Clark Quinn

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The Human-Centered Organization

Clark Quinn

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?

Clark Quinn

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

Revisiting the Ecosystem

Clark Quinn

Similarly, we use social elements like coaching, mentoring, and informal learning to develop ourselves and our organizations over time.

Learning Design Insights

Clark Quinn

And engaging the audience, making the learning meaningful to them and the organization. Are you doing good learning design? Slow learning.

Karen Hough ATD Core 4 Keynote Mindmap

Clark Quinn

Going through her trademarked elements, she had the audience up and participating and reflecting on interpersonal interactions. social strategy

Technology or preparation?

Clark Quinn

In listening to a recent presentation on the trends affecting the workplace and HR, there was mention about how organizations were using more cognitive technology, AI, etc. and this was changing jobs. There were two additional notes. First, these efforts aren’t (largely) leading to job losses, as these folks were being reskilled.

Organizational Learning Engineering

Clark Quinn

Not surprisingly, treating people in ways that reflect their inner nature is more rewarding for them as well as more successful for the organization.

Another model for support

Clark Quinn

I was thinking about today’s post , wherein I was talking about a couple of packages that might help organizations move forward. And these approaches did provide away to develop the organization’s abilities to develop better learning. And I realized this has played out in a couple of ways. design strategy

Cultural Alignment

Clark Quinn

I was thinking about the ways in which organizations can support performance. And that’s all good. How about you? meta-learning strategy

Employee Experience

Clark Quinn

I’ve participated in the efforts of an organization to achieve it, and can see the real benefits. reach out with questions. collaborate.

What’s Your Learning Tool Stack?

Clark Quinn

Seriously, this is important, as the tools we use and provide through the organization impact the effectiveness with which people can work.

Tools 89

A Cognitive Audit?

Clark Quinn

This is about equipping your organization to kick some proverbial tail. And therefore, I reckon L&D needs to know the cognitive background.

Tackling the tough stuff

Clark Quinn

And it’s not unconscious, but instead principled, even if it arises somewhat implicitly. Certainly for innovation and creative work.

Activities for Integrating Learning

Clark Quinn

Now, ideally the goal would be a real deliverable that would achieve an impact on the organization. For your consideration.

Silo APIs?

Clark Quinn

Or, to put it another way, breaking down the silos is the only way to get the best outputs for the important work, the work that will advance the organization whether removing errors, creating new products or processes, etc. It’s time to engage with it, to the benefit of the organization. And I think the problem is bigger.

Wise organizations

Clark Quinn

My ITA colleague Jay (always a spark igniter) has been thinking about well-being in organizations, and it activated my thinking on wisdom. And I think that’s hard to accomplish in an organization where everything you say can and will be held against you. That’s not quite what I mean. meta-learning strategy

Building Stronger Organizations

Clark Quinn

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.

Learning Through the Wild

Clark Quinn

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.

Wild thinking

Clark Quinn

Our everyday lives are decreasingly connected to nature. We’re increasingly separated from the context we evolved in. Is that a good thing?

Coherent Implications

Clark Quinn

And right now I’m working with the Coherent Organization model and looking at the implications for decisions. strategy social

Learning Strategy Issues

Clark Quinn

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

Aligning Learning

Clark Quinn

This is something that most organizations should be thinking about. Last week, at Online Educa in Berlin, I gave a tutorial on deeper elearning as a pre-conference event. In short, I was talking about aligning our designs, and our design processes, to how we think and learn. an hour to several days) in organizational learning.

Two separate systems?

Clark Quinn

This is what led to our Coherent Organization model. And their communities are communicating both within, and outside of, the organization.

Working and learning out loud

Clark Quinn

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

Detailing the Coherent Organization

Clark Quinn

As excited as I am about the Coherent Organization as a framework, it’s not done by any means. However, I want to take it further.

‘Form’ing learning

Clark Quinn

This is the type of thinking that organizations from K12 through higher ed and workplace learning (whether corporate, not-for-profit, or government) need to adopt if they’re going to move to learning experiences that actually develop meaningful new abilities. Substantially. So, first of all, my focus was on formative evaluation.

Content isn’t a silo

Clark Quinn

Obviously, data is coming out across the organization. And, let me add, that’s only increasing. Our silos are breaking down.

Ambiguity Denial Syndrome?

Clark Quinn

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

Clark Quinn

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?

Collaboration, Communication, and Cooperation

Clark Quinn

And I find myself talking about collaboration and communication. And he suggests that cooperation is the more important, as it’s more voluntary.

Meta-Learning Tools?

Clark Quinn

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.

70:20:10 furor

Clark Quinn

Organizations are using it (and not just L&D) to take more appropriate solutions. 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. Similarly in a complaint linked off of Ryan’s post. strategy

Why Work Out Loud? (for #wolweek)

Clark Quinn

If you’re in a Miranda organization, where anything you say can be held against you, it may not be safe to share. Not all organizations are ready for sharing you work. Organizations, however, should be interested in creating an environment where working out loud is safe. The organization learns faster. itashare.

Culture or Cultures?

Clark Quinn

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.

Aligning with us

Clark Quinn

We’re really running organizations that aren’t designed for humans. First, our thinking isn’t all in our heads.

Socially Acceptable

Clark Quinn

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

Metacognitive Activity?

Clark Quinn

This is about how you continue to learn in manageable ways, and it served as an organizing framework. And I didn’t know what that was.

Organizational Effectiveness for L&D?

Clark Quinn

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.

The Quinnovation eLearning Process Survey

Clark Quinn

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. . I welcome your comments or questions as well. Thanks!

Social Training?

Clark Quinn

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. Sparked by the sight of a post about ‘social training’, I jokingly asked my ITA colleagues whether they could train me to be social.