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Enrique Rubio Royo

Harold Jarche » A framework for social learning in the enterprise - 0 views

  • The social learning revolution has only just begun. Corporations that understand the value of knowledge sharing, teamwork, informal learning and joint problem solving are investing heavily in collaboration technology and are reaping the early rewards.
  • Why is social learning important for today’s enterprise?
  • All organizational value is created by teams and networks.
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  • 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
  • Wirearchies inherently require trust, and trusted relationships are powerful allies in getting things done in organizations
  • Communications without trust are just noise
  • Think and act at a macro level (what to do) and leave the micro (how to do it) to each worker or team
  • there are five types of learning that should be supported by the organization
  • Implementing social learning
  • ASL – Accidental & Serendipitous Learning: from Stocks to Flow
  • Learning is conversation and online conversations are an essential component of online learning
  • Online communication can be divided into Stocks (information that is archived and organized for reference and retrieval) and Flows (timely and engaging conversations between people, including voice or written communications). Blogs allow flow and micro-blogs, like Twitter, enable great flow due to the constraint of 140 characters
  • Stock on the Internet is everywhere and the challenge is to make sense of it through flows of conversation. It is no longer enough to have the book, manual or information, but one must be able to use it in changing contexts
  • Because of this connectivity, the Web is an environment more suited to just-in-time learning than the outdated course model
  • We are working and learning in networks and the only thing a network can do is share
  • PDL – Personal Directed Learning: from Clockwork & Predictable to Complexity & Surprising
  • the orientation of learning is shifting from past (efficiency, best practice) to future (creative response, innovation)
  • Work competencies will still need to be developed through practice and appropriate feedback (what training does well) but that practice will have to be directly relevant to the individual or group (group training is an area of immense potential growth)
  • Developing emergent practices, a necessity when there are no best practices in our changing work environments, requires constant personal directed learning.
  • In complex environments it no longer works to sit back and see what will happen. By the time we realize what’s happening, it will be too late to take action.
  • GDL – Group Directed Learning: from Worker Centric to Team Centric
  • the real work in organizations is done by groups
  • Organizing our own learning is necessary for creative work.
  • 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.
  • IOL – Intra-Organizational Learning: from Subject Matter Experts to Subject Matter Networks
  • Subject Matter Networks as a new way of finding organizational knowledge. Instead of looking for subject matter experts from which to design training, we should extend knowledge gathering to the entire network of subject-matter expertise.
  • Good networks make for effective organizations.
  • Networked communities are better structures in dealing with complexity,
  • can help facilitate fast feedback loops without hierarchical intervention
  • Collaborative groups are better at making decisions and getting things done.
  • the emerging knowledge-intensive and creative workplace has these attributes
  • FSL – Formal Structured Learning: from Curriculum to Competency
  • There remains a need for training in the networked workplace but it must move away from a content delivery approach.
  • With work and learning merging in the network, groups need to find ways that support each member’s learning, while engaged in tasks and projects
  • Think of it as social ADDIE (analysis, design, development, implementation, evaluation) for the complex workplace.
  • Our workplaces are becoming interconnected
  • Reaction times and feedback loops have to get faster and more effective
  • We need to know who to ask for advice right now but that requires a level of trust and trusted relationships take time to nurture
  • Therefore, we need to share more of our work experiences in order to grow those trusted networks
  • Knowledge workers today need to connect with others to co-solve problems. Sharing tacit knowledge through conversations is an essential component of knowledge work. Social media enable adaptation, and the development of emergent practices, through conversations.
  • This is social learning and it is critical for networked organizational effectiveness
  • The manner in which we prepare people for work is based on the Taylorist perspective that there is only one way to do a job and that the person doing the work needs to conform to job requirements
  • Individual training for job preparation requires a stable work environment, a luxury no one has any more.
  • owever, when you look at the modern organization, it is moving to a model of constant change
  • A collective, social learning approach, on the other hand, takes the perspective that learning and work happen as groups and how the group is connected (the network) is more important than any individual node within it.
Enrique Rubio Royo

Harold Jarche - 0 views

  • Even the mainstream training field is realizing that reduced layers of bureaucracy mean decision-making gets pushed down the organization chart. This
  • is the message of the AMA in the promotional video – Critical Thinking: Not just a C-suite skill.  However, wirearchy takes this one important step further by advocating a two-way flow of power and authority. In both cases, the need for critical thinking is evident.
  • A personal knowledge management process can help to develop critical thinking skills, where sense-making includes observing, studying, challenging (especially one’s assumptions), and evaluating. Developing these skills takes practice, appropriate feedback and an environment that supports critical thinking.
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  • Several web tools can be used to develop critical thinking skills; the foundation of PKM:
  • Wirearchy as the organizational framework, coupled with active personal knowledge management processes, is a step in that direction
  • how important an open source framework is as we move more of our computing to the cloud
  • issues on how Ning treats its customers, users and their data.
  • While Ning may be free, it is not open source, and the company can make changes at will, just like Facebook, Google or Twitter may do.
  • I advise my clients that they should consider how important their data is to them before using software as a service (SaaS). Can the data be easily exported? With social bookmarks, it is easy to export and import OPML files from one platform to another. It is also simple to export from WordPress.com SaaS to your own open source hosted version
  • With Ning, Facebook and many others, there is no such export function
  • So what is the alternative to Ning?
  • For large enterprise projects I have used Drupal as a community management platform and it works well, though it requires solid technical support.
  • Elgg, an open source social networking platform that attracted me because of its unique underlying mode
  • The key differentiator of Elgg is that the individual is the centre of all the action
  • This is real user control
  • The Elgg platform has matured in the past six years and has a strong community and a solid product (v. 1.7).
  • One major advantage of Elgg will be the ability to take your data and have it hosted elsewhere.
  • Supporting communities like Elgg and Drupal means that we can have more control over our use of web technologies. As business and education move to the web and the cloud, open-source platforms will help to ensure that some corporate board doesn’t decide our future for us.
Enrique Rubio Royo

Sensemaking artifacts « Connectivism - 0 views

  • Teaching and learning in social and technical networks
  • sensemaking artifacts
  • complex information settings
  • ...26 more annotations...
  • such as the images posted above. Artifacts can include a blog post, an image, a video, a podcast, a live performance
  • basically anything that allows an individual to express how they’ve come to understand something
  • 2. They are a sensegiving tool.
    • Enrique Rubio Royo
       
      Sensegiving (coherence expression) tools
  • These artifacts serve two roles
  • 1. They reflect the sensemaking activity that the individual has experienced
  • how he came to understand the relationship between different entities
  • Through joint processes of sensemaking and wayfinding – see presentation below – learners begin exploring and negotiating the domain of knowledge. In the process, they produce artifacts
  • When learners are transparent in their learning through the production and sharing of artifacts, they teach others
  • Sensemaking artifacts are valuable in that
  • “if we designed education today, what would it look like?”
  • Would it look like our existing classrooms?
  • Textbooks? Libraries? Or would it look more like the internet?
  • What roles would teachers play? Or learners?
  • What would “teaching” look like
  • our current education system?
  • digital technologies change how people relate to each other and how information is created and shared
  • These trends influence the power structures in classroom or online settings
  • on the learner:
  • power change
  • requiring both educators and institutions to rethink what they do for her and what she can do for herself
  • Sensemaking artifacts reflect this power shift
  • learners can self-organize and guide each other, rather than simply walking established knowledge paths created by educators and designers
  • Each artifacts serves to “re-centre” the conversation around the sensemaking actions of learners
  • In this regard,
  • sensemaking artifacts are in competition with the planned curriculum (learning content)
  • sensemaking artifacts are another node in the learning model that distributes control and power away from the institution and the teacher and moves it (power/control) into the networks formed by students.
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    Magnífica referencia, relativa al proceso de generación de significado y la forma de alcanzarlo. Relación estrecha con el proceso PKM (harold Jarche; 'seek-sense-share'), así como del modelo cynefin de David Snowden). Muy interesante la inclusión de una presentación slideshare de Georges Siemens, relativa al tema, y que provoca el posting que se referencia (en el contexto del curso MOOC sobre 'learning analytics)
Enrique Rubio Royo

jarche's pkm Bookmarks on Delicious - 0 views

  • These are some of the tasty pkm bookmarks Harold Jarche has saved on Delicious.
Enrique Rubio Royo

Harold Jarche » Social learning for business - 0 views

  • 10 sentences, for social learning
  • The increasing complexity of our work is a result of our global interconnectedness. Today, simple work is being automated (e.g. bank tellers). Complicated work (e.g. accounting) is getting outsourced. Complex and creative work is what gives companies unique business advantages. Complex and creative work is difficult to replicate, constantly changes and requires greater tacit knowledge. Tacit knowledge is best developed through conversations and social relationships. Training courses are artifacts of a time when information was scarce and connections were few; that time has passed. Social learning networks enable better and faster knowledge feedback loops. Hierarchies constrain social interactions so traditional management models must change. Learning amongst ourselves is the real work in social businesses and management’s role is to support social learning.
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    buena sintesis social_learning
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