Interactive Learning Methods

Math is universal, but the way we learn and calculate it varies across cultures. The Asian approach differs from the Western method, shaping how students develop numerical skills. How would you be able to calculate this one? 📌 Asian Math Methods (China, Japan, Korea, India) ✅ Logical Number System – Asian languages structure numbers logically (e.g., "twenty-three" = "two-ten-three" in Chinese), making place values easier to grasp. ✅ Abacus Training – Tools like soroban (Japan) and zhusuan (China) build mental math and visualization skills. ✅ Vedic Math (India) – Unique shortcuts allow rapid mental calculations. ✅ Repetition & Mastery – Strong emphasis on drilling multiplication tables, leading to fluency and speed. 📌 Western Math Methods (US, Europe) ✅ Conceptual & Theoretical Focus – Greater emphasis on understanding the ‘why’ behind formulas, rather than just memorization. ✅ Problem-Solving Approach – Encourages critical thinking and multiple ways to tackle a problem. ✅ Visual & Interactive Learning – Hands-on activities, storytelling, and real-world applications help students grasp abstract concepts. ✅ Technology-Driven – More integration of graphing calculators and digital tools for learning. 🎯 Which Approach is Better? Both have strengths! 🔹 Asian methods excel in speed, precision, and mental math skills. 🔹 Western methods emphasize creativity, problem-solving, and conceptual depth. 💡 The future of math education might blend both: strong fundamentals + innovative problem-solving. #Math #STEM #Innovation #Learning #Education #ProblemSolving #CriticalThinking #MentalMath

💎 60 UX Strategy Methods And Activities (Figma) (https://lnkd.in/eCDU-vhR), a large repository of UX methods, templates and activities for ideation sessions and product sprints, from storyboards and brainwriting to 6 thinking hats, journey mapping and concept testing. Neatly put together in one single place by fine folks at Merck. The team has also put together a very thorough overview of their UX Strategy Kit (https://lnkd.in/ek5dEYn4), broken down by categories for strategy, observation, ideation and warm-up, along with detailed video walkthroughs, examples and step-by-step guides. Frankly, most of these methods are unfamiliar to me. And by no means is the point to actually study and apply all of them. What works for you works for you. To strategize, I rely on How Might We but also think about metrics that should be moved once we implement some features or refine some user flows. For event storming and brainstorming, I tend to rely on Bono’s 6 thinking hats to align brainstorming, and (of course) journey mapping. For ideation, I love using storyboards to jump right into the user’s success story, but would also use card sorting with cut-out paper cards to understand user’s mental model. And for almost every project, I’d run concept testing with tree testing or Kano model, or low-fidelity/paper prototyping to understand if we are on the right track. Once you sprinkle a bit of critical thinking, early user testing and strategic planning across the design work, you gain confidence that you are moving in the right direction. And really that’s all you need. A few of my personal bookmarks with UX methods and activities: UX Tools For Better Thinking, by Adam Amran 👏🏽 https://untools.co/ Playbook For Universal Design (+ PDF/Powerpoint templates) https://lnkd.in/ernris4g UX Methods & Projects, by Vernon Fowler https://lnkd.in/eAHaiaSm 18F Method Cards https://methods.18f.gov/ Hyperisland UX Methods Resource Kit 👍 https://lnkd.in/eDTaci7T How To Design Better UX Workshops, by Slava Shestopalov https://lnkd.in/edxqCC-n How To Run UX Workshops With Users, by yours truly https://lnkd.in/ejm7_TsS Happy designing, everyone — I hope you’ll find these guides and resources helpful to get started. Just don’t feel like you have to try out all of them. It might be much more worthwhile to get early feedback from stakeholders and end users, even if your work isn’t really “good” enough. Good luck! #ux #design

FREE Hands-On Cybersecurity Labs You Can Start Today One of the biggest challenges I hear from people trying to break into cybersecurity is this: “How do I get hands-on experience when I haven’t had a job to get hands-on experience?” I feel you. Trust me! We see job posts asking for 2 years of practical skills just to be considered “entry-level.” But here’s the truth: 📌 You don’t need a job to start building skills. You just need the right tools. So I pulled together some of the best FREE labs that’ll let you get real-world experience from your laptop. These are the same tools people use to learn pentesting, threat hunting, and more — all with zero cost. 🧠 12 Free Hands-On Cyber Labs 1️⃣ Hack The Box – Starting Point Beginner-friendly path with step-by-step guidance 🔗 https://lnkd.in/gE-yWGcR 2️⃣ Hack The Box Academy – Linux Fundamentals Master Linux commands and navigation — essential for hacking 🔗 https://lnkd.in/gimTehrY 3️⃣ Hack The Box Academy – Networking 101 Understand IPs, ports, packets, and protocols 🔗 https://lnkd.in/gSXUW2Rm 4️⃣ TryHackMe – Vulnversity A guided penetration test from recon to privilege escalation 🔗 https://lnkd.in/gB8_xpgX 5️⃣ TryHackMe – OWASP Top 10 (2021) Learn and exploit common web app vulnerabilities 🔗 https://lnkd.in/gTeQRf3p 6️⃣ TryHackMe – Mr. Robot CTF A challenge inspired by the Mr. Robot TV show 🔗 https://lnkd.in/gCSzpt7W 7️⃣ TryHackMe – Blue Exploit the EternalBlue Windows vulnerability (MS17-010) 🔗 https://lnkd.in/gqWGVENp 8️⃣ TryHackMe – Juice Shop Hack a purposely vulnerable web app used in the industry 🔗 https://lnkd.in/gHEC7V4s 9️⃣ CyberDefenders – Blue Team Labs Practice DFIR, threat hunting, SIEM, and more 🔗 https://lnkd.in/gaB4TGNV 🔟 RangeForce Community Edition Interactive, browser-based defensive training modules 🔗 https://lnkd.in/giBCVYFz 1️⃣1️⃣ Immersive Labs Community Labs and simulations across red and blue team skills 🔗 https://lnkd.in/gfKuiF_Q 1️⃣2️⃣ PicoCTF by Carnegie Mellon A free CTF platform for all skill levels 🔗 https://picoctf.org 🔑 Major Key: ✅ You don’t need permission to start. ✅ Practice consistently — even 30 minutes a day adds up. ✅ Track your progress like it’s your job. ✅ Document what you learn — that becomes your proof. Most people won’t put in the reps. If you do, you’ll separate yourself. 📣 Know someone who needs this? Tag them. Let’s grow together 💪 #CyberSecurity #TryHackMe #HackTheBox #FreeResources #BlueTeam #EntryLevelCyber #LearnToHack #RedTeam #MajorKey #LinkedInFam

“I’ve worked for 7 years to become a CA and I still can’t find a job.” A junior (let’s call him Rahul) said this to me over a shaky phone call. He had reached out to me on LinkedIn, freshly qualified, full of hope, and now six months into rejection after rejection. I had been through the same exam pressure, the same uncertainty, the same fear of “what if nothing works out?” So I started helping him in the way I wished someone had helped me. One call became a week of calls. We worked on his resume, ran mock interviews, and slowly rebuilt his confidence. A month later, HE GOT THE JOB he was dreaming about. I thought it ended there. It didn’t. Every time I shared Rahul’s story, more messages came in: “Sir, can you guide me too?” “Sir, I’ve cleared CA but don’t know what to do next.” “Sir, is something wrong with my resume?” That’s when I realised Rahul wasn’t alone. This gap was huge. So a few of us got together and created something simple: a community where young professionals could get guidance without feeling lost or alone. What started with helping one Rahul slowly turned into Mentoverse®, a peer-led network of mentors, job leads, and support that now helps thousands. The best part? Many of the people we once mentored are now mentoring others. A full circle I didn’t see coming. What’s one thing you wish someone had told you at the start of your career? #CA #CAguidance

I had a chance to facilitate a workshop for 130 people. Here what makes it a success. 💡 CHOOSE THE RIGHT METHOD With 130 people and it needs to be a workshop not a seminar, we decided to break into 6 group which every group had 1 facilitator. We only have 2.5 hours so we needs to stick on the timing and start end on time in each activity. 💡 ENGAGING SESSION Need to ensure that each participant feels involved although they are part of a big group. It could be done by asking the representative of each group to share their opinion during plenary session or to ensure everyone contributes during small group discussion. 💡 MANAGE THE ENERGY This is a shared responsibility with the co-facilitator. Need to ensure that everyone is engaged in the discussion, have high energy, and eager to participate. When we see the energy down then we could have a quick intermezzo or icebreaking session to bring the energy back. 💡 PERSONALIZATION The small group discussion format is important to ensure that everyone have their voice to be heard which less likely to be done if we only have 1 big group with 130 people as participants. 💡 CHECK THE IMPACT Make them share the insight, key learnings, and also next action plan that they could implement in day to day work to make their work more effective and efficient. The success of a workshop is always combination of having clear objective to come up with the right format, good preparation, well coordinated facilitators, and good execution on the day. As facilitator, it is important to have high energy when we deliver the session since our energy is contagious. If anyone has additional tips for a successful workshop facilitation, feel free to write in the comment section! DM me for any potential collaboration!

Some workshops are just expensive entertainment shows tonight. The best facilitators talk less than everyone else. Real learning happens in the quiet moments. Here's why that works better than the flashy presenter who gives you that feel-good dopamine hit. You know the type - high energy, charismatic, gets everyone pumped up in the moment. They give you that feel-good dopamine hit. But here's what I've learned: that buzz fades fast. Real learning?   It happens when you sit with what you've discovered and figure out what it actually means for your daily work. In a recent workshop I conducted, we explored how to flex their communication style - finding the right "voice" for different stakeholders to get better buy-in. #soundwave The goal wasn't for me to have all the answers. Instead, I held space. I asked the right questions. I let the group work through their own challenges together. And that's where the magic happened - in the collective wisdom of the room. People sharing their real experiences, their failures, their small wins. That's the stuff you can't get from any slide deck.' 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗻𝘁𝗿𝗼𝘃𝗲𝗿𝘁 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 As an introvert, I don't try to be the star of the show. I listen more than I talk. I notice the quiet voices that have something valuable to add. I create room for people to think before they speak. This isn't about being less engaging - it's about being differently engaging. Sometimes the best facilitator is the one who steps back and lets the group teach each other. The workshop is just the starting point. The real transformation happens in the weeks after, when people try new approaches, reflect on what worked, and adjust their methods. That's why follow-up matters. Check-ins. Practice sessions. Space to share what's working and what isn't. Because learning isn't an event - it's a process. If you are a facilitator, how are you supporting your clients in their learning? Would love to trade notes. ♻️ Share this to drive more conversations and learnings among practitioners. Follow Adeline Tiah for content on leadership and future of work

Stop wasting meetings! Too many meetings leave people unheard, disengaged, or overwhelmed. The best teams know that inclusion isn’t accidental—it’s designed. 🔹 Here are 6 simple but powerful practices to transform your meetings: 💡 Silent Brainstorm Before discussion begins, have participants write down their ideas privately (on sticky notes, a shared document, or an online board). This prevents groupthink, ensures introverted team members have space to contribute, and brings out more original ideas. 💡 Perspective Swap Assign participants a different stakeholder’s viewpoint (e.g., a customer, a frontline employee, or an opposing team). Challenge them to argue from that perspective, helping teams step outside their biases and build empathy-driven solutions. 💡 Pause and Reflect Instead of jumping into responses, introduce intentional pauses in the discussion. Give people 30-60 seconds of silence before answering a question or making a decision. This allows for deeper thinking, more thoughtful contributions, and space for those who need time to process. 💡 Step Up/Step Back Before starting, set an expectation: those who usually talk a lot should "step back," and quieter voices should "step up." You can track participation or invite people directly, helping create a more balanced conversation. 💡 What’s Missing? At the end of the discussion, ask: "Whose perspective have we not considered?" This simple question challenges blind spots, uncovers overlooked insights, and reinforces the importance of diverse viewpoints in decision-making. 💡 Constructive Dissent Voting Instead of just asking for agreement, give participants colored cards or digital indicators to show their stance: 🟢 Green – I fully agree 🟡 Yellow – I have concerns/questions 🔴 Red – I disagree Focus discussion on yellow and red responses, ensuring that dissenting voices are explored rather than silenced. This builds a culture where challenging ideas is seen as valuable, not risky. Which one would you like to try in your next meeting?  Let me know in the comments! 🔔 Follow me to learn more about building inclusive, high-performing teams. __________________________ 🌟 Hi there! I’m Susanna, an accredited Fearless Organization Scan Practitioner with 10+ years of experience in workplace inclusion. I help companies build inclusive cultures where diverse, high-performing teams thrive with psychological safety. Let’s unlock your team’s full potential together!

Too many teams leave their best ideas in the hallway after the meeting. You’ve been there. So have I. The meeting ends, and suddenly two people peel off, finally saying what they really think because the room didn’t feel safe enough, or small enough, or structured enough to surface the real conversation. This is where one of our most effective and underutilized High Return Practices comes in, what we call the Power of Three. Here’s how it works: Next time you're in a group meeting, whether it’s 5 people or 50, pause before opening the floor to broad discussion. Instead, break the group into trios for 5–8 minutes. Give each group one key issue or prompt to wrestle with. The purpose of this is to create psychological safety in small pods, so that truth has a better shot at surfacing. Why it works: In smaller groups, people self-edit less and speak more honestly. The act of writing down insights reinforces accountability and commitment. When trios share back to the whole team, they’re less likely to dilute or dodge hard truths because their pod is counting on them to carry the message. Here’s your quick-start guide: Step 1: Choose one key issue that requires input or debate. Step 2: Break the full group into triads (in person or virtually). Step 3: Give 5–8 minutes for open discussion. Prompt candor. Step 4: Ask each group to share one key insight or unresolved tension. Step 5: Capture it in a shared doc so the truth isn’t lost. In Never Lead Alone, we call these HRPs, High Return Practices. Not because they sound smart, but because they help teams operate smarter, faster, and with more courage. Try it this week. One agenda item. Three people. Eight minutes. It could be the difference between alignment and assumption.

The ultimate guide to creating transformational workshop experiences (Even if you're not a natural facilitator) Ever had that gut-punch moment after a workshop where you just know it didn’t land? I’ve been there. Back then, I thought great workshops were all about cramming in as much content as possible. You know what I mean: - Slides with inspirational quotes. - The theory behind the frameworks. - More activities than a summer camp schedule… Subconsciously I believed that: The more I shared, the more people would see me as an expert. The more I shared, the more valuable the workshop. And participants would surely walk away transformed. Spoiler: they didn’t. They were hit-and-miss. But then on a leadership retreat in 2016, I stumbled onto something that changed everything. Something so obvious it's almost easy to miss. But when you intentionally use them, it took my workshops from "meh" to "mind-blowing": Three simple principles: 1️⃣ Context-based Learning People don't show up as blank slates. They bring their own experiences, challenges, and goals. When I started anchoring my content in their reality, things clicked. Suddenly, what I was sharing felt relevant and useful — like I was talking with them instead of at them. 2️⃣ Experiential Learning Turns out, people don’t learn by being told. They learn by doing (duh). When I shifted to creating experiences, the room came alive. And participants actually remembered what they’d learned. Experiences like roleplays, discussions, real-world scenarios, the odd game... 3️⃣ Evocative Facilitation This one was a game-changer. The best workshops aren’t just informative — they’re emotional. The experiences we run spark thoughts and reactions. And it's our job to ask powerful questions to invite reflection. Guiding participants to their own "aha!" moments to use in the real world. (yup, workshops aren't the real world) ... When I started being intentional with these three principles, something clicked. Participants started coming up to me after sessions, saying things like: "That’s exactly what I needed." "I feel like you were speaking directly to me." "I’ve never felt so seen in a workshop before." And best of all? Those workshops led to repeat bookings, referrals, and clients who couldn’t wait to work with me again. Is this the missing piece to your expertise? - If so, design experiences around context. •Facilitate experiences that evoke reactions •Unpack reactions to land the learning ♻️ Share if you found this useful ✍️ Do you use any principles to design your workshops?

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!