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Doris Reeves-Lipscomb

Connected leadership is not the status quo | Harold Jarche - 0 views

www.jarche.com/...adership-is-not-the-status-quo

leadership online_leadership network womenslearningstudio

shared by Doris Reeves-Lipscomb on 14 Nov 13 - No Cached
  • Doris Reeves-Lipscomb on 14 Nov 13
     
    Jarche's post on connected leadership, November 14, 2013. Gives us rationale for leadership online emphasis. "Those in positions of leadership have to find ways to nurture creativity and critical thinking. The connected workplace is all about understanding networks, modelling networked learning, and strengthening networks. In networks, anyone can show leadership, not just those appointed by management." Second excerpt: "leadership will be seen for what it is - an emergent property of a network in balance and not some special property available to only the select few. This requires leadership from everyone - an aggressively intelligent and engaged workforce, learning with each other. In the connected workplace, it is a significant disadvantage to not actively participate in social learning networks. Leadership in networks does not come from above, as there is no top."
Doris Reeves-Lipscomb

social learning is personal - 0 views

jarche.com/...social-learning-is-personal

social learning PKM workshop Jarche womenslearningstudio

shared by Doris Reeves-Lipscomb on 18 May 15 - No Cached
  • it is the the discourse amongst participants that is the most powerful accelerator of learning. I run PKM workshops as social cohorts because I realize that I am getting farther removed from novice behaviour.
  • I forget what I was learning myself over 10 years ago. I do not remember how difficult it was to post something online for the first time. Learning with others helps to ensure that it is not just my opinion that informs the other participants.
  • Doris Reeves-Lipscomb on 18 May 15
     
    promo for Jarche's newest PKM and MOving to Social workshops, May 17, 2015.
Doris Reeves-Lipscomb

sense-making-IgorKopelnitzsky.jpg (JPEG Image, 445 × 384 pixels) - 0 views

jarche.com/...se-making-IgorKopelnitzsky.jpg

Kopelnitzsky image jpg Jarche womenslearningstudio

shared by Doris Reeves-Lipscomb on 24 Apr 15 - No Cached
  • Doris Reeves-Lipscomb on 24 Apr 15
     
    great picture of how we make sense of things via Jarche's Friday Finds. Would it look any different if a woman did it? :-)
Lisa Levinson

Network Era Fluency - 0 views

jarche.com/...network-era-fluency

womenslearningstudio WLStudio literacy 21stCenturySkills technology digital literacy network fluency Harold Jarche

shared by Lisa Levinson on 24 Jun 15 - No Cached
  • Lisa Levinson on 24 Jun 15
     
    Harold Jarche's blog on Network Era Fluency
Doris Reeves-Lipscomb

Seeking perpetual Beta - 0 views

jarche.com/...seeking-perpetual-beta

network learning womenslearningstudio Jarche

shared by Doris Reeves-Lipscomb on 15 Oct 14 - No Cached
  • Doris Reeves-Lipscomb on 15 Oct 14
     
    intro to Jarche's book "The workplace of the network era requires a different type of leadership; one that emerges from the network as required. Effective leadership in networks is negotiated and temporary, according to need. Giving up control will be a major challenge for anyone used to the old ways of managing. An important part of leadership will be to ensure that knowledge is shared throughout the network."
Lisa Levinson

Content Curation Primer | Beth's Blog - 0 views

www.bethkanter.org/content-curation-101

content curation content womenslearningstudio WLStudio content curation tool curation BethKanter digital curation

shared by Lisa Levinson on 20 Jan 15 - No Cached
  • Lisa Levinson on 20 Jan 15
     
    A great blog on content curation from Beth Kanter from October 4, 2011. The focus on this is content curation for non profits, but is really for any content curation. She quotes and paraphrases Harold Jarche in that content curation is really seek, sense, share. Mentions that content curation is a great professional development tool and helps everyone keep up with what is happening in their field.
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
Doris Reeves-Lipscomb

Obvious to you. Amazing to others. - by Derek Sivers - YouTube - 0 views

www.youtube.com/watch

video youtube Sivers Jarche ideas innovation

shared by Doris Reeves-Lipscomb on 14 Feb 13 - No Cached
  • Doris Reeves-Lipscomb on 14 Feb 13
     
    Nice observation about ideas and why we should share them even when we aren't sure of their worth or value. video less than 2 minutes
Doris Reeves-Lipscomb

Workshops « The Connected Workplace Consultancy - 0 views

connectedworkplace.co.uk/workshops

Jarche workshop womenslearningstudio

shared by Doris Reeves-Lipscomb on 15 Oct 13 - No Cached
  • Doris Reeves-Lipscomb on 15 Oct 13
     
    Note Jarche's description of their workshop format--semi-structured...
Doris Reeves-Lipscomb

The Web is my Workplace (and Learnplace) | Learning in the Modern Workplace - 0 views

www.c4lpt.co.uk/...the-web-is-my-workplace

web workplace learning Hart blog womenslearningstudio.net

shared by Doris Reeves-Lipscomb on 01 Jun 15 - No Cached
  • Skype to talk on a regular basis with my close Internet Time Alliance colleagues (Jay Cross, Charles Jennings, Harold Jarche and Clark Quinn) and I mainly use Twitter to connect with my extended set of colleagues around the world. This is the way I find out what they are up to, ask them questions, share ideas and brainstorm with them. (This is my equivalent of going to meetings and having coffee breaks or watercooler conversations, etc.)
  • t is true, that in some organizations it will require (organisational and individual) mindset changes to appreciate that workplace learning today is more than just training. In particular, managers will need to recognize the value of this form of continuous learning, and that they will need to provide time to do it, and indeed measure its success in other ways than through training attendance or online course completion.
  • Doris Reeves-Lipscomb on 01 Jun 15
     
    great blog post by Jane on working independently but learning interdependently via the web/internet.
Doris Reeves-Lipscomb

The table napkin test - Cognitive Edge - 1 views

cognitive-edge.com/...the-table-napkin-test

table_napkin_test Snowden Jarche womenslearningstudio

shared by Doris Reeves-Lipscomb on 17 Aug 15 - No Cached
  • One of the golden rules of sense-making is that any framework or model that can’t be drawn on a table napkin from memory has little utility. The reason for this is pretty clear, if people can use something without the need for prompts or guides then there are more likely to use it and as importantly adapt it. Models with multiple aspects, more than five aspects (its a memory limit guys live with it) or which require esoteric knowledge are inherently dependency models.
  • So apply the table napkin test before you take up any new method, model or framework
  • Doris Reeves-Lipscomb on 17 Aug 15
     
    post by Dave Snowden on Table Napkin Model drawing test, it if doesn't fit on a table napkin, model is too complicated, 7.31.2015
Doris Reeves-Lipscomb

Knowledge work as craft work - 0 views

www.mcgeesmusings.net/...KnowledgeWorkAsCraft.html

knowledge knowledge_worker artisan COPs McGee Jarche Husband womenslearningstudio

shared by Doris Reeves-Lipscomb on 05 Jan 15 - Cached
  • Doris Reeves-Lipscomb on 05 Jan 15
     
    a wonderful blog post by Jim McGee, April 1, 2002, on the importance of keeping a knowledge-log--k-log--for being able to retrace one's steps when the final conclusion/work product falls short and one has to start over and for engaging with others about how the thought line developed. Justifies paper printouts and variously named file versions to show stages of idea exploration and development. Our electronic work flow replaces how we used to work with handwritten drafts with all the erasures and column notes, then send them to a graphics person for placing into a graphics format, then circulating for reaction from involved stakeholders, some of them junior staff, then incorporating feedback, final edits, and voila! a product for the client.
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