This book provides a step-by-step framework for educators to design and implement blended learning programs, combining online learning with traditional classroom time. It expands on the ideas presented in 'Disrupting Class' and offers practical advice, case studies, and theoretical underpinnings to help educators create more student-centered learning environments. The book includes QR codes linking to videos of schools implementing blended learning and is designed to help educational leaders, teachers, and stakeholders navigate the transition to blended learning effectively.
Job Moves provides a universally applicable model based on the 'Jobs to Be Done' theory, which views jobs as positions we 'hire' to solve problems in our lives. The book offers a 9-step framework to help job seekers make more informed choices about their career moves, focusing on understanding priorities, desired experiences, and tradeoffs. It is designed to help create a happier and more fulfilling career by taking a holistic view beyond job titles or companies.
In 'How Will You Measure Your Life?', Clayton M. Christensen, along with co-authors James Allworth and Karen Dillon, explores how business principles can be applied to personal life to achieve happiness and fulfillment. The book addresses three key questions: how to ensure happiness in one's career, how to build enduring relationships with family and friends, and how to maintain integrity. Christensen emphasizes the importance of allocating time and energy wisely, avoiding the trap of short-term gains, and focusing on long-term personal and relational investments. He also discusses the 'jobs to be done' concept, encouraging readers to understand and fulfill the emotional needs of those in their lives[2][4][5].
In 'Disrupting Class,' Clayton M. Christensen, Michael B. Horn, and Curtis W. Johnson argue that traditional educational models are insufficient for meeting the diverse needs of today's students. They propose a student-centric approach, utilizing disruptive innovation and technology to personalize learning. The book provides a roadmap for harnessing these technologies to create an adaptable learning environment, challenging conventional educational systems and offering insights for educators, policymakers, parents, and entrepreneurs. It emphasizes the potential for disruptive technologies to bring about significant positive changes in education, although it also acknowledges the challenges and idealistic aspects of such a transformation[2][3][5].
You’ve heard it before: “People don’t quit jobs; they quit bad bosses.” But is that really the whole story? Why do employees really leave their jobs? That’s exactly what we’ll answer today with our guest.
Meet Michael Horn. Michael is the co-author of Job Moves: 9 Steps for Making Progress In Your Career. Michael strives to create a world in which all individuals can build their passions, fulfill their potential, and live a life of purpose. He is the author of several books, including the award-winning Disrupting Class, Choosing College, Blended, and From Reopen to Reinvent.
He is the co-founder and a distinguished fellow at the Clayton Christensen Institute, a non-profit think tank, and teaches at the Harvard Graduate School of Education. He also co-hosts the top higher education podcast, Future U., writes the popular Substack newsletter The Future of Education, and is a regular contributor to Forbes.com.
In this episode, Michael shares his research into job transitions, highlighting the four distinct clusters and how managers can better support their teams.
We explore how understanding each team member’s personal goals, life circumstances, and work preferences can create a stronger, more aligned team.
Plus, in the extended episode available to Podcast+ members, Michael dives into strategies for how managers can take control of the situation, work with HR for extra support, and leverage practical tools like personal cheat sheets to improve communication between managers and employees.
Join the conversation now!
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Conversation Topics
- (00:00) Introduction
- (01:49) Defining the “Jobs to Be Done” methodology
- (04:27) Examples of common “push” and “pull” factors in job decisions
- (07:22) The four macro clusters in job transitions
- (11:35) Signs to watch for when an employee is considering leaving
- (18:08) Team dynamics and their impact on employee dissatisfaction
- (19:09) Why convincing someone to stay could hurt your team
- (23:03) Should managers share their own “pushes” and “pulls” with their teams?
- (24:34) Using assessments to gauge job satisfaction (and dissatisfaction) in real-time
- (27:16) A great manager Michael has worked with
- (28:05) Keep up with Michael
- (29:04) [Extended Episode Only] How managers can take control when an employee is thinking of leaving
- (34:02) [Extended Episode Only] Working with HR for extra support and the magic of personalized cheat sheets
Additional Resources:
- Get the extended episode by Joining The Modern Manager Podcast+ Community for just $15 per month
- Read the full transcript here
- Follow me on Instagram here
- Visit my website for more here
- Upskill your team here
- Subscribe to my YouTube Channel here
Keep up with Michael Horn
- Follow Michael on LinkedIn here
- Grab a copy of Michael’s new book, Job Moves, here
Book Giveaway: 5 Free Signed Copies of Job Moves
Michael is giving away five copies of his book Job Moves: 9 Steps for Making Progress In Your Career to members of Podcast+. Full of useful activities and tools, Job Moves offers the timeless framework of our generation to help anyone create a career that will be happier and more fulfilling. You must enter the drawing by February 28th.
To get this guest bonus and many other member benefits, become a member of The Modern Manager Podcast+ Community.
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