Dave B's Collaboration in Organisations

This is an interesting infographic that provides an overview of assessment methods and the influence of technology.  I've copied it into this Scoop.it as I see assessment and feedback as key features of teaching and learning. Finding  some way of integrating this into workplace learning would increase its legitimacy for many employers.  As someone involved in the development of vocationally related qualifications, I'd welcome the use of innovative assessment methods that provide authentic learning scenarios for learners.  Any ideas?

Finding the 'hook' that results in an individual making their first post in a digital network is the silver bullet that anyone acting as Enterprise Network Manager is looking for.  John has already suggested that the two biggest barriers to participation are; "I haven't got time" and "I don't know what to write".  This post tries to answer the last question by arguing that everyone has something to offer and identifies 20 ways of adding value to the community based on generosity  

One of them may be the 'hook' your colleagues are looking for

Content curation is a great way to share the resources you have found most useful.  This post provides a practical guide to tools you can use to find quality content and then share it.

But finding and sharing isn't enough.  I'd guide you to Harold Jarche's principles of personal knowledge management: Seek-Sense-Share http://www.jarche.com/pkm/.  Add your insights on the resourse explaining why you found it useful, this will save others time when deciding on its relevance to their context.  It will also enable readers to discover how aligned their interests are with yours and they can make an informed decision to follow your board

Interesting model that identifies different stages of development.  I particularly like the 'Value' sections, as they create a vision of what is actually happening within the community.  Trouble is, it feels a bit like a scientific approach to the management, which is counterintuative  

We have found that demand for qualifications and other learning solutions has held up better than expected.  I put it down to individuals wanting to give themselves an advantage in the workplace and employers loking to replace knowledge and experience that has left the organisaion.  But this post demonstrates that the reasons are far more complex

Amongst the reason identified are disruptive technology, industry consolidation, innovation and competitive pressures.  Well worth a read

Reverse mentoring, is where an individual with skills and experience in a specific area provides mentoring to someone who is at a more senior level.  With the growing importance of technology and social media in all aspects of business and learning, this is a great way for leaders to gain support from those within the organisation.  This can also be an extraordinary motivational tool, as it allows mentors to demonstrate their experitise 

Not sure what all the fuss is about?  This blog provides a great summary of how Twitter can be used to assist learning

A facinating insight into the future of work, both in the blog and the comments.  Education needs to take note to prepare students for the future and individuals need to take note if they are to prepare themselves for the networked economy.  One of a series of posts on the future of work

The statistics in the presentation show what we all guessed...technology is moving in step changes and the way we use it is failing to keep up!  I've thought for some time that mass take-up of elearning would skip the PC and laptop and go straight to mobile.  This is based on the lack of innovation I had been seeing from commercial providers (pre- EdTech bubble) and the reluctance of educators (and to a certain extent learners) to engage with the medium.

However, new approaches to workplace learning such as 70:20:10, 'push and pull' and personal learning networks and the explosion of new tools being produced by the EdTech revolution are finally delivering a step change in learning...and it's being delivered on mobile devices!  Those who recognise this will give themselves a competitive advantage

It's interesting to read someone else's 'take' on the future of workplace learning and to a certain extent it reminded me of another post I read recently titled 'Microsoft Office is dead!'.  The thrust of the post was that technology is moving so quickly that desktops and laptops have been overtaken by mobile and tablet and that there are many apps that can be used as productivity tools.  In the comments, a number of people suggested that the author needed to get out into the real world, as technolgy use in the workplace is changing at a far slower rate than it is for personal use.  

I have found a similar issue in relation to enterprise social networks, a potential cornerstone for the change in workplace learning.  Individuals appear happy to share their recommendations on hotels, electrical goods, music and all manner of other things in their personal life, but are reluctant to share the things that they are working on!  At some point this will change, but I'm not sure what the tipping point will be...any ideas?  

Enterprise social networks tend to be freemium products, which means that it's very easy to try out the first platform you come accross and once it becomes embedded it's very difficult to change!  This post provides an overview of 10 networks with a brief description of the key features, a list of companies using them and an idea of the costs once you move on from the free version.

If you are thinking of introducing an ESN in your organisation this is a great place to start

This is a really interesting post that identifies passion as the one thing the increasing power of computing will not be able to replicate.  Attracting and retaining talented people with passion will be a complex task for organisations.  But they should also work to release the talent and passion of all employees toenable them to maximise their potential

And I really love this post, which concludes with the following line:

"Serendipity, it seems, favours the prepared and connected mind"

It reminds me of this quote, attributed to Bill Shankley:

"The harder I work, the luckier I get"

Today, working hard means being part of an active network

For more on thoughts on luck, check out Professor Rchard Wiseman: http://richardwiseman.wordpress.com/

Back when I designed and delivered training courses, we would always impress on delegates the improtance of transfering their learning into work. Today, there has been a convergence between learning and work, with learning in the workflow increasing in importance.  This post looks at ways in which L&D can support informal learning and hence performance 

If you work for an L&D department and you know things are changing, but your not sure what it is or what you need to do differently, this is a great place to start

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I'm not sure how to pronounce it, but there are some interesting ideas here about competency and capability.  There is an obsession with the idea of  classifying competency and then recruiting a person who can demonstrate that they have the competencies for a specific job description.

This post recognises the importance of competence, but also capability, which Cairns (2000) describes as the ability "to take appropriate and effective action to formulate and solve problems in both familiar and unfamiliar and changing settings".  I once heard someone say that competence trumps qualification, could it be that capability trumps competency?

Content curation will be as imporant for workplace learning and continuing professional development as it is for education.  The complexity of work and the exponential growth of information means that new ways to access relevant resources will be needed.  Following trusted 'curators' and sharing the best links will be more effective than linear search engines