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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. The post Learning Tools and Uni Change appeared first on Learnlets. As part of a push for Learning Engineering , Carnegie Mellon University recently released their learning design tools. 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 
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. Here's me testing virtual art at the campus of the University of Southern California earlier this year. MORE
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. This is not only government it is also the way of all legitimate organisational change. Changing the constraints to allow the emergence of contextually appropriate practice within a locale. MORE
” “Change occurs not so much as a result of new information leading to individual learning but when the patterns of connectedness between individuals change.” 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. Over the last three weeks I’ve been engaged in a diverse set of projects. Firstly the Singapore foresight and horizon scanning event, then a steelworks in Australia followed by masterclasses and multiple government meetings in New Zealand. MORE
I have been thinking a lot about climate change during the COVID-19 times (and so have many many many others ). The change seems immediate and considerable. The second theme has been the clear impression that citizens, governments, businesses, and pretty much any agent you can name are prepared to make radical changes in the face of radical and immediate threats. Now, none of these things is new, and just like with climate change people have been shouting them for ages. MORE
LESSON #5: Embrace Change – LEAD. Watch Dan Pontefract read an excerpt of his 4th book, LEAD. There are 9 practical yet super helpful leadership lessons from Dan’s 4th… The post DAN READS! EXCERPT appeared first on Pontefract Group. leadership Lead. MORE
I have been thinking a lot about climate change during the COVID-19 times (and so have many many many others ). The change seems immediate and considerable. The second theme has been the clear impression that citizens, governments, businesses, and pretty much any agent you can name are prepared to make radical changes in the face of radical and immediate threats. Now, none of these things is new, and just like with climate change people have been shouting them for ages. 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. Changing habits is difficult, but there seems to a point where it suddenly becomes easier. The post Habitual change appeared first on Cognitive Edge. 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. Is the change evolutionary or revolutionary in nature? While ignoring major changes is bad, acting before understanding its implications could be worse. 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 —. But we now have many examples of organizations that are fully functioning in an entirely new way — that is, new ideas about how the organization is designed, about how work gets done, how people relate to each other.” ” — Nancy Dixon. Image: Nancy Dixon. 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. To remain connected to the changes in their networks, good leaders are curious and promote experimentation, but do not need to control it. Leadership in networks is helping the network make better decisions, and this requires a focus on the best organizational design to meet the changing situations. 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? I’ve been touting my recent book on debunking learning myths. Not because it’ll make me independently wealthy (if only !), 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
And, of course, that means many things have changed. I thought I’d just overview some of ways I’m adapting to change, so you can keep track and take advantage. Somewhat under wraps still, but… So those are the things I’m doing adapting to change. The post Adapting to change appeared first on Learnlets. We live in interesting times. Some for the worse, some for the better. 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. The post The change is here appeared first on Learnlets. I’ve argued that things are happening faster, and that organizations are going to have to become more agile. 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
This is a total phase change. There are some companies that haven’t changed their core philosophies and management practices in 100 years and they never will. There are others that are hiring new kinds of leaders, and they are changing in a big way. Change Informal Learning MORE
“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. ” – @gapingvoid Andrew McAfee: offshoring is a way station on the way to automation – via. Read more » Friday''s Finds MORE
206 
This is the first in what will be an occasional series of posts in which I want to examine, in the context of change the role of the individual, that individual’s identity as part of society and the affordances provided thereof. The post What is the locus of change? 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. What are the opportunities, barriers, and what are the sequence of moves that create the change? It’s not enough to just encourage, I want to actually support meaningful 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
Universities may be going online temporarily, or perhaps permanently, but the curriculum does not seem to have changed. Some will do it and change the world, others won’t.” It’s time to change the world. What should be taught at university is how to learn once out of university. In 2013, Jane Hart and I worked with Bangor University in Wales to incorporate personal knowledge mastery into the Psychology curriculum. 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 ’. And that would probably explain why, nearly at the end of 2016, we are still so averse to any kind of (technological) change, specially, inside organisations. We all know change is hard, very hard, yet, we all acknowledge that, if anything, change is inevitable. 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. Nick Milton : “Internal competition is like a late frost that kills all your green shoots” @dhinchcliffe : The Underlying Laws of Cloud & Social. Count on nearly everything in the ecosystem to eventually drop to effectively zero cost. 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. I’ve had the privilege of being on Steve Paikin’s The Agenda several times over the last few years. Steve is an informed and provocative interviewer, one of the best I’ve encountered covering the education sector. MORE
We know that the results of learning and development activities can only be determined by changes in behaviour (after all, at its heart that’s what ‘real learning’ is) and behaviour change needs to be measured in terms of what individuals, teams and organisations can do and are doing, that they couldn’t do previously, or what they’re doing better than before. But we need wider fundamental changes if we’re to do so at speed and scale. 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. The major driver of this change is the automation of all procedural work, especially through software, but increasingly with robots. 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
It had some problems, but I was afraid to change it because of the repercussions. A little background… My ISP, a good friend, colleague, and mentor, was making some changes to how my sites are implemented. It made sense, because if anyone could get access to my admin code, they could not only change the look and feel (easy to fix), they could alter the code and put in malicious stuff. Suddenly, it’s easy to change the site, without coding! MORE
Millennials, especially the downtown college oriented knowledge worker Gen Yers, may be impacting change by also stepping up to vote. Nicely symbolic of the change is the fact that Pressley will represent the congressional district that John F. After being quiet at the 2014 polls, and disheartened by the rigged 2016 nomination, they might just turn out big this fall. 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.).
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.
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Dave Snowden
SEPTEMBER 1, 2020
This is the first in what will be an occasional series of posts in which I want to examine, in the context of change the role of the individual, that individual’s identity as part of society and the affordances provided thereof. The post What is the locus of 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. What are the opportunities, barriers, and what are the sequence of moves that create the change? It’s not enough to just encourage, I want to actually support meaningful change!
Dan Pontefract
SEPTEMBER 3, 2020
LESSON #5: Embrace Change – LEAD. Watch Dan Pontefract read an excerpt of his 4th book, LEAD. There are 9 practical yet super helpful leadership lessons from Dan’s 4th… The post DAN READS! EXCERPT appeared first on Pontefract Group. leadership Lead.
Clark Quinn
APRIL 28, 2020
And, of course, that means many things have changed. I thought I’d just overview some of ways I’m adapting to change, so you can keep track and take advantage. Somewhat under wraps still, but… So those are the things I’m doing adapting to change. The post Adapting to change appeared first on Learnlets. We live in interesting times. Some for the worse, some for the better.
Harold Jarche
APRIL 17, 2020
” “Change occurs not so much as a result of new information leading to individual learning but when the patterns of connectedness between individuals change.”
Harold Jarche
APRIL 27, 2020
Universities may be going online temporarily, or perhaps permanently, but the curriculum does not seem to have changed. Some will do it and change the world, others won’t.” It’s time to change the world. What should be taught at university is how to learn once out of university. In 2013, Jane Hart and I worked with Bangor University in Wales to incorporate personal knowledge mastery into the Psychology curriculum.
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.
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.
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. Over the last three weeks I’ve been engaged in a diverse set of projects. Firstly the Singapore foresight and horizon scanning event, then a steelworks in Australia followed by masterclasses and multiple government meetings in New Zealand.
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.
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.
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. Nick Milton : “Internal competition is like a late frost that kills all your green shoots” @dhinchcliffe : The Underlying Laws of Cloud & Social. Count on nearly everything in the ecosystem to eventually drop to effectively zero cost.
Dave Snowden
JUNE 18, 2020
I have been thinking a lot about climate change during the COVID-19 times (and so have many many many others ). The change seems immediate and considerable. The second theme has been the clear impression that citizens, governments, businesses, and pretty much any agent you can name are prepared to make radical changes in the face of radical and immediate threats. Now, none of these things is new, and just like with climate change people have been shouting them for ages.
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? I’ve been touting my recent book on debunking learning myths. Not because it’ll make me independently wealthy (if only !),
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.
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.
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. I’ve had the privilege of being on Steve Paikin’s The Agenda several times over the last few years. Steve is an informed and provocative interviewer, one of the best I’ve encountered covering the education sector.
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. Changing habits is difficult, but there seems to a point where it suddenly becomes easier. The post Habitual change appeared first on Cognitive Edge.
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.
Clark Quinn
APRIL 11, 2019
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. The post Learning Tools and Uni Change appeared first on Learnlets. As part of a push for Learning Engineering , Carnegie Mellon University recently released their learning design tools.
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.
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"!
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.
Dave Snowden
JUNE 18, 2020
I have been thinking a lot about climate change during the COVID-19 times (and so have many many many others ). The change seems immediate and considerable. The second theme has been the clear impression that citizens, governments, businesses, and pretty much any agent you can name are prepared to make radical changes in the face of radical and immediate threats. Now, none of these things is new, and just like with climate change people have been shouting them for ages.
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.
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. The post The change is here appeared first on Learnlets. I’ve argued that things are happening faster, and that organizations are going to have to become more agile.
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.
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.
Jay Cross's Informal Learning
JANUARY 13, 2011
This is a total phase change. There are some companies that haven’t changed their core philosophies and management practices in 100 years and they never will. There are others that are hiring new kinds of leaders, and they are changing in a big way. Change Informal Learning
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.
Charles Jennings
JULY 7, 2014
We know that the results of learning and development activities can only be determined by changes in behaviour (after all, at its heart that’s what ‘real learning’ is) and behaviour change needs to be measured in terms of what individuals, teams and organisations can do and are doing, that they couldn’t do previously, or what they’re doing better than before. But we need wider fundamental changes if we’re to do so at speed and scale. So, what are these fundamental changes?
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. This is not only government it is also the way of all legitimate organisational change. Changing the constraints to allow the emergence of contextually appropriate practice within a locale.
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. Is the change evolutionary or revolutionary in nature? While ignoring major changes is bad, acting before understanding its implications could be worse.
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. ” – @gapingvoid Andrew McAfee: offshoring is a way station on the way to automation – via. Read more » Friday''s Finds
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. To remain connected to the changes in their networks, good leaders are curious and promote experimentation, but do not need to control it. Leadership in networks is helping the network make better decisions, and this requires a focus on the best organizational design to meet the changing situations.
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. The major driver of this change is the automation of all procedural work, especially through software, but increasingly with robots. Our dominant work structures will change, giving up hierarchy for adaptability.
Nine Shift
SEPTEMBER 9, 2018
Millennials, especially the downtown college oriented knowledge worker Gen Yers, may be impacting change by also stepping up to vote. Nicely symbolic of the change is the fact that Pressley will represent the congressional district that John F. After being quiet at the 2014 polls, and disheartened by the rigged 2016 nomination, they might just turn out big this fall.
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. Here's me testing virtual art at the campus of the University of Southern California earlier this year.
Clark Quinn
FEBRUARY 7, 2018
It had some problems, but I was afraid to change it because of the repercussions. A little background… My ISP, a good friend, colleague, and mentor, was making some changes to how my sites are implemented. It made sense, because if anyone could get access to my admin code, they could not only change the look and feel (easy to fix), they could alter the code and put in malicious stuff. Suddenly, it’s easy to change the site, without coding!
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 ’. And that would probably explain why, nearly at the end of 2016, we are still so averse to any kind of (technological) change, specially, inside organisations. We all know change is hard, very hard, yet, we all acknowledge that, if anything, change is inevitable.
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