working collaboratively and learning cooperatively

Harold Jarche

Improving Organizational Performance. Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein. Collaboration + Cooperation. Two types of behaviours are necessary in the network era workplace — collaboration and cooperation. Cooperation is not the same as collaboration, though they are complementary. Teams, groups, and markets collaborate.

working smarter 2020

Harold Jarche

In 2010 we conducted a project to cultivate a fully engaged, high performing workforce through rapid, collaborative, informal, & self-directed learning at a US-based health insurance company of about 20,000 employees. Fostering collaboration, but avoiding collaborative overload.

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PKM: Working Smarter

Harold Jarche

In PKM in a Nutshell , I linked my various posts on personal knowledge management to make the framework more coherent. Jane Hart has just released an extensive resource that correlates nicely with the PKM framework. It is called A WORKING SMARTER RESOURCE : A Practical Guide to using Social Media in Your Job and includes seven sections (my annotations on how they connect to PKM): 1. Collaborating with your colleagues (SHARE & USE).

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PKM in 2010

Harold Jarche

This post is a continuation of Sense-making with PKM (March, 2009)]. What is PKM? PKM is an individual, disciplined process by which we make sense of information, observations and ideas. PKM can be looked at as three types of activities [note: I've reduced this from seven activities in my previous articles on PKM as I believe that a simpler process is easier to teach and to begin with]. Why PKM? One of the difficult aspects of PKM is triage, or sorting.

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more than re-skilling

Harold Jarche

It reminded me of advice that Lilia Efimova gave fifteen years ago — on which I based I my own PKM framework — which is a broader approach to workplace learning than merely looking at work from a training or re-skilling perspective. “To To a great extent PKM [personal knowledge management] is about shifting responsibility for learning and knowledge sharing from a company to individuals and this is the greatest challenge for both sides. Performance Improvement SocialLearning

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seeing the value of cooperation

Harold Jarche

It describes how a diverse group of mostly independent researchers who worked in their individual offices were able to cooperate and even collaborate due to a change in the built architecture. Before people can learn from each other or collaborate on issues, they need to build connections – that is, gain some understanding of who the other person is, including their skills, depth of knowledge, experience, and attitude toward others. Complexity Management Performance Improvement

training > performance > social

Harold Jarche

In my last TGIM post I went through my social bookmarks on PKM. This post looks at resources related to my training-performance-social workshop. We forget to minimize forgetting and improve remembering. We measure so poorly that we don’t get good feedback to enable improvement.” ” Performance Improvement. Harold’s Performance Improvement Toolbox. When Your Employees Can Solve The Biggest Problems With Performance Support.

moving beyond training

Harold Jarche

This is the focus of the field of Human Performance Technology (HPT) and performance support. Personal Knowledge Mastery ( PKM ) is a framework that supports self-directed learning.

network management update

Harold Jarche

innovative & contextual methods” = in the network era work and jobs cannot be standardized, which means first getting rid of job descriptions and individual performance appraisals and shifting to simpler ways in order to organize for complexity. willing cooperation” = lessening the emphasis on teamwork and collaboration and encouraging wider cooperation. Improve insights – Traditional management often focuses on reducing errors, but it is insight that drives innovation.

temporary, negotiated hierarchies

Harold Jarche

innovative & contextual methods = in the network era work and jobs cannot be standardized, which means first getting rid of job descriptions and individual performance appraisals and shifting to simpler ways to organize for complexity. willing cooperation = lessening the emphasis on teamwork and collaboration and encouraging wider cooperation. Improve insights  — Traditional management often focuses on reducing errors, but it is insight that drives innovation.

Harold Jarche » Big Consulting Companies Jumping on Bandwagon 2.0

Harold Jarche

Watch Kiran Bir Sethi [link] no technology required Themes Complexity PKM Social Learning Work Literacy Threads Books Commons Communities Friday's Finds Informal Learning InternetTime Learning OpenSource Performance Improvement Technology Wirearchy Work jarche.com About Advertisers Clients Consulting Contact Français Key Posts Projects Toolbox Big Consulting Companies Jumping on Bandwagon 2.0

Harold Jarche » Seeing What’s Next

Harold Jarche

Roger Kaufman has reviewed the book from the perspective of a human performance technologist (HPT) in April’s Performance Quarterly. Filed under: Performance Improvement , Work « A real comparison of costs – OS vs Proprietary Learning Quote of the Day » 2 Responses to “Seeing What’s Next&# Harold Jarche » Entrants and Incumbents , on June 16th, 2007 at 10:33 Said: [.]

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Harold Jarche » Learning is Conversation

Harold Jarche

Watch Kiran Bir Sethi [link] no technology required Themes Complexity PKM Social Learning Work Literacy Threads Books Commons Communities Friday's Finds Informal Learning InternetTime Learning OpenSource Performance Improvement Technology Wirearchy Work jarche.com About Advertisers Clients Consulting Contact Français Key Posts Projects Toolbox Learning is Conversation Posted on December 1st, 2005 by Harold Jarche This is a remix and update of some previous posts.

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Harold Jarche » Free-agents and natural enterprises are better value

Harold Jarche

In today’s internetworked world, you are no longer engaging a lone consultant working on his own, but an entire network: Filed under: Work « The value of elevator pitches for free-agents Informal learning and performance technology » 3 Responses to “Free-agents and natural enterprises are better value&# Harold Jarche » Big Consulting Companies Jumping on Bandwagon 2.0 , on June 10th, 2008 at 9:14 Said: [.]

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Harold Jarche » Blogs are not a “substitute”

Harold Jarche

Filed under: Technology « Learning Fluidity Need for collaboration continues to grow » 6 Responses to “Blogs are not a “substitute&# &# ismael , on December 15th, 2008 at 11:53 Said: newspapers or blogs?

Harold Jarche » Blogs are not a “substitute”

Harold Jarche

Filed under: Technology « Learning Fluidity Need for collaboration continues to grow » 6 Responses to “Blogs are not a “substitute&# &# ismael , on December 15th, 2008 at 11:53 Said: newspapers or blogs?

Harold Jarche » Wake up and smell the coffee

Harold Jarche

Too many people in the training department make the leap from a performance issue (lack of skills, abilities, knowledge; lack of access to appropriate data and resources; etc) directly to training as the only solution. Training should only be delivered in cases where the other barriers to performance have been addressed. A trained worker, without the right resources and with unclear expectations, will still not perform up to the desired standard.

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