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gaining insight through social and informal learning

Harold Jarche

Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein. Most organizations have some error reduction processes in place. To improve insights on an organizational level, all work should be focused on learning.

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. The 70:20:10 principle provides a rule of thumb to help organizations stay focused on what is important in workplace learning.

moving to social learning

Harold Jarche

Now we have the technology but many organizations are still wedded to the old command and control instructional systems. Courses, with their long development cycle, are inadequate to meet the learning and performance needs of those dealing with complexity.

the bridge from education to experience

Harold Jarche

In organizations where experts may be significantly more advanced in their skills than novices, there is a role for a knowledge journeyman. In many organizations formal instruction is provided for basic skills or compliance training. Learning Performance Improvement

Experience, Exposure, Education

Harold Jarche

Charles Jennings explains the framework in detail so that organizations can use it to improve how people work and learn at work. Each organization will have to add its unique context in order to implement the framework, but this book provides an excellent start. 70%: Experience.

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. Professionals could have a variety of roles, depending on organizational needs, but all have to be focused on the organization and its environment.

Mapping quality with VNA

Harold Jarche

That’s probably the biggest barrier to Net Work in most organizations. This is a limitation of performance analysis as it often misses the social aspect of organizations. Books complexity Performance Improvement

The right tool for the right job

Harold Jarche

In my presentation, From Training, to Performance, to Social , I describe how Human Performance Technology (HPT) is systemic and systematic, but not very human. from training to performance to social from Harold Jarche. Performance Improvement

Tools 57

Connect, exchange, contribute

Harold Jarche

tools so that they can develop optimal processes to support their organizations. NetworkedLearning Performance ImprovementTweet Highlights from Skills for Learning & Development Professionals (an article I wrote for T&D Magazine in 2008).

The risky quadrant

Harold Jarche

Are you unacknowledged prophets , with a manager or executive who understands that you need to change, but the organization lags behind? I would suggest first moving from training delivery to performance improvement. skilled at performance consulting.

Seeing What Others Don’t – Review

Harold Jarche

His perspective is based on what has been my professional practice for almost two decades: performance improvement. Klein has some advice on how “to strengthen the up arrow”, or improve insight. Books Performance Improvement PKM

The Future of the Training Department

Harold Jarche

Orders from the top of the organization kept everyone on the same page. It can also help us make decisions for our organizations. Effective organizations are starting to look more like inverted pyramids. Tags: Informal Learning Performance Improvement

Working Smarter, one day at a time

Harold Jarche

I’ve highlighted some of the questions on performance improvement asked yesterday and expanded on the responses, including links: Q: Where does performance support as a process integrate into social tools and learning at the time and place of need?

Compliance of an industry

Harold Jarche

Mandated training is a standard response by industry regulators when dealing with human performance issues. Unclear performance measures. Rewards and consequences are not directly linked to the desired performance. When performance depends on a large body of information.

Training, Performance, Social Workshop Notes

Harold Jarche

We launched a new online workshop today called, From Training, to Performance, to Social. We will move to performance improvement tomorrow and then focus on social learning all of next week. Custom workshops for organizations can also be developed.

The initial design influences everything else

Harold Jarche

Tweet If you pit a good performer against a bad system, the system will win almost every time. This quote from Rummler & Brache in Improving Performance , sums up many of the symptoms of hierarchical systems, whether they be schools, businesses or even prisons.

Understanding behaviour

Harold Jarche

Extrinsic rewards only work for simple physical tasks and increased monetary rewards can actually be detrimental to performance, especially with knowledge work. Rewards are still an important aspect to consider in workplace performance. A nalyzing Performance Problems.

Will’s Learning Landscape Model

Harold Jarche

Overall I find the model useful, though I would replace “Learning&# (at 2:15) with “Instruction&# , because that’s really what training departments provide in order to promote on-job-performance. Learning Performance Improvement

Video 17

from training to performance to social

Harold Jarche

This past year I conducted an online workshop called “ from training, to performance to socia l “ In November I will be running one on moving from a training to a performance support focus and this will be followed by a workshop on social learning for business. If you are interested in discussing these ideas, then join one of the workshops or contact me to deliver an online or onsite session with your organization. Performance Improvement SocialLearning

Agility through collaboration

Harold Jarche

Collaborative co-design is one more way to integrate work and learning, and give our organizations more agility. Tags: Learning Performance Improvement Instead of factory-style production teams, agile programming uses far fewer, but better, programmers.

Business Practice Redesign

John Hagel

Maybe they’re actually becoming a barrier to performance improvement rather than a prerequisite for performance improvement. If we’re spending more and more of our time outside established processes, maybe we should shift our focus away from processes and focus instead on the practices that small, front line work groups use to improve their performance over time by learning faster on the job. Learning faster to accelerate performance improvement.

Organizational change, unpacked

Harold Jarche

Tweet In the evolving social organization , I included a table with several descriptive terms, which Amanda Fenton suggested needs to be “unpacked&#. Learning Organization. Performance Support. The training gets done and the organization can account for it.

Scaling Learning in an Exponential World

John Hagel

In the Big Shift , we’re rapidly moving from a more stable environment to a global landscape that is shaped by exponentially improving digital technology infrastructures. In the context of a rapidly changing world, learning means developing new shared practices that can increase impact in a world of mounting performance pressure. Knowledge management platforms have largely been organized around sharing existing knowledge. Encourage learning in all parts of the organization.

Why PKM?

Harold Jarche

To remain current in the network era, people must constantly improve their talents and focus on initiative and creativity. The limitations of hierarchies are becoming obvious as more value is found in networks outside the organization.

PKM 147

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.

A curved path to social learning

Harold Jarche

L&D Aligned with organization = coordinated with the Institution. I wondered if tribal organizations may be able to thrive in networks because they are already used to more freedom. Learning Organization. Performance Support.

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).

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.

Conversations and collaboration

Harold Jarche

Collaborative work is fueled though ongoing social learning, making the integration of learning and working essential in any organization. Tags: Informal Learning Learning Performance Improvement Work Tweet.

Where organizational support needs to go

Harold Jarche

From recruiting for skills, knowledge and attitude to individual assessments and salary scales, we pay little attention to how groups and organizations work and especially to the greater community from which we all draw support, information and knowledge.

What does L&D “transformation” really mean?

Jane Hart

Operational model – This involves carrying out training in a fundamentally different way, so for example, moving from (push) courses to (pull) resources – but “learning” is still considered to be an activity organized by the L&D department.

What it means to transform workplace learning

Jane Hart

not just through top-down L&D organised activities (aka training/e-learning) but as people carry out their daily jobs), as well as how performance problems can be solved in different ways. This is a re-work of a previous post. There is a lot of talk about transforming workplace learning.

Pilots or Beta?

Harold Jarche

Enterprise performance should be looked at from the perspective of perpetual Beta. The primary way in which pilots projects will become visible to other people the organization and adapted to new issues is through the personal networks of the pilot team members.

The marginalized training function

Harold Jarche

How many organizations have these conditions and are they increasing or decreasing? Are there many “large audiences&# of “similar needs and levels of experience&# in your organization? Tags: Informal Learning Performance Improvement

leadership is learning

Harold Jarche

Improve insights — Too often, management only focuses on reducing errors, but it is insight that drives innovation. Leaders must loosen the filters through which information and knowledge pass in the organization and in- crease the organizational willpower to act on these insights.

Workers, Management and Work Support

Harold Jarche

Creating a Chief Performance Officer out of the previous HR/Training/OD/KM functions may seem like progress but not if the realities of networked wealth creation don’t need a Chief “X&# Officer any more. Tags: Performance Improvement Wirearchy Work

The Community Manager

Harold Jarche

The role of community manager in an organization will be to manage organizational communities of practice, communities of interest and have an understanding of some of the other communities that touch each of us. Tags: Performance Improvement Communities

Group-centric work and training

Harold Jarche

Groups of soldiers who will work together usually participate in “collective training&# and this typically follows some kind of cycle of preparing for operations, performing missions and coming back from missions. Tags: Learning Performance Improvement Work

Skills for learning professionals

Harold Jarche

world, where learning and performance solutions take on a wider variety of forms and where churn happens at a much more rapid pace, what new skills and knowledge are required for learning professionals? Tags: Informal Learning Performance Improvement In a Learning 2.0

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. You cannot manage a network.