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Just as teachers design lessons with student needs in mind, facilitators of professional development need to design learning experiences with adult needs in mind. Educators walk into our meetings with years of life experiences that have shaped their beliefs, mindset, and values. Much time and effort have gone into creating systems in classrooms that work for these teachers and their students, so asking a teacher to shift an aspect of their system without keeping their needs in mind can feel insulting or undoable. Teachers are also busy, their minds filled with to-do lists, which can result in a resistance to slowing down and reflecting during meetings.

As facilitators, we can use the following principles of adult learning to help our educators create the mental space to learn, reflect, and shift practices.

3 Principles of Adult Learning

1. Be clear on the why: This is the most important principle of planning for adult learning. Find a way to connect to the reason teachers came to the profession in the first place, whether it be impacting lives, helping students fulfill their potential, guiding students to deeper thinking, or developing our future leaders. If you can’t find that connection, reevaluate the shift you’re asking teachers to make.

Consider starting your meeting by providing participants with time to reflect in writing and share with colleagues. Good opening possibilities include asking each teacher to reflect on a challenge from their day, or to list the traits or skills they want their students to have as adults. Another method would be starting the meeting by discussing an inspirational quote or video clip. Whatever the tactic, the goal is to tap into the reason teachers became educators in the first place, so they have the motivation and energy to consider a shift in their methods.

2. Provide voice and choice: Adult professionals should have a say in the work they do. Think about how you can let go of some control as a facilitator and put your teachers in the driver’s seat. Ask them how they learn best, and then give choices and be responsive, even when those choices go against the plans you’ve made as a facilitator. Do your teachers need more time on an agenda item? Would they rather work in pairs, or shift to applying to their own context sooner than you had planned? The best facilitators know when to give up control. I’ve learned to shelve my ego and create space for the adults in the room to challenge my plans.

Even small bits of relinquished control—like asking teachers to give input on agenda items and the pacing of the session—can make a difference in investment. Ask for input and feedback early and often. Start your meeting by eliciting input, and write a reminder to yourself to ask mid-session what is working and not working for your teachers.

By creating opportunities for teachers to share their thoughts, you are communicating that their input is valued—an important adult need. One new principal I know asks for anonymous feedback after every professional development session and meeting via Google Forms. This constant communication allows for a safe venting of frustration and an opportunity to share thoughts, so there is no festering or buildup of resentment, and voices are heard.

3. Balance new learning with reflection: Adults are motivated to learn when they have an immediate use for the skill or knowledge being taught, when they can try something new in their classroom tomorrow. It’s important, however, to strike the right balance of time spent learning new information and time spent role-playing or explicitly planning for implementation. After your first stage of planning, you might look through your plans to ensure you have:

A limited number of objectives, all clear and concise.

A plan to spend about a third of the session on new information and the other two thirds on reflecting or practicing through role-playing, planning, sharing ideas, and discussing with colleagues.

Time to process at the end.

We acknowledge that our students need time to process, practice, and transfer, but we often need reminders that adults, with their more complex histories and belief systems, need even more time to integrate what they are learning with what they already know. Without time to reflect on a change, adults often will find a way to dismiss a suggestion for change and continue on the path they are already taking.

Protocols and structures for reflection time with colleagues often work best. Consider adapting one of Jennifer Gonzalez’s discussion strategies for adults, or ask your teachers to reflect in writing. I recently watched Meghan Hargrave, an independent literacy consultant, end each of her sessions by asking teachers to write one thing they would try the next day, one they would try in a couple weeks, and one they will try next year.

Whichever method you use, resist the temptation to squeeze in more agenda items. Embrace the quiet sound of pens or the louder sound of lively discussion as you provide participants with adequate time for processing and reflecting.

Dig further into adult needs by checking out Elena Aguliar’s collection of research-based adult learning principles. Keep your adult learners’ needs in mind and you will find yourself with invested, engaged educators.

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3 Effective Strategies For Non

Marketing your non-profit is essential to the success of your cause and luckily, the internet offers numerous possibilities – you just need to make the most of these opportunities

Non-profits and charities often have small budgets and few people to help with their marketing strategies. But without a good marketing strategy in place, how do you raise awareness of your cause? How do you attract more supporters and donors to help support your cause? Marketing your non-profit is essential to the success of your cause and luckily, the internet offers numerous possibilities – you just need to make the most of these opportunities.

In this blog post, I’m going to share 3 effective strategies for non-profits and charities.

Advertise online…for free?

Google Ads can be extremely successful; they appear right at the top of search results so they’re the first result people see when doing a Google search.

The issue with that, of course, is that it costs money. And although it might not be a lot, many non-profits and charities simply can’t afford this kind of investment.

Download our Business Resource – Social media communications for not-for-profit organizations guide

This guide aims to give a clear structure to help you grow internal confidence and buy-in so that the benefits of social media can become visible and it becomes more accountable, serving the long-term strategic aims of charities.

Access the Social media communications for not-for-profit organizations

Go to the link mentioned earlier to apply for the ad grant; first, though, you’ll have to check whether you are eligible for a grant – it’s not too complicated and you can check what exactly it entails here.

If you are eligible and you’re given the grant, make sure to do everything possible to follow Google’s instructions so that you can remain eligible.

Invest in visual content

There is nothing more powerful than visual content – particularly images and videos. They can say so much in just a few seconds and most importantly, they can have a big emotional impact on the viewer. So whether it’s your website, your blog, your social media, or any other digital channel, try to use as much visual content as possible to help attract a wider audience and most importantly, get them to take action (share your updates with your friends, make a donation, buy something from you to help promote the cause, and so on).

Here are a few useful ideas of what types of visual content you can create:

Tell a story with a video

Videos are incredibly powerful – especially when they tell a story that people can empathize with. As a charity or non-profit, you can use video to show how you’re making an impact on the world; for example, Charity: Water often publishes videos of success stories, including a little backstory to paint a full picture.

Motivational images

These super easy to create (just use something like Canva, Crello, or Pablo) and they’re highly shareable because social media users love them. One way to use these types of images is to grab quotes not only from known personalities but even from the people you’ve worked with or helped – and to make them even more impactful, include a short story or link to a blog post/video/etc. where you tell a story, like TWLOHA do in this post:

Behind the scenes photos and videos

Candid and behind the scenes visuals can help generate good engagement on social media and they help show the human side of your organization; even though your organization might be there to help people or make a real change in the world, you’re still, in effect, a brand. Here’s how UNICEF share selfies from their campaigns.

The power of storytelling

Previously, we’ve touched a bit on storytelling when we talked about videos and motivational quotes, and we’ve seen some examples of storytelling from charities and non-profits marketing strategies.

Storytelling is incredibly important on social media (and with all content in general, in fact), especially for non-profits, because it doesn’t just help inform them, but it pulls at people’s emotions. And when you can impact people’s emotions, you make them want to take action: to share your posts and help spread the word or your organization, to donate their time and/or money, and to help support you in your cause.

Stories can be told in a variety of mediums and channels; for example:

A blog post detailing the success stories of your work

A video of someone you helped or impacted sharing their own story

Powerful images with text updates telling the complete story (like the earlier example from TED Talks)

As to how to tell powerful stories, here’s what you can learn from this post from TED Talks:

Here’s what you can learn from it (as well as the previous example from Charity: Water):

You need a hero/heroine: like Shameem Akthar who had to change who she was in order to thrive in an extremely conservative environment

The villain: any good story has a villain. It can be a person, a country, an organization, and anything in between. In this case, the villain is most likely the society that she was born in – a society that didn’t allow her to get the education she wanted and needed.

A conflict: you need to conflict in order to build suspense. And people love success stories, they want to see the good one win – and the bad one lose. For example, the conflict in this particular story is that she was a girl and as a girl, she couldn’t go to school – and then comes the solution to the conflict: her uncle raising her as a boy so she could have more opportunities in life

A happy end – although that is debatable; sometimes there is no happy end – yet – but that just means the story isn’t over yet. You can still tell those stories and ask people for help so you can actually reach a happy ending for your story. But if you do have a happy ending, like the story above (with Shameem Akthar not only managing to play the system but also ultimately getting a PhD and helping change other girls’ life as a social worker) that too can have a big impact on people. Happy endings like these make us feel good while at the same time, they also inspire us to be better, to do better, and to try to make our own mark on the world, just like people like Shameem Akthar have done.


Non-profits and charities might have small budgets and few people to help them market their organization, but by using strategies like the above you can make a real impact on your success without spending all of your budget.

All you need is a great content strategy to help; follow the tips and ideas outlined in this article and try to incorporate more storytelling and more visual content (videos and live videos, images – both candid and created by you – and so on) on any digital channel you’re using.

Reasons For Creating Financial Conglomerate

Definition of Conglomerate

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Explanation Examples of Conglomerate

The United States and many developing countries have witnessed several successful conglomerates, and the combined group company is now world-famous. They are into several businesses with one head i.e. one parent company along with many subsidiaries.

Honeywell: This is one of the famous examples. This company has diversified businesses such as Oil & Gas, Security and Alarm alert equipment, Scanning equipment, Thermostats, Vehicles, Apartments, etc.

The Walt Disney Company: The Company is also into several businesses like Media, entertainment, parks resorts, consumer products, etc.

Tata Group: One of the best examples in South Asia is the Tata group of companies. They deal with Cars, information and technologies, consumer agricultural products, hotels, resorts, Steel, defense, Media, telecom, financial services, etc.

Johnson & Johnson: It is one classic example of a conglomerate; the Company is very famous because of its baby products but it is a conglomerate and works with diversified companies and also deals in medicines, medical instruments, parks, trusts, etc.

Berkshire Hathaway Inc: This company is a multinational conglomerate and deals in Electric, Newspaper, Retail, Consumer Products, Vacuum cleaners, etc. This company never pays its investors dividends. They are famous for buying entire companies if that suits their requirements, and by following this, they are now on the top and are now the world’s biggest conglomerate.

Reasons for Creating Conglomerate

This can provide a better platform for businesses.

This is important because it helps in the growth of businesses.

It is due to the conglomerate the companies can gain investors’ value and the investor’s trust.

Diversification can also help the parent company to reduce its cost to a certain level.

The conglomerate helps to provide many other business opportunities to small companies.

The risk is also being shared in the case of the conglomerate.

The conglomerate is done to understand the interest of the management as well because it can be possible that a particular company is doing very well after the conglomerate.


The risk gets divided amongst the companies. Therefore, investors can be encouraged to invest in the companies.

Large organizations can also get a fair chance to check their interest, and this is possible only when diversification is allowed in the business. Thus, the conglomerate plays a vital role here.

This can help grow the capital market for the group of companies because the investors will build trust in the business and its products.

This helps to rapidly grow in terms of business valuation and investors.

Large organizations can function even better when some small yet good subsidiaries form a part of them.

The service sectors are also managed by the companies. In the case of a conglomerate, if one of the service sector companies merges with a large company, then it can provide better opportunities for the group company. The resources can be easily managed with the subsidiary, and thus, the business will be done very efficiently.

As the company becomes larger, the resources will also have to be increased, and thus it is sometimes challenging to manage the employees and their costs.

It can be sometimes very difficult to come to any conclusion because when several minds are involved in some simple decisions, then it can become very difficult to come to any conclusion.

If any of the businesses doesn’t do justice to the entire group, then it can reduce the brand value of the parent company or the subsidiary company.

The experts of the subsidiary may have to suffer because of the inequality given to the smaller section.

Less focus and less innovation can also be witnessed with the conglomerate are not successful.

The entire business can get a negative report because of one of its subsidiaries.


The conglomerate is a very popular term and is associated with big companies with large net worth. The companies to find better opportunities and to attempt the diversification of their business involve themselves in the conglomerate. There are several successful examples of conglomerates across the globe. Still, the conglomerate should be done very carefully because if it does not work out, then the losses can be huge.

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7 Effective Tips To Negotiate A Higher Salary With Your Employer

blog / Career 7 Effective Tips to Negotiate a Higher Salary with Your Employer

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Tips to Negotiate for a Higher Salary 1. Do Your Research on the Company You are Negotiating with

Before you get into salary negotiations with a prospective employer, research the company as much as possible. It helps in giving you a clear idea of a company’s business activities or operations and how you can bring value to it. You can also determine how much a company offers for that particular role by checking online reviews or connecting with the company’s alumni.

2. Know Your Market Value

According to Kara Goldin, founder of Hint Inc., a beverage company, confidence is the best tool for negotiation. Assess the job requirements, your skills, experience, and what you bring to the table, and decide your market value accordingly. You should also search for an average salary range for similar positions on Indeed, PayScale, or chúng tôi to ensure that you are not underpaid. On these websites, you can check average salaries for various roles based on experience, skills, location, certifications, and other factors. This will give you a better understanding of salary trends in the market and ensure that you put the best figure forward during negotiations.

3. Make Your Case Strong

ALSO READ: How to Negotiate a Salary Offer That is Lucrative (The Secret is Out!)

4. Ask for At Least 10% More Than You Really Want

Another trick to negotiating a higher salary is quoting a slightly higher figure than you expect. Asking at least 10% more than what you want will ensure that you get a salary somewhere close to your expected figure if the employer gives a counteroffer. You can also quote a higher CTC figure to get the salary you want after all gross deductions.

5. Give an Exact Number and Not a Range

If you are thinking about how to negotiate a higher salary successfully, you must remember that you do not want to get into a “counteroffer battle” with the company. It takes a lot of time and might even decrease your chances of getting the desired raise. The best way to avoid this is to quote a precise figure rather than suggesting a salary range. A Columbia University research states that precise offers are potent anchors. They get more weightage and are more likely to be discussed in final negotiation rounds rather than round figures. 

At the same time, extremely precise offers may also signify inflexibility. Another research suggests that too much precision by experts tends to backfire. For amateurs, however, stating a precise figure can have a positive effect. Therefore, you should quote a precise salary figure based on the industry benchmarks, the role you have applied for, or your experience and skills. Even though all these factors play a significant role, you should emphasize more on your experience and skills to decide your worth.

6. Read the Salary Structure Thoroughly Before You Negotiate

Before negotiating, make sure you go through the company’s salary structure. It will help you understand the bonus and salary hike cycle. You can quote a slightly higher figure if the company conducts regular appraisals and offers a salary hike in six months or a year. However, if the company does not offer raises frequently, you should put forward your expectations accordingly.

7. Does Your Last-Drawn Salary Count?

While many people think it is unethical or unfair to ask employees about their last-drawn salary, more often than not, current salary discussions come up in salary negotiations. Many employers treat the figure as a benchmark and offer a nominal hike on your last-drawn salary. This is due to the anchoring effect, which states that people focus more on the first figure mentioned. Hence, you should avoid mentioning your last-drawn salary initially. Rather, you can politely ask the interviewer for the budget set for the role you have applied for or tell them your expectations.

Even if you are required to reveal the last-drawn salary, you can talk about your skills, the value you bring to the table, and your accomplishments in your previous role to negotiate higher pay.

How to Become a Master Negotiator

Negotiating is a tough skill. Some people even call it an art that takes a lot of time, practice, and patience to master. However, it is one of the most critical skills you must have, especially in the corporate world. Here are a few tips you can follow to become a master negotiator and learn how to negotiate a higher salary:

You have to be reasonable in your approach and avoid a confrontational tone at all times

Making the employer feel it’s a win-win for both parties is essential. Therefore, you should clearly specify what value you have added and will be adding to the business

Prepare well before the negotiation round to appear confident and focus on providing solutions to pain points

ALSO READ: The 5 Best Books on Negotiation to Help Win Every Negotiation

If you want to learn more about how to negotiate a higher salary, here’s another thing that will help. Opt for Emeritus’ online courses; they will help you acquire in-demand technical skills to boost your career and give you an upper hand while negotiating for higher pay.

By Sneha Chugh

Write to us at [email protected]

Effective Instructional Models For A Hybrid Schedule

It can be a challenge to engage students when they’re at school only a few days a week—station rotations and flipping the classroom can help.

How do you plan your class when students are allowed to come to school only a few times a week? That’s the question many teachers are facing as they confront the reality of a hybrid model where students attend school in person two or three days a week and spend the rest of their time learning online. It can be a challenge to engage all students in the same classroom activity when half are present virtually.

Blended learning represents an opportunity to personalize learning and reclaim instructional time in a hybrid schedule.

Flip the Classroom

Many teachers know the flipped classroom—where traditional lessons are delivered via video for students to watch at home while class time is reserved for students to collaborate and apply their learning. In a hybrid schedule, flipping the classroom is a great way to maintain instructional momentum. Students watch a lesson on remote days, then come in and apply their new knowledge in the classroom.

As in the classroom, short and direct mini-lessons can be most effective. Chunk longer content into shorter videos. Tools like Screencastify allow you to quickly record audio while talking over slides. Camera-shy teachers can remain present for their students by using the tool to help them find the important links and resources central to the daily work of the class.

Video is not the only tool for flipping the classroom. Try flipping with a text, image, or website for students to learn from at home. For example, the class might be asked to read and annotate an article about a current event and contribute to a group document where students share their thoughts. The next day, students meet in their groups and talk through and further develop the product they began virtually.

Encourage students to use a graphic organizer or something similar to collect and synthesize information. Gathering information in a central place can help students distill information and engage with it meaningfully. Asking students to assess and examine information, through an evaluative blog post for example, prior to live instruction time can improve engagement and help students think critically about the material.

Use in-person class time for students to work through an assignment first modeled online. Circulate in a socially distanced way, and talk with individual students about their work. After six months of remote work, many students are hungry for what English teacher Dave Stuart calls moments of genuine connection—small instances when teachers connect individually with a student. Students need to be respected, seen, and heard. Moving direct instruction online allows time for more connections in class.

Rotation Models

In a traditional blended learning format, students rotate through a series of stations within the classroom, including small group instruction and computer-based applications. In the hybrid schedule, spread these stations out over several days.

Catlin Tucker suggests that stations take several forms, including small group instruction, collaborative challenges, or other group work activities. After checking for understanding, create re-teaching stations for students struggling with a particular concept, while other students pursue enrichment or extension work. During face-to-face days, reserve some time to confer with students on their at-home work.

It might take some practice to envision what this could look like in the hybrid schedule. Consider reducing the total number of stations or splitting stations between online and in person. In school, students rotate through a teacher-led station and a group station; and at home, students work through individual materials at one station and videoconference with their peers in another.

Alternatively, use collaborative stations in class and save remote time for individual practice. Older students can use tools like Jamboard or Padlet to contribute to a collaborative product—either in the classroom or at home.

The Individual Rotation model provides personalization by allowing students to alternate between small group work at school and online learning at home. Students work through digital lessons to move along a skills progression tailored to their individual needs. For example, a teacher might assign a specific series of online math or literacy problems for a student to complete at home. While the learning sequence adheres to the class curriculum, students move through at their own pace and need. In class, students apply their learning through collaborative projects or other tasks. As with other strategies, reserve time to conference with individual students about their learning, hold them accountable, and discuss next steps. Many programs exist to support this work, including mastery-based learning modules on free sites such as Khan Academy.

Don’t be afraid to mix the methods. For example, station work in class could include a flipped video explaining a concept. Group rotations could be differentiated such that students completed different adaptive exercises based on their individual needs. Flexibility is key in experimenting with new strategies. 

Crunching Numbers: Is Rpa Cost Effective For Businesses In ’23?

While robotic process automation (RPA) adoption rate has been increasing in recent years, it’s still not as high as it perhaps should be, given its numerous benefits. For example, when we break down adoption by industry, there’s room for improvement (Figure 1):

Figure 1: RPA adoption rate in any industry is still below 50%. Source: Acceleration Economy

Cost reduction is a major incentive behind companies embracing intelligent automation tools, like an RPA solution:

According to Deloitte, 2/3

However, “failing” in this regard – as 53% of respondents claimed to have achieved less than 10% savings – might push companies towards scrapping their RPA implementation plans altogether.

In this article, we will discuss the common reasons why companies might not realize their cost savings expectations, discuss the cost efficiency of RPA, and showcase some best practices to increase the ROI of your intelligent automation efforts. 

Why aren’t companies realizing their RPA cost saving expectations?

We’ve gathered 6 main reasons why companies aren’t realizing their robotic process automation (RPA) cost saving expectations. By addressing these issues, companies can maximize the cost-saving potential of the RPA technology and achieve a higher RPA ROI.

1. Poor planning & strategy 2. Inadequate process selection

Not all processes are suitable for automation. Selecting a process that is too complex requires human judgment, and changes frequently might result in unrealized cost saving. Your ideal process for automation is one that’s:




Leverage a process mining tool. It will x-ray your systems and give you their as-is image of your repetitive tasks so you could delegate them to bots and reduce operational costs.

3. Insufficient training & skills

More no-code RPA vendors are emerging who are democratizing process automation and making RPA accessible. But still, your employees need some degree of training with RPA technology. Suffering from a skills gap, and inadequate training, poses a challenge to RPA success.

4. Lack of governance and management

RPA systems need strong governance. Without it, there may be:

Misunderstandings about roles and responsibilities

Poor communication

Lack of coordination, leading to inefficiencies and cost overruns.

To counteract it, companies should:

Establish governance: Define clear roles and responsibilities. This might involve establishing an RPA governance board, setting quantifiable KPIs and tracking them, and creating document policies.

Monitor and optimize: Continuously monitor your RPA tools to ensure optimal performance from your automated business process, and undertake necessary RPA reconfigurations. Using an RPAssS RPA vendor might help. These cloud-based tools offer visible dashboards and built-in monitoring, in addition to 24/7 visibility and access to your RPA system.

Manage change: With the introduction of RPA bots, business processes and roles will change. Companies need to manage these changes effectively through communication, training, and support. In addition, discuss the effect of RPA bots on employees’ future, and be conscious of robotic process automation’s ethical risks.

5. Focus on the total cost of ownership

Companies should consider the total cost of ownership of an RPA solution. This includes the cost of software under RPA vendor pricing, infrastructure, maintenance, operational costs, and upgrades. Underestimating these costs can impact the return on investment.

The global RPA market has different types of vendors. We have extensively written on RPA pricing in the past:

Keep in mind that RPA vendors aren’t always transparent in their pricing models, and if you’re a newcomer to the space, you might end up paying for services you don’t need. Using RPA consultants can help you navigate the RPA vendor selection process. You can also reach out to us. We can help you find a vendor that meets your specific needs: 

6. Failure to scale

Some companies successfully implement RPA at a small scale but struggle to scale up their operations and suffer from RPA scaling costs. Without a strategic approach to scale, RPA deployment might not realize your cost expectations.

Using an RPA partner who is professional at scaling your existing RPA systems, or who can build you a new one from scratch, can be a good idea. Learn more about these RPA consulting partners that will cost you less than $2,000 annually:

How can RPA implementation result in cost savings?

Once RPA bots reside across your workflows to automate manual tasks, you expect cost reductions to come from the following angles:

For more on RPA

In case you are curious about learning more about RPA, read:

If you want to learn more about all things RPA, download our whitepaper:

And if you want to invest in an RPA solution, we have a data-driven of RPA vendor list.

He primarily writes about RPA and process automation, MSPs, Ordinal Inscriptions, IoT, and to jazz it up a bit, sometimes FinTech.





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