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Yes, many institutions are creating central bodies to support faculty in improving their classes, but those folks are relatively powerless to substantially change the pedagogy unless they happen to have an eager faculty member. MORE
100 Years Ago, culture and art changed to match the Industrial Age. Today culture and art is changing to match the Knowledge Society. Digital Art is evolving. A friend of our son has a job in digital art. MORE
Every time I hear the word "driving" used in the context of business I wince. It reveals so many misconceptions: that the person using it is in charge; that people can be driven like cattle; that there aren't consequences to using the word. The false macho fools no one. The use of it distances those "being driven" and they disengage. And then to solve this problem you set up an "employee engagement programme"! MORE
100 
Someone recently asked how you would go about measuring culture change, and I thought it’s an interesting question. So it’s plausible that you’d want to change, and if you do, you’d like to know how it’s going. As a process, I think about what I might do before, during, and after any culture change initiative. Culture change is a journey, not an event, after all ;). The post Measuring Culture Change appeared first on Learnlets. MORE
I previously wrote about Sutton & Rao’s Scaling up Excellence , and have now finished a quick read of Connors & Smith’s Change the Culture, Change the Game. Sutton & Rao’s was very descriptive of the changes they observed and the emergent lessons. They aptly point out that many change initiatives stop at the second step, and don’t get the necessity of the subsequent two steps. MORE
So we use military or economic force to remove said delete, now that hasn’t worked … we need to focus on creating an infrastructure within which a fluid series of changes over time can create a resilient society build around local networked agency. MORE
As those small actions start to build the underlying attitudes and beliefs change and then, maybe, the bigger initiatives will have impact and traction. The post Avoiding paralysis in major change appeared first on Cognitive Edge. MORE
And of course once blame has been allocated we end up with a visitation from the cultural change specialists with their tool kit of communication plans, key drivers, motivational posters, games and the like. Don't talk about how you want to change, or why things are really different. MORE
I have identified two learning competencies — Learning How to Learn & Adapting to Continuous Change. The bottom line is that these kinds of changes to workplace learning and development will take time and effort. Change takes time. MORE
Then I had the Diabetes diagnosis and that triggered drastic change which allowed me to start the Round Wales Walk and return to the mountains of Snowdonia not to mention discovering the Brecon Beacons anew. The post Habitual change appeared first on Cognitive Edge. MORE
There’s been a lot of talk recently about the fact that the L&D function needs to change, and a lot has been written about what the future of workplace learning should look like. MORE
The future of [human] work is perpetual beta : adapting to constant change while still getting things done. The human work of tomorrow will not be based on competencies best-suited for machines, because creative work that is continuously changing cannot be replicated by machines or code. MORE
What are the critical competencies needed to lead in our fast-changing business environment? The key challenge confronting CEOs, - and senior executives in general, - is the relentless pace of change. But, w hile speed is the major dimension of change, it’s not the only one. MORE
Two conversations yesterday reminded me of how important training or other forms of support are when implementing large change projects whether involving new technology or new processes. The second conversation was again about a big change effort but this time the plan was to offer an extensive programme of coaching. Coaching targeted at helping people understand the why of the new processes and to grapple with what the changes mean to them. MORE
Is there an appetite for change in L&D? There really isn’t any burning desire for change, or willingness to move even if there is. That was the conversation I’ve had with colleagues lately. And I have to say that that the answer is mixed, at best. The consensus is that most of L&D is comfortably numb. That L&D folks are barely coping with getting courses out on a rapid schedule and running training events because that’s what’s expected and known. MORE
“For the first time since the industrial revolution, organizations are changing at a fundamental level. The change is very much a work in progress in most organizations. Changed role of leaders —. MORE
I've expressed concern previously about use the phrase "driving change" but now realise that my true discomfort goes deeper. What bothers me is the underlying assumption that we can change other people - or have the right to try. We can change our own behaviours, we can change processes and structures, but we can’t change people - only they can. MORE
There is now quite a bit available about signifying change with ritual. In the former, they may be becoming a member of the community, but it’s about changing personal behavior regardless. And, to be clear, here I’m talking secular change.). MORE
Plus ça change, plus c’est pareil. Even punishing the person in charge will change little. Changing leaders will not change the system from which they emerged. MORE
Yesterday, I listed some of the major changes that L&D needs to acknowledge. As serious practitioners in a potentially valuable field, we need to adapt to the changing environment as much as we need to assist our charges to do so. We’re already seeing a wide variety of converging evidence that these changes lead to success. The post Addressing Changes appeared first on Learnlets. What we need now is to look at the top steps that need to be taken. MORE
We need this change! For instance, I have a learning design process audit I offer that’s reasonably priced and will identify wastes and opportunities for the smallest change in your approach for the maximum impact. The post Sign of a change? MORE
My book Aha! Learn for Yourself challenges readers to consider where they’ve been in their careers and where they’re headed. I feel obligated to practice what I preach. My career in the learning business is at a turning point. My history by type of learning is below. MORE
“How the world will change as computers spread into everyday objects,” is the title of the lead article in a comprehensive review of the Internet of Things (IoT) in a r ecent issue of The Economist. MORE
Because automation occurs at the task level, it often changes jobs partially rather than eliminates them, though in limited cases, technology can automate an entire job.”. However, many workers will see their jobs change, as future jobs will require different skills. MORE
The Org Chart is dead. Leaders are now befuddled about being inbetween the organizational pyramid of the last century and the organizational network of this century. Organizational structures have been flattened, dispersed, contracted out. The org chart is dead. What business leaders report is that the network is faster, more productive and more profitable than the pyramid. At LERN we have not done an org chart for 25 years, since we went virtual. We predicted this as Shift Three. MORE
For a number of years now (at least six ), I’ve been beating the drum about the need for organizations to be prepared to address change. Now we’re seeing the evidence that the change has arrived. The world’s changing, and L&D needs to adapt. MORE
Proclamations of systemic change, particularly in higher education, are more hype than reality. While there is some pressure, most pronounced in the US, for change to the big residential model of higher education, globally the demand is strong knowledge institutions. I recently delivered a talk at UniSA on the topic of how large systems change. Big systems, in periods of big change, experience structural and institutional change. MORE
So much organisational change fails because either it is a token gesture at an organisational level, or people don't buy into the change individually. I am convinced that all change emanates from the individual. Structural and procedural changes can help but unless people change nothing changes. There is an intimacy about real personal change that most in corporate life back away from, or sanitise with process. MORE
As part of Totara’s ongoing Disruption Debate series, Lars Hyland has been speaking to thought leaders and experts from the L&D world. A few weeks ago he talked to me, and this is the summary of that conversation that appears on their website. Social learning MORE
In probably the most powerful indictment of current e-learning practices that I have ever read, Ethan Edwards asks Why Do We Continue to Perpetuate and Promote Ineffective E-Learning? MORE
This brings a shared vocabulary and understanding of what needs to change and why. Assessment : an independent assessment of where you are in your processes, and what are the opportunities for change. Strategy Session : here the goal is to determine the path to change. MORE
Let me now discuss the more recent report published earlier this year, which examined the changes in skills required of human workers over the next 10-15 years. I’ll focus my discussion on the US skill changes, as the European changes were similar. MORE
There are a serious number of changes that are affecting organizations. We’re seeing changes in the information flow, in technology, and in what we know about ourselves. What are these changes? The post Acknowledging Changes appeared first on Learnlets. Importantly, these are things that L&D needs to acknowledge and respond to. It’s old news that things are happening faster. We’re being overwhelmed with information, and that rate is accelerating. MORE
No wonder I keep musing about another rather thought-provoking sentence she put together as well in that superb article: ‘ Technological change does not automatically equate with progress ’. That’s when our change and transformation journeys will begin…. MORE
“ To change with change is the changeless state. Every fortnight I curate some of the observations and insights that were shared on social media. I call these Friday’s Finds. – Bruce Lee” via @janhoglund. MORE
Earlier this year, I had an opportunity spend time on Steve’s program talking about how changing knowledge needs and structures are influencing the development of new learning systems and models. MORE
If learning professionals and learning departments don’t adapt and change, Quinn argues, they will be revealed not simply as having no clothes, but as being so out of step that they will wither and die, or be removed from the value chain. So, what are these fundamental changes? MORE
We can learn from the past and the authors of Return of the Vikings: Nordic Leadership in Times of Extreme Change , provide us with a compass to see our way into an unknown future. The book is about leadership in times of extreme change. Return of the Vikings. MORE
8) So what have I learned that will help us change our own experience of work? In the network era, the fundamental nature of work will change as we first transition into a complex post-job economy. Our dominant work structures will change, giving up hierarchy for adaptability. MORE
As time passes I am more and more convinced that this is ultimately how any change happens. For all the change initiatives that keep people busy at work, the strategising, the PowerPoints, the endless meetings, nothing happens until one person has a conversation with another and the other person thinks "Right, I'm having some of that!". We use slightly disparaging words such as viral for this kind of change, as if it was somehow under the radar, unofficial, risky. MORE
Since the change is so fundamental and a lot of things aren’t figured out, it’s quite hard to navigate yourself within Buffer currently, since nothing feels “fixed” and ever changing these last few months. MORE
Societies change their basic organizing structures when the primary mode of communication changes [T+I+M+N]: from oral, to writing, to print, and now to electric (digital). As we shift our dominant communications medium from print to electric, our organizing methods must change as well. MORE
Did you know that… “Studies show that 70% – 80% of change initiatives in organizations fail” -John Kotter. Several organizations formulate a communications plan and focus on presenting the changes in information sessions to employees. MORE
Change Related Topics Clark Quinn
JANUARY 14, 2020
There is now quite a bit available about signifying change with ritual. In the former, they may be becoming a member of the community, but it’s about changing personal behavior regardless. And, to be clear, here I’m talking secular change.).
Clark Quinn
MAY 21, 2019
This brings a shared vocabulary and understanding of what needs to change and why. Assessment : an independent assessment of where you are in your processes, and what are the opportunities for change. Strategy Session : here the goal is to determine the path to change.
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Euen Semple
JULY 9, 2015
As time passes I am more and more convinced that this is ultimately how any change happens. For all the change initiatives that keep people busy at work, the strategising, the PowerPoints, the endless meetings, nothing happens until one person has a conversation with another and the other person thinks "Right, I'm having some of that!". We use slightly disparaging words such as viral for this kind of change, as if it was somehow under the radar, unofficial, risky.
Harold Jarche
APRIL 23, 2019
“For the first time since the industrial revolution, organizations are changing at a fundamental level. The change is very much a work in progress in most organizations. Changed role of leaders —.
Dave Snowden
AUGUST 14, 2019
As those small actions start to build the underlying attitudes and beliefs change and then, maybe, the bigger initiatives will have impact and traction. The post Avoiding paralysis in major change appeared first on Cognitive Edge.
Harold Jarche
JUNE 5, 2015
“ To change with change is the changeless state. Every fortnight I curate some of the observations and insights that were shared on social media. I call these Friday’s Finds. – Bruce Lee” via @janhoglund.
Harold Jarche
OCTOBER 8, 2019
I have identified two learning competencies — Learning How to Learn & Adapting to Continuous Change. The bottom line is that these kinds of changes to workplace learning and development will take time and effort. Change takes time.
Clark Quinn
OCTOBER 25, 2017
Yesterday, I listed some of the major changes that L&D needs to acknowledge. As serious practitioners in a potentially valuable field, we need to adapt to the changing environment as much as we need to assist our charges to do so. We’re already seeing a wide variety of converging evidence that these changes lead to success. The post Addressing Changes appeared first on Learnlets. What we need now is to look at the top steps that need to be taken.
Harold Jarche
OCTOBER 3, 2018
The future of [human] work is perpetual beta : adapting to constant change while still getting things done. The human work of tomorrow will not be based on competencies best-suited for machines, because creative work that is continuously changing cannot be replicated by machines or code.
Clark Quinn
OCTOBER 24, 2017
There are a serious number of changes that are affecting organizations. We’re seeing changes in the information flow, in technology, and in what we know about ourselves. What are these changes? The post Acknowledging Changes appeared first on Learnlets. Importantly, these are things that L&D needs to acknowledge and respond to. It’s old news that things are happening faster. We’re being overwhelmed with information, and that rate is accelerating.
Clark Quinn
MAY 16, 2018
We need this change! For instance, I have a learning design process audit I offer that’s reasonably priced and will identify wastes and opportunities for the smallest change in your approach for the maximum impact. The post Sign of a change?
Charles Jennings
JULY 7, 2014
If learning professionals and learning departments don’t adapt and change, Quinn argues, they will be revealed not simply as having no clothes, but as being so out of step that they will wither and die, or be removed from the value chain. So, what are these fundamental changes?
George Siemens
NOVEMBER 22, 2013
Earlier this year, I had an opportunity spend time on Steve’s program talking about how changing knowledge needs and structures are influencing the development of new learning systems and models.
Jane Hart
JULY 3, 2014
In probably the most powerful indictment of current e-learning practices that I have ever read, Ethan Edwards asks Why Do We Continue to Perpetuate and Promote Ineffective E-Learning?
Dave Snowden
JULY 17, 2016
Then I had the Diabetes diagnosis and that triggered drastic change which allowed me to start the Round Wales Walk and return to the mountains of Snowdonia not to mention discovering the Brecon Beacons anew. The post Habitual change appeared first on Cognitive Edge.
Euen Semple
OCTOBER 24, 2016
So much organisational change fails because either it is a token gesture at an organisational level, or people don't buy into the change individually. I am convinced that all change emanates from the individual. Structural and procedural changes can help but unless people change nothing changes. There is an intimacy about real personal change that most in corporate life back away from, or sanitise with process.
Clark Quinn
MARCH 1, 2017
For a number of years now (at least six ), I’ve been beating the drum about the need for organizations to be prepared to address change. Now we’re seeing the evidence that the change has arrived. The world’s changing, and L&D needs to adapt.
Irving Wladawsky-Berger
JANUARY 6, 2020
“How the world will change as computers spread into everyday objects,” is the title of the lead article in a comprehensive review of the Internet of Things (IoT) in a r ecent issue of The Economist.
Clark Quinn
JUNE 13, 2014
I previously wrote about Sutton & Rao’s Scaling up Excellence , and have now finished a quick read of Connors & Smith’s Change the Culture, Change the Game. Sutton & Rao’s was very descriptive of the changes they observed and the emergent lessons. They aptly point out that many change initiatives stop at the second step, and don’t get the necessity of the subsequent two steps.
Irving Wladawsky-Berger
OCTOBER 8, 2018
Let me now discuss the more recent report published earlier this year, which examined the changes in skills required of human workers over the next 10-15 years. I’ll focus my discussion on the US skill changes, as the European changes were similar.
Euen Semple
JUNE 5, 2018
I've expressed concern previously about use the phrase "driving change" but now realise that my true discomfort goes deeper. What bothers me is the underlying assumption that we can change other people - or have the right to try. We can change our own behaviours, we can change processes and structures, but we can’t change people - only they can.
Nine Shift
OCTOBER 31, 2019
The Org Chart is dead. Leaders are now befuddled about being inbetween the organizational pyramid of the last century and the organizational network of this century. Organizational structures have been flattened, dispersed, contracted out. The org chart is dead. What business leaders report is that the network is faster, more productive and more profitable than the pyramid. At LERN we have not done an org chart for 25 years, since we went virtual. We predicted this as Shift Three.
Jane Hart
APRIL 24, 2014
There’s been a lot of talk recently about the fact that the L&D function needs to change, and a lot has been written about what the future of workplace learning should look like.
Clark Quinn
NOVEMBER 1, 2016
Someone recently asked how you would go about measuring culture change, and I thought it’s an interesting question. So it’s plausible that you’d want to change, and if you do, you’d like to know how it’s going. As a process, I think about what I might do before, during, and after any culture change initiative. Culture change is a journey, not an event, after all ;). The post Measuring Culture Change appeared first on Learnlets.
Irving Wladawsky-Berger
FEBRUARY 2, 2016
What are the critical competencies needed to lead in our fast-changing business environment? The key challenge confronting CEOs, - and senior executives in general, - is the relentless pace of change. But, w hile speed is the major dimension of change, it’s not the only one.
Dave Snowden
DECEMBER 15, 2014
So we use military or economic force to remove said delete, now that hasn’t worked … we need to focus on creating an infrastructure within which a fluid series of changes over time can create a resilient society build around local networked agency.
Irving Wladawsky-Berger
AUGUST 5, 2019
Because automation occurs at the task level, it often changes jobs partially rather than eliminates them, though in limited cases, technology can automate an entire job.”. However, many workers will see their jobs change, as future jobs will require different skills.
Harold Jarche
JUNE 13, 2014
“The nature of work is changing. People’s relationship with work is changing. The changes to society will be vast.” Here are some observations and insights that were shared on social media this past fortnight. I call these Friday’s Finds.
Jane Hart
OCTOBER 10, 2017
As part of Totara’s ongoing Disruption Debate series, Lars Hyland has been speaking to thought leaders and experts from the L&D world. A few weeks ago he talked to me, and this is the summary of that conversation that appears on their website. Social learning
Harold Jarche
APRIL 12, 2018
Plus ça change, plus c’est pareil. Even punishing the person in charge will change little. Changing leaders will not change the system from which they emerged.
Harold Jarche
MAY 25, 2014
8) So what have I learned that will help us change our own experience of work? In the network era, the fundamental nature of work will change as we first transition into a complex post-job economy. Our dominant work structures will change, giving up hierarchy for adaptability.
Euen Semple
MARCH 14, 2018
Two conversations yesterday reminded me of how important training or other forms of support are when implementing large change projects whether involving new technology or new processes. The second conversation was again about a big change effort but this time the plan was to offer an extensive programme of coaching. Coaching targeted at helping people understand the why of the new processes and to grapple with what the changes mean to them.
Nine Shift
DECEMBER 1, 2016
100 Years Ago, culture and art changed to match the Industrial Age. Today culture and art is changing to match the Knowledge Society. Digital Art is evolving. A friend of our son has a job in digital art.
Clark Quinn
MAY 19, 2015
Is there an appetite for change in L&D? There really isn’t any burning desire for change, or willingness to move even if there is. That was the conversation I’ve had with colleagues lately. And I have to say that that the answer is mixed, at best. The consensus is that most of L&D is comfortably numb. That L&D folks are barely coping with getting courses out on a rapid schedule and running training events because that’s what’s expected and known.
Euen Semple
MAY 24, 2018
Every time I hear the word "driving" used in the context of business I wince. It reveals so many misconceptions: that the person using it is in charge; that people can be driven like cattle; that there aren't consequences to using the word. The false macho fools no one. The use of it distances those "being driven" and they disengage. And then to solve this problem you set up an "employee engagement programme"!
Luis Suarez
OCTOBER 4, 2016
No wonder I keep musing about another rather thought-provoking sentence she put together as well in that superb article: ‘ Technological change does not automatically equate with progress ’. That’s when our change and transformation journeys will begin….
Jay Cross
MAY 2, 2015
My book Aha! Learn for Yourself challenges readers to consider where they’ve been in their careers and where they’re headed. I feel obligated to practice what I preach. My career in the learning business is at a turning point. My history by type of learning is below.
Harold Jarche
JUNE 18, 2018
We can learn from the past and the authors of Return of the Vikings: Nordic Leadership in Times of Extreme Change , provide us with a compass to see our way into an unknown future. The book is about leadership in times of extreme change. Return of the Vikings.
Harold Jarche
MAY 22, 2015
Since the change is so fundamental and a lot of things aren’t figured out, it’s quite hard to navigate yourself within Buffer currently, since nothing feels “fixed” and ever changing these last few months.
George Siemens
SEPTEMBER 3, 2013
Proclamations of systemic change, particularly in higher education, are more hype than reality. While there is some pressure, most pronounced in the US, for change to the big residential model of higher education, globally the demand is strong knowledge institutions. I recently delivered a talk at UniSA on the topic of how large systems change. Big systems, in periods of big change, experience structural and institutional change.
Harold Jarche
OCTOBER 20, 2015
Societies change their basic organizing structures when the primary mode of communication changes [T+I+M+N]: from oral, to writing, to print, and now to electric (digital). As we shift our dominant communications medium from print to electric, our organizing methods must change as well.
Dave Snowden
FEBRUARY 25, 2013
And of course once blame has been allocated we end up with a visitation from the cultural change specialists with their tool kit of communication plans, key drivers, motivational posters, games and the like. Don't talk about how you want to change, or why things are really different.
KCC Business Psychology
JULY 26, 2019
Did you know that… “Studies show that 70% – 80% of change initiatives in organizations fail” -John Kotter. Several organizations formulate a communications plan and focus on presenting the changes in information sessions to employees.
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