strategic transformation of workplace learning

Harold Jarche

not just through conventional training but as people carry out their daily jobs) and how performance problems can be solved in different ways. Adopting Enterprise Social Networks as bridges between personal and organizational knowledge.

The collaboration field needs to cooperate

Harold Jarche

This makes sense: A high-performance group is a group that learns, a conclusion that you should draw regardless of your starting point. We really need to get away from our self-imposed tribes and adopt network thinking and practices. 21C_Leader Innovation Performance Improvement

Connect, exchange, contribute

Harold Jarche

As new tools are introduced, learning professionals should be early adopters, leading the way in testing them out. NetworkedLearning Performance ImprovementTweet Highlights from Skills for Learning & Development Professionals (an article I wrote for T&D Magazine in 2008).

Corporate Learning’s focus

Harold Jarche

The organization can adopt a performance improvement perspective and ensure that all formal training meets a need. HPT (human performance technology) is a broader design approach and should be seen as an enabler to get to instructional systems design (ISD).

The Future of the Training Department

Harold Jarche

Adopting new models of learning. This approach has already been adopted by Web services, where Beta releases are launched and tested before they are finalized. You’re going to shift the focus to creativity, innovation, and helping people perform better, faster, cheaper.

PKM: Working Smarter

Harold Jarche

Improving your personal productivity (SENSE & USE). Here’s the a description and rationale for adopting PKM, individually and within organizations: PKM is a way to deal with ever-increasing amounts of digital information.

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Group-centric work and training

Harold Jarche

Frameworks such as the Systems Approach to Training, developed by the military, have over the years been adopted and adapted by corporations and government agencies. Tags: Learning Performance Improvement Work Individual Training.

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Perpetual Beta

Harold Jarche

It is a key facet of the path that leads to improved organizational performance. So says Ross Dawson in pilots as a key instrument for improving organizational performance in a complex world. I previously recommended that instructional design adopt agile methods but even in the programming world, letting go of old ways is difficult as Sara Ford at Microsoft explains in how I learned to program manage an agile team after six years of waterfall.

The Threat and Opportunity of Lifelong Learning

John Hagel

People with this form of passion have a hard time sticking to the script and the process manual – they get bored easily and they’re often deeply frustrated, seeing so much opportunity to get to higher and higher levels of performance and frustrated by the obstacles in their way. Once these groups come together, they’ll benefit by adopting a set of practices that can help them to accelerate learning and performance improvement.

Data From The Edge

Andy McAfee

Deloitte’s Center for the Edge has just published a report titled “Social Software for Business Performance.&# Keep measuring performance in all of them over time. “I am confident this technology’s going to improve things, so I want it in all my units, pronto.&#.

Data 266

Re-thinking Workplace Learning: extracting rather than adding

Charles Jennings

One clear finding presented was that: “t hose activities that are integrated into manager and employee workflow have the largest impact on employee performance, while those that are distinct events separate from the day-to-day job have less impact.”

Embedding Learning in Work: The Benefits and Challenges

Charles Jennings

If people learn as part of the workflow then this learning is more likely to impact performance in a positive way. A second significant challenge (and blind spot for many L&D departments) has been the provision performance support.

The Big Shift From Engagement to Passion

John Hagel

In a time of mounting performance pressure , it’s completely understandable therefore why companies are so focused on worker engagement. True, it generates a substantial improvement in productivity, but it’s a one-time improvement. In a world of mounting performance pressure, that’s not enough. If you’re not accelerating performance improvement over time, you’ll become increasingly marginalized.

United We Stand, Divided We Fall

John Hagel

On one side there’s growing fear that mounting performance pressure is diminishing opportunity on a global scale , that our jobs and livelihood are increasingly at risk, and that the privileged few are reaping rewards at the expense of the rest of us. Second, the long arc of human history shows an amazing pattern of exponential performance improvement on a wide range of dimensions – reduction of violence, health and prosperity.

Catalyzing Passion through Strategy

John Hagel

Passion and performance improvement Why do I say that? Because passion drives accelerating performance improvement. One of the core attributes of the Big Shift is mounting performance pressure. So, the companies that figure out how to improve performance more rapidly will be those that survive and thrive in the Big Shift. And why does passion drive more rapid performance improvement?

The Role of the Collaboration Advisor

Jane Hart

In my previous post, Emerging new roles for learning and performance professionals , I identified some of the new roles appearing in the workplace.

Start with the 70. Plan for the 100.

Charles Jennings

702010 towards 100% performance by Jos Arets, Charles Jennings & Vivian Heijnen Copyright: Sutler Media Language: English Pages: 313 Size: 30.5cm x 23.5 The 70, 20 and 10 categories refer to different ways people learn and acquire the habits of high performance. ‘70’

The difference between social learning and social collaboration

Jane Hart

I therefore use the term social collaboration (which already exists in the business world) to describe the sub-set of social learning that is focused around the learning that takes place from working together, and where the emphasis is on achieving business objectives, and measuring its success in business or performance terms. improved communication through faster access to information. improved employee engagement. improved insights into work status, problems and issues.

Enterprise Community Management: “joining up” learning and working

Jane Hart

This is often due to the fact that they need to provide quantifiable success metrics for their own activities, and find it hard to isolate the results of their “learning support” activities from overall team or business performance improvements.

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What is innovation?

Harold Jarche

“An innovation is the implementation of a new or significantly improved product (good or service), or process, a new marketing method, or a new organisational method in business practices, workplace organisation or external relations.”

The Dark Side of Technology

John Hagel

It’s the fact that all of these amazing digital technologies are coming together to create a world of mounting performance pressure for all of us , one where the performance pressure will continue to grow and expand on a global basis for the foreseeable future, rather than plateau and recede.   It’s not just that performance pressure is relentlessly growing for all of us.  They lead us to adopt a zero sum view of the world – if you win, I will lose.

The Big Shift in Platform Business Models

John Hagel

As I’ve suggested elsewhere , the real future of platform businesses is to evolve into learning platforms where participants can accelerate performance improvement based on feedback loops created by the platform owner. In a world of mounting performance pressure, the ability to accelerate performance improvement will become more and more essential, giving a significant advantage to platforms that focus on helping participants to learn faster.

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The Paradoxical Power of Narrative

John Hagel

We live in a world that's more and more rapidly changing and where we all experience mounting performance pressure, as individuals and as groups. You need to be accelerating improvement of your performance. Rather than trying to get everyone to fit the same mold, they need to embrace cultures that encourage everyone to be unique and contribute unique perspectives and capabilities to the performance challenges they are facing. I love paradox.

My top 10 favourite resources from February

Jane Hart

“Just gaining widespread adoption — getting people to use the technology — can present a major hurdle. And what can you do to speed not only adoption, but the adoption of productive practices in your organization?

Seeking Strategic Advantage? Break Down Walls and Cultivate Networks

John Hagel

And just to be provocative, leaders who adopt the feminine archetype are going to be much more successful at building and occupying influence points. Influence points are strategically important because they concentrate knowledge flows in ways that help the owner of the influence point to learn faster and accelerate performance improvement. Where’s the advantage? In traditional business strategy, the answer was easy: build a wall.

change the system, not the leader

Harold Jarche

“It is only through enforced standardization of methods, enforced adoption of the best implements and working conditions, and enforced cooperation that this faster work can be assured. Plus ça change, plus c’est pareil.

System 230

Facebook as a Learning Platform

Tony Karrer

Interestingly, BJ Fogg (the professor) came onto my radar a few years ago because he was writing about persuasive technology - i.e., how do you persuade humans to behave a certain way with technology - a key component of human performance improvement through technology.

The Unmet Need for Trusted Talent Advisors

John Hagel

Because we live in a world of mounting performance pressure where we can’t afford to stand still and rest on the certificates and accomplishments of the past. And the more clients this business serves, the more helpful it can be to each client, because it can start to see patterns in terms of what drives accelerated learning and performance improvement for people like you. In a world that’s changing ever more rapidly, we all need trusted advisors.

a new business ideology

Harold Jarche

These are the early adopters. The majority of companies are still satisfied with improving internal collaboration and getting the job done, blind to the faster moving competition building up outside. “Ideas lead technology. Technology leads organizations.

The Paradoxical Power of Narrative

John Hagel

We live in a world that's more and more rapidly changing and where we all experience mounting performance pressure, as individuals and as groups. You need to be accelerating improvement of your performance. Rather than trying to get everyone to fit the same mold, they need to embrace cultures that encourage everyone to be unique and contribute unique perspectives and capabilities to the performance challenges they are facing. I love paradox.

Five Barriers to Effective Learning in Organisations

Charles Jennings

Even in organisations where L&D priorities are closely aligned with business priorities there’s plenty of head-room for improvement. Efficiency can be improved in almost every case by changing focus from ‘learning’ to ‘performance’. My team isn’t performing.

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Seeking Strategic Advantage? Break Down Walls and Cultivate Networks

John Hagel

And just to be provocative, leaders who adopt the feminine archetype are going to be much more successful at building and occupying influence points. Influence points are strategically important because they concentrate knowledge flows in ways that help the owner of the influence point to learn faster and accelerate performance improvement. Where’s the advantage? In traditional business strategy, the answer was easy: build a wall.

Dear C-Suite: We Don’t Do Training Anymore

Dan Pontefract

” Jane Hart, founder and principal of the Centre for Learning & Performance Technologies, says, “formal training has been the standard way of developing people for so long now that it has just become accepted practice that this is the way things are done.”

EVER TRIED TO HIT A MOVING TARGET AT TWENTY PACES WITH A COLT 45?

Charles Jennings

The challenges facing everyone involved in the world of learning and performance improvement are not unlike those that faced Commodore Owens in the 1880s. We need to leave old approaches behind and adopt emerging and emergent ones if we’re to deliver real value.

ROI 194

From Race Against the Machine to Race With the Machine

John Hagel

The authors, Erik Brynjolfsson and Andrew MacAfee, take a current news topic that has engaged the hearts and minds of many – persistent unemployment in the US – and suggest that this is a structural issue, not simply a temporary, cyclical event that will quickly improve.   Their more specific recommendations in this domain include adopting new technology more aggressively, paying teachers more, eliminating tenure and keeping students in class longer.

Learning Together

Harold Jarche

Much of our work has been around informal learning and performance improvement in the workplace. My work with Drupal , as an early adopter, introduced me to Bill who is now providing our platform of choice for TogetherLearn.

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My Twitter Weekly Links Digest for 2011-07-17

Jane Hart

Are You Going To Adopt Google+ for Professional Learning/Networking? “training departments should become performance improvement departments&# [link] # realwplearn #. Tweet. RT @ WendyTagg : I’ve blogged about @ c4lpt ‘s 30ways social media programme [link] <Thanks Wendy #. Infographic: Google+ vs. Facebook, the Only Comparison Chart You’ll Ever Need [link] #. And now we have [link] to shorten ur Google+ username. I’ve done it [link] #.

Pull Platforms for Performance

John Hagel

We live in a world of mounting performance pressure. If we hope to turn this around, we need to step back and take a systematic look at the performance levers that drive these results and question the approaches of the past. What drives company performance? Most businesses can be understood as bundle of three core operating processes, each driven by a unique performance lever. One way to start improving performance dramatically is to ask two questions.

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Shift Happens Redux

John Hagel

  In the fall, we will release a separate report pulling apart the data for fifteen industries in the US economy and comparing performance at the industry level. firms has steadily fallen to almost one-quarter of 1965 levels at the same time that we have seen continued, albeit much more modest, improvements in labor productivity. While the performance of U.S. So what can be done to reverse these performance trends? Today is a big day. 

Pursuing Passion

John Hagel

  Passion is about performance.   People pursuing their passion have a clear sense of performance metrics. These are not externally defined and imposed metrics, but individually adopted metrics that help passionate people to keep track of their own performance on a continuing basis and identify performance gaps.  Passionate people embrace the edge in order to get an edge on their performance.

50 suggestions for implementing 70-20-10

Jay Cross

In the old days, work was mechanical; workers learned the skills and knowledge to do their jobs from training sessions and then performed their job function. He has deep experience in both the business and learning practitioner sides of learning and performance.

Alone Together - An Important New Book by Sherry Turkle

John Hagel

Many of the usage patterns she describes so compellingly have their source in the business world where globalization and digital technology infrastructures are increasing competitive pressure and leading to sustained erosion in performance.   Yes, individuals are rapidly adopting new forms of technology and drawing it into the enterprise. But perhaps they are adopting this technology in response to growing pressures from the workplace.

What’s working in social business

Harold Jarche

” My focus on social business stems from a background in training, knowledge management, performance improvement and social learning. A dysfunctional company culture does not improve with transparency, it just gets exposed. What’s working in social business in 2012?