feel less rewarding, problem-solving can become more difficult, & strategic thinking can suffer. Are we still surprised when compulsive overconsumption & distraction become more common? But here’s the paradox: The more we chase instant gratification, the lower our ability becomes to experience real joy & focus. Research consistently shows us the ability to delay gratification predicts everything from academic success to leadership effectiveness. Just like physical fitness, learning to delay gratification is a muscle you have to work at. Is there hope? Well neuroplasticity shows our brain can shift! Practicing “waiting” or saying “not yet” can help reset our systems. Research linking mindfulness & dopamine shows regular practice can: 🟡 Improve self-awareness 🟡 Enhance emotional regulation 🟡 Reduce compulsive behaviors 🟡 Create space for reconnection Mindfulness invites us to turn toward discomfort, stress, & even boredom, rather than running from them. It helps teams pause before reacting, making space for more thoughtful, strategic decisions. It is not a quick fix (as practitioners would know)! For many of us in work, attention is your primary tool of production. Teams that integrate mindfulness into their culture tend to communicate more openly, navigate conflict more effectively, & maintain higher engagement over time. Organizations that can help their people develop stronger attentional capacity aren't just improving wellbeing, they're building strategic competitive advantage. One’s ability to delay gratification & stay present will be one of your superpowers. Pic taken on Day 3 of a mindfulness-based workshop with Meta. --- 🫀🫁🧠 𝘐’𝘮 𝘔𝘪𝘤𝘩𝘦𝘭𝘭𝘦 𝘔𝘢𝘩, 𝘢 𝘔𝘢𝘴𝘵𝘦𝘳𝘴-𝘵𝘳𝘢𝘪𝘯𝘦𝘥 𝘱𝘴𝘺𝘤𝘩𝘰𝘵𝘩𝘦𝘳𝘢𝘱𝘪𝘴𝘵, 𝘮𝘪𝘯𝘥𝘧𝘶𝘭𝘯𝘦𝘴𝘴 𝘧𝘢𝘤𝘪𝘭𝘪𝘵𝘢𝘵𝘰𝘳, 𝘢𝘯𝘥 𝘸𝘦𝘭𝘭𝘣𝘦𝘪𝘯𝘨 𝘢𝘥𝘷𝘰𝘤𝘢𝘵𝘦. 𝘔𝘺 𝘮𝘪𝘴𝘴𝘪𝘰𝘯: 𝘵𝘰 𝘦𝘮𝘱𝘰𝘸𝘦𝘳 𝘪𝘯𝘥𝘪𝘷𝘪𝘥𝘶𝘢𝘭𝘴 𝘢𝘯𝘥 𝘰𝘳𝘨𝘢𝘯𝘪𝘴𝘢𝘵𝘪𝘰𝘯𝘴 𝘵𝘰 𝘧𝘦𝘦𝘭 & 𝘱𝘦𝘳𝘧𝘰𝘳𝘮 𝘢𝘵 𝘺𝘰𝘶𝘳 𝘣𝘦𝘴𝘵, 𝘣𝘺 𝘤𝘳𝘦𝘢𝘵𝘪𝘯𝘨 𝘪𝘯𝘯𝘦𝘳 𝘤𝘭𝘢𝘳𝘪𝘵𝘺, 𝘦𝘭𝘦𝘷𝘢𝘵𝘪𝘯𝘨 𝘦𝘮𝘰𝘵𝘪𝘰𝘯𝘢𝘭 𝘪𝘯𝘵𝘦𝘭𝘭𝘪𝘨𝘦𝘯𝘤𝘦, 𝘢𝘯𝘥 𝘧𝘢𝘤𝘪𝘭𝘪𝘵𝘢𝘵𝘪𝘯𝘨 𝘱𝘶𝘳𝘱𝘰𝘴𝘦𝘧𝘶𝘭 𝘵𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯. 𝘋𝘔 𝘮𝘦 𝘵𝘰 𝘸𝘰𝘳𝘬 1:1 𝘰𝘳 𝘸𝘪𝘵𝘩𝘪𝘯 𝘺𝘰𝘶𝘳 𝘰𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯.

Game On! Coaching businesses have a lot to gain from gamification. Adding elements of gaming to the coaching experience makes it more engaging, motivating, and memorable for clients. Here's how to create a gamification plan: 1. Define goals: What results do clients want from coaching? 2. Identify milestones: Break down goals into smaller, achievable steps. 3. Choose mechanics: Determine game elements to support achievement (points, badges, levels, etc.). 4. Design rules: Create clear guidelines for how clients earn points, unlock badges, and advance levels. 5. Add fun: Make it enjoyable! Incorporate friendly competition, personalization, and surprising twists. 6. Set incentives: Reward clients for completing milestones or achieving certain outcomes. 7. Measure success: Track progress and evaluate the effectiveness of the gamification plan. Remember, gamification should be used as a tool to enhance your coaching services, not replace them. When done well, it will motivate clients and help them achieve their goals. Game on, coaches!

𝗠𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 I've been asked this at least 3 times in the last two months. "How do I know that my leaders are improving?" This is where we distinguish knowing from application. 10% of capability comes from learning from formal sources. 20% comes from networks and interactions. 70% comes from application to portfolios and projects. One thing that sets this all apart are data points. Even if I apply skills to my projects, how do I know I did it well? Most large companies have a 360-degree or leadership assessment process in place. So, I'll share my thought process for this in case you are attempting to develop this for your own organization. Step 1: Determine organizational strategy and business outcomes. This is necessary to align expectations of desired behaviors. This is where a Balanced Scorecard can come in handy. Step 2: Assess expectations of leaders. You'll then assess them across leadership behaviors for new, mid and even senior managers. Granularity of differences supports focus and clarity. Often, a list of pre-existing behaviors/competencies are used to make the exercise easier. Validated psychometric tools such as the 16PF help to anchor it to scientific rigor. Organizational psychologists like me conduct surveys to gather insights. Then, focus groups are used to drill down to details information. After that, we'll create categories basedon the information and produce working behavior-based definitions. Step 3: Prioritize the list Now, the leadership team decides which behaviors are more important by way of ratings. Step 4: Build the 360 We then build a 360-degree feedback survey questions. These questions are reviewed for validity. Step 5: Allocate the survey A system specializing in the 360 (there are many) can be used. Feedback Recipient selects 6 to 12 people to rate them. In organizations, to avoid selection bias, leaders of the feedback recipient can review and veto the people doing the rating. Then, the participant does the survey too (self-rating) Step 6: Debrief of survey Usually, participants need guidance from a trained coach who understands feedback requirements. This is to provide grounding and objective input. Often, 360 surveys tend to be met with resistance unless the coach is skilled in facilitating the reflection conversation. Step 7: Action Planning The participant then produces a set of actions for improvement. This plan and the priority of focus should be made known to the feedback givers. Step 8: Pulse Surveys After a designated time (within 6 to 12 month period) a validated pulse survey is set up for the observers to rate improvement in specific behaviors. Step 9: Continued Leadership Coaching, Mentoring and Peer Support A combination of these can be used to enhance development. Step 10: Final Comparison Survey Toward the end of the year, a comparison survey is done to see how the key areas have improved or not. ---

Immersive learning isn’t the future—it’s happening now at the American University of Ras Al Khaimah. Over the past term at AURAK, my students and I embarked on a journey to transform traditional teaching materials into interactive, immersive learning modules using ThingLink. Across five departments—from AI and Chemistry to Biotechnology and Media Production—we’ve built something special: a scalable model for faculty-led, student-powered e-learning innovation. In this article, I reflect on our process, share real student projects, and explore the learning theories that guide this work. I also talk about why empowering faculty to design their own immersive content is more sustainable than outsourcing. I’d love for you to read, share, and join the conversation on how we can rethink education together. A big thank you to all the innovators and leaders from AURAK Cijo Vazhappilly Khouloud Salameh Prof. Irshad Ahmad Dr. Sara Faiz Mohamed Sharul #EdTech #ImmersiveLearning #InstructionalDesign #HigherEducation #ThingLink #FacultyDevelopment #VRinEducation #DigitalPedagogy

The most overlooked productivity tool? 3-minute mental fitness breaks. Most leaders think they can't afford to stop. The truth? You can't afford NOT to. Research has found that even brief mindfulness practices significantly improve decision quality. One study showed that just a 3-minute mindfulness intervention enhanced critical decision-making abilities under pressure. I see this with my executive clients daily: • The fintech CEO who takes 3 minutes before board meetings to reset her mental state. She consistently makes clearer strategic decisions that her team can actually execute. • The hospital administrator who pauses between back-to-back crises. This simple practice helps him maintain emotional balance while handling life-or-death situations. • The startup founder who schedules five 3-minute breaks throughout his day. He reports fewer reactive decisions and better strategic thinking. Mental fitness breaks aren't meditation in disguise. They're strategic reset points that: 1. Break decision fatigue cycles 2. Reduce cognitive biases (we all have them) 3. Create space between reaction and response 4. Restore perspective when you're in the weeds How to implement this tomorrow: → Set specific break triggers (after meetings, before decisions, between tasks) → Keep it simple: 3 deep breaths, a brief body scan, or simply observing your thoughts → Stay consistent even when "too busy" (ESPECIALLY when too busy) → Notice the quality of decisions before vs. after these breaks Leaders often pride themselves on cognitive endurance, pushing through mental fatigue like it's a badge of honor. But the strongest leaders I know aren't afraid to pause, reset, and then decide. Mental clarity isn't a luxury. It's the foundation of every other leadership skill you possess. Try it tomorrow. Three minutes. Five times. Watch what happens to your decision quality. And feel free to repost if someone in your life needs to hear this. 📩 Subscribe to my newsletter here → https://lnkd.in/dD6bDpS7 You'll get FREE access to my 21-Day Mindfulness & Meditation Course packed with real, actionable strategies to lead with clarity, resilience, and purpose.