Exploring Preschool Options

Four Easy Things You Can Do To Help Develop Your Baby’s Intelligence

Posted by on Oct 7th, 2015 in Uncategorized | Comments Off on Four Easy Things You Can Do To Help Develop Your Baby’s Intelligence

Every parent would like to see their children do well in school and succeed socially. However, every child is different and will have different strengths and weakness. As a parent, though, you can help to foster your child’s intelligence right from birth. It may not ensure that your son or daughter will one day be an honor student, but it will help with primary brain development to give them a better shot at success in the future. Here are some things you can try with your child to start them off on the right foot. 1. Move your baby more. Baby IQ is mostly measured by how quickly/easily your child meets developmental milestones like rolling over or picking up a toy with one hand. These indicate that the brain is developing at a normal or above-normal rate. However, milestones occur differently for each child. You should not worry if your child is a month behind– they have plenty of time to catch up. But, you can encourage the development of the neural pathways needed for these milestones by making sure your baby moves. Movement is one of the primary ways that babies learn. They are developing muscle strength and muscle memory with nerve pathways in the brain. Therefore, it’s best to interact with your baby during tummy time, encourage them to stand with help, move their arms to the beat of music, and provide them with toys that will motivate movement. Try to limit the time your baby spends in a swing or stationary seat while they are alert, as these will not help them move.  2. Maintain a strong emotional attachment with your baby. Research shows that strong positive emotions help to stimulate learning. This is even true for infants. Develop a communication pattern with your child. Make eye-contact with them when you speak to them and spend plenty of quality time with your baby on a daily basis. Respond immediately to the needs of your baby whenever possible– you will learn the different cries he or she has for different needs. Responding to these needs quickly establishes a bond of trust. Skin-to-skin contact is another way to foster this early relationship of trust.  Don’t worry about a baby being “spoiled” because you respond quickly to his or her crying. The confidence developed by this relationship with the parent helps a child to be more self-sufficient later on.  3. Talk with your baby. Talking to your baby is more effective than any other form of communication for developing speech, including reading books or watching educational programs. Babies learn language best from social interactions– especially from everyday interactive speech. Because a baby doesn’t talk back at first, many parents don’t really try to talk with their baby. But, even when you are at the grocery store, you can engage your child in what your are doing, by saying things like, “How many bananas do we need?” and then answering, “I wrote three on the list.” Make eye contact and respond to early babbling. This early conversation between parent and child develops language six times more effectively than if your baby were to just listen to you and your partner or other adult friends talk to each other. When you do read books to your child, be sure that you...

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Think Like A Professor: 5 Short Lessons To Create Effective Business Training

Posted by on May 29th, 2015 in Uncategorized | Comments Off on Think Like A Professor: 5 Short Lessons To Create Effective Business Training

Whether you need to implement a new training program or your current training methods need fixing, think back to your college years for guidance. Several educational strategies, similar to ones taught at places like Academy Canada, that happen to work well in college can help you plan an effective training program. This Is A Marathon, Not A Race Your objective is to train both new and current employees and have them retain information throughout their employment. Like college courses, you typically have many weeks to cover material and years to complete your program. Cramming important information into a few days or sessions will only result in tired and disgruntled employees who may not retain information. Address the immediate training needs required to start work and gradually incorporate additional training materials as needed. Teach Without Lecturing Many college courses with a discussion format have an excellent response from students, because the atmosphere is more informal and opens dialogue between students and their professor. You may want to take a similar approach for training. When the nature of the training allows for an informal atmosphere, consider holding training at a round table where employees can engage each other. Another teaching approach often seen in college, especially laboratories, is creating applied settings. Depending on the specific type of training, you might create case studies for employees to solve, practice human resource skills through role-playing or use computer simulations. The hands-on, interactive nature of applied learning makes training more interesting for employees, and they are more likely to retain the information they have learned. Evaluations Cut Both Ways Just as you expect to evaluate your employees, you should be open to evaluations about training. Unlike many colleges, which only require evaluations at the end of the semester, make evaluations an ongoing process. After training is over, it is too late to make adjustments if your employees feel the training could have been better. You cannot expect your employees address you directly concerning the quality of training. Employees may be concerned that honest evaluations could leave you with an unfavorable opinion of them. Set up an anonymous online survey during each training session so your employees can candidly give their opinion of training. Actively consider suggestions and be willing to make changes. Training Is A Moving Target In every field of study, there will always be new developments and different ways of doing familiar tasks. The same goes for how you train your employees and the content of training. You should always view your training as a work in progress. Just as professionals attend continuing education classes or seminars to refresh their skills or learn new skills, you should never structure your business training with a definitive end. Even employees who have been with your company for decades can benefit from refresher training or learning new ways to perform their job more effectively. Test In Bites, Not Chunks When testing is a component of your business training, forcing your employees to retain large chunks of information and expecting them to excel will lead to disappointment. Much like having only a midterm and final exam in college, the amount of information on a single test can be overwhelming. Even if your employees perform well, this does not mean they have learned the material and can apply...

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