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We don’t learn from experience… we learn from reflecting on experience.” – John Dewey

CREATE REAL VALUE ON SOCIAL PLATFORMS

5. WIN OVER & EMPOWER MANAGERS

. USE FORMAL AS SCAFFOLDING

This might include linking it to projects that participants care about; leading discussions that actually help address issues of concern; and using the platform to distribute key resources and information. Similarly, other events or tools can promote a social aspect

teach students to relish a challenge

keeping a balance between valuing learning and performance.

(a) valuing learning and challenge and (b) valuing grades but seeing them as merely an index of your current performance, not a sign of your intelligence or worth.

Work harder, avail yourself of more learning opportunities, learn how to study better, ask the teacher for more help, and so on.

They are very performance-oriented during a game or match. However, they do not see a negative outcome as reflecting their underlying skills or potential to learn. Moreover, in between games they are very learning-oriented. They review tapes of their past game, trying to learn from their mistakes, they talk to their coaches about how to improve, and they work ceaselessly on new skills.

Teaching students to value hard work, learning, and challenges; teaching them how to cope with disappointing performance by planning for new strategies and more effort; and providing them with the study skills that will put them more in charge of their own learning.

there is no relation between a history of success and seeking or coping with challenges.

praising students' effort had many positive effects.

We should praise the process (the effort, the strategies, the ideas, what went into the work), not the person.

By motivation, I mean not only the desire to achieve but also the love of learning, the love of challenge, and the ability to thrive on obstacles.

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.