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Rescooped by Deb Nystrom, REVELN from Talent and Performance Development
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Wirearchies = Adaptive, Two Way Flow of Power, Knowledge, with a Focus on People , then Results

Wirearchies = Adaptive, Two Way Flow of Power, Knowledge, with a Focus on People , then Results | Agile Learning | Scoop.it

Harold Jarche features Chee Chin Liew’s presentation on moving from hierarchies to teams at BASF.  It shows how IT Services used their technology platforms to enhance networking, knowledge-sharing, and collaboration.  


It features an approach to “building flows of information into pertinent, useful and just-in-time knowledge” so that...  knowledge can flow in order to foster trust and credibility.

      

______________________________

    

In complex environments, weak hierarchies and strong networks are the best organizing principle.   ...It means giving up control. 

   

_______________________________
       
Creating this two-way flow of dialogue, practice, expertise, and interest, can be the foundation of a 
wirearchy.

In complex environments, weak hierarchies and strong networks are the best organizing principle.


....many companies today have strong networks...coupled with strong central control. Becoming a wirearchy requires new organizational structures that incorporate communities, networks, and cooperative behaviours. It means giving up control. The job of those in leaderships roles is to help the network make better decisions. 

Related tools & posts by Deb:


See the companion post about Holacracy, here.


As always in our ScoopIt news, click on the photo, video or title to see the full Scooped post.

    

Related posts by Deb:
 

     

    

    

     

  • Stay in touch with Best of the Best news, taken from Deb's  9 multi-gold award winning curation streams, delivered once a month via email.  Preview it here, via REVELN Tools.

         

  • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.  

 

Deb Nystrom, REVELN's insight:

I just featured the called out quote above about complexity (over complicated, bureaucratic), and less hierarchy, more communication via networks in my most recent post about letting go of industrial age thinking via the command and control nature of performance appraisals.  

Wirearchy and holacracy (think Zappos) are alternatives that embrace networked learning.  One is arguably a set of principles, the latter is an organization design approach that deemphasizes management.

~  Deb

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Deb Nystrom, REVELN's curator insight, February 26, 2014 2:50 PM

Holacracies, wirearchies and feedback rich cultures are one of the key ways organizations can adapt to disruptive change, or so it is beginning to look.   It will take solid leadership to change the nature of control and power in new millenium organizations, with unconventional larger organizations. like Zappos, leading the way.  ~  D

Helen Teague's curator insight, March 6, 2014 1:46 PM

well worth the reading time.

InflatableCostumes's curator insight, March 7, 2014 7:26 AM

 Manufacturers of Custom Shaped Cold Air Inflatables including Giant Character shapes and  Product Replicas also Rooftop Balloons specializing in custom inflatables for advertising, manufactured in Hyderabad city, India - http://www.inflatablecostumes.com

Scooped by Deb Nystrom, REVELN
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The Rise of Social Learning with Results, at Work

The Rise of Social Learning with Results, at Work | Agile Learning | Scoop.it

A tidal wave of social learning is reshaping the way we experience new information, it 'connects people in ways that make learning a joy,' and encourages creativity & productivity."


I'm intrigued and encouraged by the evolution of social learning, informed by flexible, large group methods, like "Open Space" and the mainstream presence of social media.  This article spotlights the trend & developments.  ~  Deb


Excerpted:


As businesses become more globalized, people are discovering more flexible, engaging ways to make connections with each other. We’re now able to cast a net into the ebbs and flows of relevant information that surrounds us.


Marcia Connor, in a recent Fast Co. article summarizes,  


  • “Social learning combines social media tools with a shift in the corporate culture, a shift that encourages ongoing knowledge transfer and connects people in ways that make learning a joy.”


  • New technologies are making it possible to create vibrant working environments that are “enthusiastically supported, where your sense of wonder returns and creativity blossoms — where people thrive.”

Why has the business world taken such a siloed approach to learning for so long?


It's beyond the org chart.


Professionals are using social learning strategies to build their own personal learning networks (PLN) to keep up to date on topics of interest.


Read the full article here.


DN: There are problems, of course, with information overload. We can help manage this by using good tools to channel and inform our interests, learning groups and tasks.


Learn more about large group methods via Deb's photo essay & mini-blog on Open Space here as well as her Open Space handout on her tools page here.

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Rescooped by Deb Nystrom, REVELN from The Social Media Learning Lab
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Transliteracy : Constructing Knowledge and Networks, New trends, tech, terms

Transliteracy : Constructing Knowledge and Networks, New trends, tech, terms | Agile Learning | Scoop.it

"This hot whiteboard illustration of the nuances of social media is going the distance.  After sharing it on Facebook & Pinterest, it now appears here in a new context, Transliteracy."


Librarians gathered together for a one-day conference on ARLD Day 2012 (27 April) in Minnesota to engage, discuss and connect on the theme “Transliteracy: Constructing Knowledge and Networks and more.


____________________________

   

“Transliteracy is the ability to communicate meaning between media. ...Transliteracy helps us promote literacy across technological barriers.”  

____________________________

     


Lane Wilkinson, Assistant Professor and reference and instruction librarian at the University of Tennessee at Chattanooga, advocated a new literacy taxonomy in his keynote presentation. Lane shared his views on "What is Transliteracy?


   

See the full presentation with slides & audio, via the original article link here.


Via Sue Thomas, Deb Nystrom, REVELN
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Deb Nystrom, REVELN's comment, July 24, 2012 3:08 PM
I shared this on Facebook & Pinterest, but it also belongs elsewhere too, obviously. Thanks for the inclusion.
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Collaboration Culture Behaviors needed. Does it = Chief Collaboration Officer New Role ?

Collaboration Culture Behaviors needed.  Does it = Chief Collaboration Officer New Role ? | Agile Learning | Scoop.it

"As businesses become social businesses, collaboration and community skills are becoming the new workplace skills."


This post recalled one of the structural questions I like to consider in organization design:  how changing roles, goals procedures & relationships will foster collaborative culture through encouraging and supporting new skills.


Excerpts:


[Consider what roles would] help identify what “good” collaboration behaviour might look like within [your] organisation, and ...help to build an effective collaboration culture.


[A chief collaboration officer] will need:

  • to have a good understanding of the business, business processes and business strategy – not just learning theory
  • to appreciate that organizational learning involves more than just training people and that collaborative (or social) learning is a fundamental and natural part of doing social business.
  • a good knowledge of social and collaborative tools, and recognise that the primary collaboration platform in the organisation will be the one that underpins the work, ie some form of social intranet – but not a learning platform or system.
  • to believe that fostering a collaborative culture needs to be achieved by “modeling behaviours” - rather than training and testing competencies in order for workers to obtain their “collaboration license” before they are allowed on the network.

...developing collaborative skills will require an ongoing, adaptive, organic “modeling” process – not a one-off training event.

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Scooped by Deb Nystrom, REVELN
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Support, enhance informal learning, rather than managing it. ~ Stephen's Web

Support, enhance informal learning, rather than managing it. ~ Stephen's Web | Agile Learning | Scoop.it

"Informal learning is not something L&D can design into the formal training mix, in order to try and “manage” everything everybody learns in the organisation (an impossible task!)

 

...Rather is something that needs to be supported and enhanced as it occurs naturally in the workflow – in order to help people learn to do their jobs (better)."

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Rescooped by Deb Nystrom, REVELN from A New Society, a new education!
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"We help each other be expert." Social Media to learn, teach, research – Full Video

Difficult polymath problem?  "...The discussion would go until they solved the problem.   ...We are all experts...  We help each other be expert."

Autonomy, privacy, platforms, research, complexity, sharing incuding solving a complex math problem - solving problems collaboratively.


Video of the Cristina Costa session, Social Media for learning, teaching and researching at the University of Liverpool on 9th February 2012 - full video.


From the Univ. of Liverpool describing this session:


  • Cristina is the Learning and Research Technologies Manager at the University of Salford and was named the Learning Technologist of the year in 2010 (Association for Learning Technology). the seminar was for teachers-researchers who have heard of social media but do not have a great deal of experience with it.
   
  • Cristina challenged the approach to using the web ‘as a book’ – just as a place to go and ‘look things up’. 
   
  • She encouraged us to view the web as a place to set up challenges and inquiries for students, to use its social personal(ised) potential and overall to use the web to create.  To contribute not just to consume.  
   
  • The session was really well received, full of ideas and links to new practical choices.  


Related posts by Deb:  



     




Via MonVall, juandoming
Deb Nystrom, REVELN's insight:

Cristina Costa covers many themes including the problems with using Facebook and what tools work better, and complex polymath problem solving through collaboration.  ~  D

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WXW Exchange and Open Space, Room for Introverts & Extroverts

WXW Exchange and Open Space, Room for Introverts & Extroverts | Agile Learning | Scoop.it

"If you count introversion as one of your prize attributes, here's my three cents about introversion & extroversion relevant to an Open Space event I'm facilitating at the Women's Exchange of Washtenaw this September."

  

First of all, extroversion & introversion are oversimplified terms, especially through the lens of work of Carl Jung.  Based on Jung, there are levels of understanding including one version, nicely described using the Myers Briggs Type Indicator the MBTI®, a tool to increase access to Jung's work, via Five Levels of Understanding:

  

  • The Five Levels of Understanding™ was created by Katharine Myers, to share her experience of type as a beckoning path of ever deepening knowledge of human behavior and life itself. This is the depth that MBTI type brings.

  

As I posted on the Reveln Consulting Facebook page in July:

  

  • ...using extrovert, introvert to describe a person is like using our known solar system to explain the universe. It's a way to begin, but there's a lot more out there: 
  
  • Using an MBTI approach, those using extroversion gain energy from using it as one of their top two mental functions as a 1st or 2ndary strength. We ALL have a balancing introvert side tied to one of our top two mental functions, based on Jungian theory.
  
  • One of those two mental functions is dominant and one is auxilary, a helper mental function of either perception or judgment.  
   

There's much more here on the nuances of introversion & extroversion via the Personality Pathways website that describes the order of preference using the MBTI.

  

A recent post by blogger and self-identified introvert Maria Ogneva lends itself to a feature of an advantage of Open Space:  choosing when, how and what contribute to a group.  You may chooseto observe, listen in on, or join in full dialog.

  
Read the full post and see all the diagrams & photos here.

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Suggested by Frederic DOMON
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The Stupid Company? Is Collective Intelligence a Myth? Call for papers: The #eCollab Blog Carnival

The Stupid Company?  Is Collective Intelligence a Myth?  Call for papers: The #eCollab Blog Carnival | Agile Learning | Scoop.it

In theory, everyone is for the learning organization or the mobilization of collective intelligence.   How could you be against it? Would that make you in favour of the "stupid organization"?


eCollab Blog Carnival post suggested by Frederic Domon. It looks like a great idea. ~ Deb


Few organizations have developed a model for a sustainable learning organization.


So, is collective intelligence a myth? What are the reasons for successive failures at attempts to implement the learning organization? How can this be fixed?

Please join us in this discussion!

If you wish to participate (2 choices):

Do you have a blog?


  • Respond with an article you publish on your blog. Send an email to fdomon (at) entreprisecollaborative.com or a tweet to @hjarche or @fdomon to make sure we do not forget your article.
 
 
  • If you use Twitter, send a message linked to your post using the hashtag #ecollab
  
  • We will publish all articles, or excerpts of them on the site. This will make for easier reading of the blog carnival. We will link to the original article and will contact you for a short bio and photo to include with the article
  


You do not have a blog but this interests you?

   

Send your article directly to fdomon (at) entreprisecollaborative.com. We will then publish it.
   

Good blog Carnival and thank you in advance for your participation. - Frederic Domon.

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Harold Jarche » Informal learning, the 95% reality of how it happens

Harold Jarche » Informal learning, the 95% reality of how it happens | Agile Learning | Scoop.it

To create real learning organizations, there is a choice.


We can keep bolting on bits of informal learning to the formal training structure, or we can take a systemic approach and figure out how learning can be integrated into the workflow – 95% of the time.


An industrial age mindset would require a unified approach for informal learning, but the network age demands an acceptance of perpetual Beta.


We have many methods and frameworks that can better inform us how to design work systems. When learning is the work, the support systems have to enable both.


Integrating the best of what we know from multiple disciplines, in an evidence-based fashion, is the way to proceed and support complex, creative, collaborative work.


Informal learning, the 95% solution http://t.co/h5jyxeVx...

==


As always in our ScoopIt news, click on the photo, video or title to see the full Scooped post.


Related posts by Deb:
    

      

     

    

   

        

  • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.  

 

Deb Nystrom, REVELN's insight:

How is peer & social learning, and technical/corporate structure affecting the way organizational learning happens in your organization?  ~ D

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