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Scooped by Deb Nystrom, REVELN
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A True Learning Culture: Fixing Your Social Learning Network

A True Learning Culture:  Fixing Your Social Learning Network | Agile Learning | Scoop.it

"Employees say they get more out of informal learning, but many social learning programs fail to engage. Here’s what you can do to change that."
 

It’s about setting expectations and enabling success.
 

Social learning  [is] informal learning. ...


These included: job shadowing, peer-to-peer learning, attending cross-departmental meetings and similar self-managed learning opportunities. When surveyed, employees felt that the informal opportunities were just as valuable, if not more, than the formal learning opportunities.

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All employees need searchable profiles, collaboration tools like...screen share and file sharing, forums for sharing knowledge and ideally, some level of integration between all of these.   
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Included: 


2. Empower employees to share: Employees are the No. 1 source of knowledge...at any organization. Sett clear expectation that employees should share their knowledge with each other is the first step toward building peer-to-peer learning networks. ...Encourage employees to set up their own training sessions....peer-to-peer or large groups. If employees need to go through human resources or the training department, this can only hold up the process and momentum.
    

3. Provide the tools: All employees need searchable profiles, collaboration tools like video chat, screen share and file sharing, forums for sharing knowledge and ideally, some level of integration between all of these.  [So] many sophisticated organizations still lack some of the most basic collaboration tools.
       

4. Recognize the effort: Recognize, and even reward, those who participate and contribute. 

Related tools & 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:

There is still hesitancy in fully embracing informal peer to peer learning in organizations.  The phrase in this piece, "Recognize, and even reward... those who participate" gives a hint of this.  


Letting go of the traditional control mechanisms to reconfigure informal learning, and tie it to learning goals and skills areas, like creativity, innovation and cross boundary sharing could be another start to agile learning.   ~  D

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Scooped by Deb Nystrom, REVELN
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Presentation Zen & Learning: Sir Ken Robinson Gives Best Talk Yet, TED & Education

Presentation Zen & Learning: Sir Ken Robinson Gives Best Talk Yet, TED & Education | Agile Learning | Scoop.it

Creativity and education expert Sir Ken Robinson delivered two amazingly popular TED Talks prior to his newest, and what could be his best to date in 2013.


Excerpted from a Garr Reynolds post:

     

_________________________
   
Good presentation is a balance of information, persuasion, and inspiration... [to] light a spark and point the way.

     

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His first talk http://bit.ly/1fjhkH6 —presented sans multimedia in the true Sir Ken Robinson style — was made in 2006 and is the most viewed TED talk of all time.

   

His follow-up talk given in 2010 http://bit.ly/1f6zZp2 also has been downloaded millions of times.

      

I have seen Sir Ken speak many times and he is always inspiring and engaging, but his latest TED talk, http://bit.ly/IEXH0Q presented at TED Talks Education in April of this year, is my favorite yet.
    
Good presentation is a balance of information, persuasion, and inspiration.

      

Presentations related to leadership must necessarily light a spark and point the way.

   

Sir Ken does not scream or jump up and down but he nonetheless ignites, provokes, and inspires his live audience, and anyone else who cares to listen to his presentation on line, in a meaningful and memorable way.

   

Millions of people have seen his latest talk, but just in case you have not, please set aside about 20 minutes to watch this outstanding, short TED talk.


Related posts & tools by Deb:


  • Don't miss a thing:  We'll send Best of the Best news, from Deb's 9 curation streams@Deb Nystrom, REVELN (includes: change, agile learning, performance, careers), once a month via email, directly to you, for free.  Preview it here, via REVELN Tools.
Deb Nystrom, REVELN's insight:

Sir Ken, with humor, discusses conformity and bureaucracy, as a problem in getting a "real" education, including the arts, humanities.  He mentions low-grade clerical work "figiting" often diagnosed as ADHD, and children who suffer from "childhood" and igniting the spark of curiousity, flourishing.

Individualized teaching and learning, and the system has to engage them, raising the status of the teaching profession, investing in professional development, devolving responsibility to the school level for getting the job done.  ~  Deb

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Deb Nystrom, REVELN's curator insight, December 11, 2013 11:25 AM

From our Agile Learning http://www.scoop.it/t/agile-social-learning 

news:  This is included in BEST of the BEST as a model of what inspires, and motivates.  

Sir Ken gives examples and insights into individualized learning useful in business, for professional development as well as and in education.  

It is usefully provocative.  Enjoy! ~  Deb

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. 

   

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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, 11:50 AM

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, 10:46 AM

well worth the reading time.

BhanuNagender's curator insight, March 7, 4:26 AM

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