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Doris Reeves-Lipscomb

To Build Your Business, Smash Your Silos | Fast Company | Business + Innovation - 0 views

www.fastcompany.com/...your-business-smash-your-silos

silos silo_effect flow information learning collaboration womenslearningstudio

shared by Doris Reeves-Lipscomb on 16 Feb 15 - No Cached
  • Silos are necessary in companies. They provide the structure that allows companies to work. Every company is split into divisions, departments, or groups, such as sales, technology, and finance. This structure allows expertise in different areas. In companies, silos tend to be places where information, focus (another word for choosing priorities), and control flow up and down. But company silos also cause problems—that same structure prevents the flow of information, focus, and control outward. And in order for a company to work efficiently, decisions need to be made across silos.
  • Cooperation, communication, and collaboration are the three keys to working across silos. Those are components that ideally any successful working relationship would have, but they are must-haves if you are going to break the organizational silos barrier.
  • knowledge, focus, and control are shared among more than one silo.
  • ...1 more annotation...
  • What priorities do you or your department have that are not aligned with another’s?Put yourself in the place of the other silo—what would make that silo realize that your need was a priority?What information do you or your department have that could be useful to others?What information or assistance do you need from another silo that you are not getting?In what areas would increased collaboration and giving up some autonomy be more beneficial for the company than maintaining your individuality?
  • Doris Reeves-Lipscomb on 16 Feb 15
     
    Blog on leadership by Neil Smith, Fast Company on eliminating barriers that keep departments/groups from sharing the same priorities, knowledge, information for the good of the whole organization.
Doris Reeves-Lipscomb

Scholars Talk Writing: Deirdre McCloskey - The Chronicle of Higher Education - 0 views

chronicle.com/...235767

writing tips McCloskey economics womenslearningstudio

shared by Doris Reeves-Lipscomb on 21 Mar 16 - No Cached
  • You have to be together long enough to get over the academic pose ("Heh, I’m the expert here") and learn to listen. Love is important, and often overlooked. Love makes it possible for the writer whose work is being tested to accept criticism gracefully, since she knows it is meant in love. Men don’t grasp it, usually. They are so busy competing that they don’t realize that what actually works is cooperation. Whoops — sorry: gender candor alert.
  • Doris Reeves-Lipscomb on 21 Mar 16
     
    riveting interview with Deirdre McCloskey, economist on two points: transition from man to woman, and writing.
Doris Reeves-Lipscomb

A framework for social learning in the enterprise - 0 views

jarche.com/...ial-learning-in-the-enterprise

framework social learning enterprise Jarche womenslearningstudio

shared by Doris Reeves-Lipscomb on 04 Apr 16 - No Cached
  • There is a growing demand for the ability to connect to others. It is with each other that we can make sense, and this is social. Organizations, in order to function, need to encourage social exchanges and social learning due to faster rates of business and technological changes. Social experience is adaptive by nature and a social learning mindset enables better feedback on environmental changes back to the organization.
  • the role of online community manager, a fast-growing field today, barely existed five years ago.
  • The web enables connections, or constant flow, as well as instant access to information, or infinite stock. Stock on the Internet is everywhere and the challenge is to make sense of it through flows of conversation
  • ...15 more annotations...
  • All organizational value is created by teams and networks.
  • Learning really spreads through social networks. Social networks are the primary conduit for effective organizational performance. Blocking, or circumventing, social networks slows learning, reduces effectiveness and may in the end kill the organization.
  • Social learning is how groups work and share knowledge to become better practitioners. Organizations should focus on enabling practitioners to produce results by supporting learning through social networks. The rest is just window dressing. Over a century ago, Charles Darwin helped us understand the importance of adaptation and the concept that those who survive are the ones who most accurately perceive their environment and successfully adapt to it. Cooperating in networks can increase our ability to perceive what is happening.
  • Wirearchies inherently require trust, and trusted relationships are powerful allies in getting things done in organizations.
  • Three of these (IOL, GDL, PDF) require self-direction, and that is the essence of social learning: becoming self-directed learners and workers, all within a two-way flow of power and authority.
  • rom Stocks to Flow
  • Knowledge: the capacity for effective action. “Know how” is the only aspect of knowledge that really matters in life. Practitioner: someone who is accountable for producing results. Learning may be an individual activity but if it remains within the individual it is of no value whatsoever to the organization. Acting on knowledge, as a practitioner (work performance) is all that matters. So why are organizations in the individual learning (training) business anyway? Individuals should be directing their own learning. Organizations should focus on results.
  • Because of this connectivity, the Web is an environment more suited to just-in-time learning than the outdated course model.
  • Organizing
  • our own learning is necessary for creative work.
  • Developing emergent practices, a necessity when there are no best practices in our changing work environments, requires constant personal directed learning.
  • Developing social learning practices, like keeping a work journal, may be an effort at first but later it’s just part of the work process. Bloggers have learned how powerful a learning medium they have only after blogging for an extended period.
  • we should extend knowledge gathering to the entire network of subject-matter expertise.
  • Building capabilities from serendipitous to personally-directed and then group-directed learning help to create strong networks for intra-organizational learning.
  • Our default action is to turn to our friends and trusted colleagues; those people with whom we’ve shared experiences. Therefore, we need to share more of our work experiences in order to grow those trusted networks. This is social learning and it is critical for networked organizational effectiveness.
  • Doris Reeves-Lipscomb on 04 Apr 16
     
    excellent discussion of networks and social learning in organizations with references to Hart, Jennings, Cross, and Internet Time Alliance among others, 2010
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