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
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!
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.
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.
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
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.
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.
DECEMBER 17, 2015
And right now I’m working with the Coherent Organization model and looking at the implications for decisions. strategy social
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
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?
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.
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
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
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!
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.
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.
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.
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).
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
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.
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.
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.
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.
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.
Heading in the right direction
MAY 26, 2016
Most of our educational approaches – K12, Higher Ed, and organizational – are fundamentally wrong. What I see in schools, classrooms, and corporations are information presentation and knowledge testing. Which isn’t bad in and of itself, except that it won’t lead to new abilities to do ! And this bothers me.
Reading List additions
MAY 17, 2016
For the Revolution Reading List, I strongly encourage you to read Amy Edmondson’s Teaming , it’s a great review of the needed changes for organizations to embrace innovation. My eLearn Mag review is here. I’ve been reading a few other books, and have written up some book reviews on two of them.
Vale Jay Cross
NOVEMBER 7, 2015
It’s too soon, so it’s hard to write this. My friend and colleague, Jay Cross, passed away suddenly and unexpectedly. He was influential.
Laura Overton #learnatworkau Plenary Mindmap
OCTOBER 26, 2015
Laura used Towards Maturity data to provide insight into how leading L&D organizations are making their way
AUGUST 25, 2015
I’m realizing that a major theme of my work and the revolution is that what we do in organizations, and what we do as L&D practitioners, is not aligned with how we think, work, and learn. And to that extent, we’re doomed to failure. We can, and need to, do better. Let’s start with thinking. Particularly rote information.
FEBRUARY 17, 2016
I was at a retreat this weekend, consorting with colleagues. And I paid attention to his recommendations. Creative, yet practical solutions. Reliably.
2015 top 10 tools for learning
JULY 7, 2015
Microsoft Word: My writing tool for longer posts, articles, and of course books, and writing is a powerful force for organizing my thoughts, and a great way to share them and get feedback. 99.99% of the time) provides me with links that give me the answer i need. Twitter: I am pointed to many amazing and interesting things via Twitter.
MAY 11, 2016
I’ve argued before that there’s a pretty clear path forward for organizations. This takes a new approach from the organization. The necessity to become agile means that the old ‘command and control’ approach won’t cut it any longer. Certain elements are required. This happens both within teams and beyond.
Culture Before Strategy
SEPTEMBER 9, 2015
You can start working in these ways within your organization, and grow it. In an insightful article, Ken Majer (full disclosure, a boss of mine many years ago) has written about the need to have the right culture before executing strategy. If it’s not safe to Show Your Work , you can’t capitalize on the benefits. And you should.
Rethinking Design: Pedagogy
AUGUST 20, 2014
These aren’t clearly discriminated, but it’s a coarse description. ‘click to see more ‘) and maybe asking quiz questions.
Organizational Knowledge Mastery?
FEBRUARY 2, 2016
If we adapt Harold Jarche’s Personal Knowledge Mastery (or PKM ), which is about Seek-Sense-Share as a mechanism to grow our own abilities, to organizations, we can see a different model. Here’s organizations seek knowledge sources, sense via experiments and reflection, and share internally (and externally, as appropriate ;).
A bit more detail
JANUARY 20, 2016
So, at the center are people, the individuals who constitute the organization. They are the ones who form teams. Does this help?
Learning and frameworks
NOVEMBER 13, 2015
And if we foster self-learning skills, we can accelerate the learning outcomes for the organization. That’s real learning, and the recognition that it should not be left to chance is how these frameworks help raise awareness and provide an opportunity for L&D to become more relevant to the organization. So, what do you think?
Making constructive conversations
DECEMBER 23, 2015
As part of my thinking about the Future of Work, I’ve been thinking about how to make it safe to share, in the sense of an innovation culture (ala the Learning Organization ). My My colleague, Charles Jennings, shared a very useful format to facilitate this, and I wanted to think out loud about it in terms of actionable items.