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. Learning and development (L&D) practices reflect this priority on error reduction.But knowledge work, especially creative work, is not mere production. Visualize the workflow of a physical job: produce, produce, produce, produce, produce, produce, produce, produce, produce. Learning is the Work.

insights over processes

Harold Jarche

Process improvement, like Six Sigma, stifles innovation. Process improvement is a tool set, not an overarching or unifying concept for an organization. Process improvement is a means — for certain contexts like manufacturing — and not an end in itself. The fundamental problem with all process improvement methodologies is that you get myopic. “Since Frederick Taylor’s time we’ve considered business – our businesses – vast machines to be improved.

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how professionals learn for work

Harold Jarche

Jane Hart has been asking her readers what are the most useful/valuable ways that they learn for or at work. In the sixth annual Learning in the Workplace Survey , which surveyed over 5,000 respondents from a wide variety of industries and types & sizes of organizations, the following methods were ranked in order. E-learning courses. It is interesting to note that most people value learning that is directly connected to their workflow.

Why your Enterprise Social Network is your most valuable social learning platform

Jane Hart

This is the article I wrote for the January edition of Inside Learning Technologies magazine. It is an extract from my recent book, Modern Workplace Learning: A resource guide for L&D. In the workplace, social learning comes through social collaboration. Social learning is a natural everyday phenomenon; simply put, we learn from our colleagues as we work with them. Social learning

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. The Five Failures of Workplace Learning Professionals. We forget to minimize forgetting and improve remembering. We don’t fully leverage on-the-job learning. We measure so poorly that we don’t get good feedback to enable improvement.” ” Flipped classrooms put learning to work.

Experience-Performance-Reflection

Harold Jarche

The above diagram, by Nick Milton , shows some important aspects of what influences performance [hint: blue]. learning content) AND experience. Therefore there is no such thing as “ knowledge transfer “ Second, performance is taking action on knowledge. In the workplace, what we do with knowledge is usually in a social context. Nick Milton’s diagram shows the inherent weakness of the pervasive workplace technology called learning management systems.

A new framework for supporting learning and performance in the social workplace

Jane Hart

Social tools are changing not only the way that professionals are working and learning but also the way that organisations are transforming into social businesses. In the new connected workplace, current training, e-learning or blended learning services, which take a top-down, ”command and control” approach to organising and managing “learning” will not be appropriate to support these new ways of working and learning. Social learning

Through the Workscape Looking Glass

Jay Cross

Learning Ecosystem, Learning Ecology, and Learnscape mean the same thing as Workscape. I don’t use the word learn with executives, who inevitably think back to the awfulness of school and close their ears. Let’s talk about performance.” . In the same vein, I talk about Working Smarter instead of informal learning, social learning, and so forth. Some people denigrate informal learning but nobody’s against Working Smarter. Action learning.

FAQ 139

Overcoming the Course and Control mindset hurdles

Jane Hart

My two recent Learning in the Workplace surveys showed that ( a ) people consider that informal learning is much more important, if not essential, to them than training, and ( b ) that they learn informally on a much more regular (if not continuous) basis than they learn formally. These findings are of course in line with study after study that shows that most learning in the workplace happens outside of formal training. Social learning

Course 187

Supporting the Social Workplace Learning Continuum

Jane Hart

In my previous blog post I explained how I recognized it is difficult for a lot of organisations to support informal and social learning in their organisations, because they are unable to jump the two mindset hurdles of (a) thinking that learning only happens in training courses, and (b) that all organisational learning needs to be controlled by Training/L&D departments. Social learning

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.” Context is Critical Although the Corporate Executive Board study is a good one, it didn’t tell us anything new about the importance of context for effective learning.

Embedding Learning in Work: The Benefits and Challenges

Charles Jennings

(a version of this article was originally written as background for an #OzLearn chat held on Twitter, 11th November 2014) The Power of Embedded Learning A common finding that has emerged from study after study over the past few years is that learning which is embedded in work seems to be more effective than learning away from work. If people learn as part of the workflow then this learning is more likely to impact performance in a positive way.

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 Learning Link. Innovation is dependent on learning in networks. Social learning is about getting things done in networks. Through social learning we can co-develop emergent practices.

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 Full explanations of how the 70:20:10 approach can be used to help overcome the ‘training bubble’ Descriptions of five new performance-focused roles to support the use of 70:2010 The detailed tasks that need to be executed in each of these roles. They are finding it helps them extend the focus on learning out into the workflow.

2012: That was the year that was

Jane Hart

1 - The Top 100 Tools for Learning 2012 list is revealed. On 1 October 2012 I revealed the results of the 6th Annual Survey of Tools for Learning – the Top 100 Tools for Learning 2012 – and provided a brief analysis of the results. 2 - 10 things to remember about social learning (and the use of social media for learning). 3 - Only 14% think that company training is an essential way for them to learn in the workplace.

Survey 179

What’s working in social business

Harold Jarche

What’s working in social business in 2012? Like the knowledge management and e-learning hype phases of the 90′s and ’00′s respectively, social business is being led by software vendors. I watched as e-learning moved from hope for ubiquitous learning, to the overproduction of self-paced online courses, also known as “shovelware.” One of the major benefits of using social media is increasing speed of access to knowledge.

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

Dan Pontefract

million customers and over $38 billion in assets – delivered a speech where he waxed lyrical about being a social CEO. Early on in the talk, Peter said, “I believe we are at the confluence of two revolutions – a social revolution and a technology revolution.” But it is my argument learning professionals must help the C-Suite understand that training is merely an event and that learning must now be defined as a connected, collaborative and continuous process.

Time for the Training Department to be Taken Seriously

Xyleme

Today, I’m going to talk about learning content management (ECM) and enterprise content management (LCM). But this blog post isn’t about why learning needs to engage with the enterprise. I’ve already written about this extensively in my Plugging Learning into ECM white paper (also available for download at the resource library section of our web site). Well, for the simple reason that this functionality already exists with best-of-breed vendors outside of learning.

My top 10 favourite resources from February

Jane Hart

” 2 – Future hipsters - this video started off Social Media Week, 7 February 2012. “Some learning leaders — perhaps fearful for their budgets and status as business partners — may be wary of seemingly unquantifiable learning initiatives such as social learning, but hard numbers aren’t always the best indicator of success. “A workplace that encourages social learning can more easily become a social business.