I’ve written a few postings recently (notably  Social Learning doesn’t mean what you think it does ) where I have tried to show how the fundamental changes in how businesses are operating, require a fundamental change in how the L&D function needs to view workplace learning. Workflow audits. Systems. MORE >>

have not seen organizations move toward a more social business model without changing management. That may mean reducing the number of managers; empowering people who are customer-facing; or significantly opening up the workflow and making it more transparent. Marinating in the resulting complex adaptive system is essential. MORE >>

Social tools are changing not only the way that professionals are working and learning but also the way that organisations are transforming into social businesses. They will also become more embedded in the workflow, e.g. learning communities will often be seen as an extension of a group’s existing online activities. C4LPT.co.uk/directory-of-learning-performance-tools/. MORE >>

Integrating staff into the workflow, culture, and team from day one (in a supportive environment). Huge learning curves, little info or help, even on how to use the timesheet system. We change clients more frequently than salaried employees change jobs. There are many good practices, such as: Dedicated coaches. MORE >>

Although the advent of e-technology in the late 1990s changed businesses into e-businesses, this was essentially about automating existing business thinking and practices. Training often outsourced, on-demand access to self-paced learning, f2f networking important, facilitated collaborative/peer-learning available in the workflow. MORE >>