The Human-Centered Organization
MAY 18, 2016
While I want L&D to lead the way (as those are the folks I know), it’s really about leading the way to an organization that’s aligned with us , with people. The point being, as we reorganize work to tap into the best of us, we’re creating organizations that are humane in a very specific, and hopefully deep, sense.
The new shape of organizations?
OCTOBER 20, 2015
As I read more about how to create organizations that are resilient and adaptable, there’s an interesting emergent characteristic. While I haven’t had a chance to think about it at scale, like how it would manifest in a large organization, it certainly bears some strengths. What say you? itashare. social strategy
Thoughts on Learning Design Strategy
NOVEMBER 29, 2016
One was for examples, and I reckon both of better learning designs, and approaches to implement those learning designs in organizations.
Organizational Learning Engineering
JUNE 28, 2016
We see practices that don’t make sense, and we’re not aligned with what we now know about how we think, work, and learn. Let’s go!
DECEMBER 27, 2016
I was thinking about the ways in which organizations can support performance. And that’s all good. How about you? meta-learning strategy
What’s Your Learning Tool Stack?
JUNE 14, 2016
Seriously, this is important, as the tools we use and provide through the organization impact the effectiveness with which people can work.
Activities for Integrating Learning
APRIL 30, 2015
Now, ideally the goal would be a real deliverable that would achieve an impact on the organization. For your consideration.
OCTOBER 10, 2012
My ITA colleague Jay (always a spark igniter) has been thinking about well-being in organizations, and it activated my thinking on wisdom. My And I think that’s hard to accomplish in an organization where everything you say can and will be held against you. Decisions that consider not just me and mine, but society in general.
FEBRUARY 14, 2017
There’s more pressure for individuals to take responsibility for their own learning (as well as for enlightened organizations that want to support learning). last weeks posts on diagramming) and experimentation tools: meta-learning tools. In particular, for the latter, I wondered about what there was to track your own learnings.
Tackling the tough stuff
FEBRUARY 16, 2017
And it’s not unconscious, but instead principled, even if it arises somewhat implicitly. Certainly for innovation and creative work.
Learning Through the Wild
AUGUST 10, 2016
Making time for reflection is a component of a learning organization, and getting support in context or having time away from context both are parts.
Building Stronger Organizations
FEBRUARY 17, 2011
A recent Ross Dawson blog post included a mention of building flexibility: “the more flexible the organization, the more able it is to succeed. Along the lines of the biomimicry field, Eileen was inspired by her scientist husband’s work on organisms that live in extreme conditions of heat, salt, cold, and more.
JULY 6, 2016
Our everyday lives are decreasingly connected to nature. We’re increasingly separated from the context we evolved in. Is that a good thing?
Learning Strategy Issues
DECEMBER 7, 2016
The strategy depends on where the organization is to begin with, but there are systematic principles to guide progress. The other thing that I was involved in at Online Educa in Berlin was a session on The Flexible Worker. Three of us presented, each addressing one particular topic. And, per our design, issues emerged. meta-learning strateg
DECEMBER 6, 2016
This is something that most organizations should be thinking about. I was pleasantly surprised that the audience included folks from universities, not-for-profits, and government agencies as well as businesses. Last week, at Online Educa in Berlin, I gave a tutorial on deeper elearning as a pre-conference event. What do you think?
DECEMBER 17, 2015
And right now I’m working with the Coherent Organization model and looking at the implications for decisions. strategy social
Two separate systems?
MAY 10, 2016
This is what led to our Coherent Organization model. And their communities are communicating both within, and outside of, the organization.
Culture or Cultures?
JANUARY 25, 2017
However, one statement near the end rings wrong for me: “Reliance on culture as a way to create unity can mislead those in positions of power into thinking that the core values expressed by the organization are actually uncritically accepted by employees.” The argument includes two major thrusts. make it a choice. support. reward.
Working and learning out loud
DECEMBER 22, 2015
I’ve been thinking about some of the talk around the Future of Work, and in addition to the free flow of information I recently posted about from the Coherent Organization, I think working out loud is another component. And there are two dimensions: within the organization, and outside the organization. strategy social
JULY 19, 2016
Last week I ran a workshop for an online university that is working to improve it’s learning design. Substantially. They’re ramping up their staff abilities, and we’d talked about how I could help. They have ‘content’, but wanted to improve the learning design around this. Then we moved on to more hands-on work. desig
Detailing the Coherent Organization
NOVEMBER 13, 2012
However, I want to take it further. Within each were separate elements. As I did so, some commonalities emerged. itashare. social strategy
Collaboration, Communication, and Cooperation
NOVEMBER 15, 2016
And he suggests that cooperation is the more important, as it’s more voluntary. So why do I talk about communication and collaboration?
Content isn’t a silo
MARCH 2, 2016
Our silos are breaking down. And, to suit my campaign, I looked for others. The web, too, is a channel for many activities. strategy technology
Ambiguity Denial Syndrome?
JUNE 23, 2016
And our learning designs, and organization designs, and our cultures, need to recognize this. And yet, in so many ways, they don’t.
A richer suite of support
MAY 25, 2016
While it’s easy to talk about how we need to support the transition from novice to expert, it might help to be a little more detailed. Can you?
JANUARY 13, 2016
Organizations are using it (and not just L&D) to take more appropriate solutions. It’s even been documented down to the nth degree in a newly released book. I have to admit that I’m continually flummoxed by those who rail against the 70:20:10 model. And there’s been quite some vehement opposition. Really? Really.
Why Work Out Loud? (for #wolweek)
JUNE 18, 2015
If you’re in a Miranda organization, where anything you say can be held against you, it may not be safe to share. If your employer will take what you know and then let you go (without realizing, of course, there’s more there), it’s not safe. Not all organizations are ready for sharing you work. You could be wrong.
Aligning with us
MARCH 22, 2016
One of the realizations I had in writing the Revolutionize L&D book was how badly we’re out of synch with our brains.
MARCH 30, 2016
This is only a start, but I reckon if those don’t make the case that you should be taking a serious look at incorporating social business into your organization. I was talking with my ITA colleagues, and we were discussing the state of awareness of social learning. So I thought I’d take another shot at it. social strategy
MARCH 8, 2016
So, as another outcome of the xAPI base camp a few weeks back, I was wondering about tracking not only learning , but meta-learning.
Organizational Effectiveness for L&D?
OCTOBER 11, 2016
And similarly, I see too many L&D organizations not looking beyond the course as their responsibility. Last week included an interesting series of events and conversations. There was a formal event on innovation in learning technology (that was only partly so), and a presentation by a colleague. In particularly, he talked about OD and OE.
Infrastructure and integration
OCTOBER 13, 2016
And if you’re interested in beginning to offer a richer picture of learning and move L&D to be a strategic contributor to the organization, this is the chance for a jump-start! The premise of the chart was that there are stages of maturity across the major categories of areas L&D should be aware of. With one caveat.
The Quinnovation eLearning Process Survey
JUNE 1, 2016
In the interests of understanding where the market is, I’m looking to benchmark where organizations are. Please feel free to respond and circulate to those you know in other organizations (but try to only have one person from your org fill it out). So here we are. . welcome your comments or questions as well. Thanks!
FEBRUARY 9, 2016
Harold riffs off of Jane’s post, and points out that shifting an organization to a more social way of working takes management’s commitment and work from both above and below. He lists a number of activities he’s engaged in to try to develop success in several initiatives. And, of course, they’ve posted about it.
The wrong basis
JULY 20, 2016
Of late, I’ve been talking about the approach organizations take to learning. It’s come up in presentations on learning design, measurement, and learning technology strategy. And the point is simple: we’re not using the right basis. identifying the root cause. mapping back to an intervention design. Please? design strateg
NOVEMBER 9, 2016
In a couple of recent posts, I’ve been telling tales of helping organizations, and I wanted to tell at least one more. In this case, I’m extending the type of work I’ve done to have a real impact, still with a low overhead. The key is to include some followup activities. Serious eLearning. Learning Strategy.
JUNE 30, 2016
Different organizations will have different starting situations, and contexts, that will mean a different approach will make sense for them. So, I was chided that my last post was not helpful in moving people forward, as I was essentially being derogatory to those who weren’t applying the new understandings. It’s not easy.
eLearning Process Survey results!
JUNE 21, 2016
So, a few weeks ago I ran a survey asking about elearning processes*, and it’s time to look at the results (I’ve closed it).
Learning by experimenting
OCTOBER 21, 2015
In some recent work, an organization is looking to find a way to learn fast enough to cope with the increasing changes we’re seeing. Or, better yet, learn ahead of the curve. In the model of a learning organization, experimentation is clearly listed as a component of concrete learning processes and practices.
APRIL 5, 2016
If they went further, and were also facilitating the ability for the organization to continually innovate – fostering communication and collaboration via tools, practices, and culture – they’d be key to getting people to provide their best. ” Are these ideas incommensurate? Or is there a reconciliation? Together.