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Enrique Rubio Royo

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

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

jarche learning social framework sociallearning enterprise how-to

shared by Enrique Rubio Royo on 28 Sep 10 - Cached
  • 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.
  • ...42 more annotations...
  • 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  • Because of this connectivity, the Web is an environment more suited to just-in-time learning than the outdated course model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
  • 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
  • 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.
  • Organizing our own learning is necessary for creative work.
  • 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
  • This is social learning and it is critical for networked organizational effectiveness
  • 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.
  • 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

Performance.Learning.Productivity Blog: In a Complex World, Continuous Learning and Sim... - 1 views

charles-jennings.blogspot.com/...world-continuous-learning.html

eaprendiz ecompetencias aprender_en_red complejidad adaptabilidad meta_aprendizaje work_smart ecologia_aprendizaje plwe pkm ppm plm

shared by Enrique Rubio Royo on 16 Oct 11 - No Cached
  • to ensure your organisation develops a continuous learning culture
    • Enrique Rubio Royo
      Enrique Rubio Royo on 16 Oct 11
       
      Desde nuestro punto de vista... para asegurarnos de que nuestra ORG desarrolla una cultura de aprendizaje continuo, es crítico ayudar a desarrollar habilidades de 'Aprendizaje autogestionado' (perfil eAprendiz), ayudar a la fuerza de trabajo para que mejore su meta-aprendizaje (aprender a aprender, y en particular en la RED ).
  • The Lessons
    • Enrique Rubio Royo
      Enrique Rubio Royo on 16 Oct 11
       
      Lecciones aprendidas del caso de las'sub-prime' y las consecuencias acaecidas: 1.- En entornos complejos, el Aprendizaje autodirigido, autogestionado, NO es opcional, es absolútamente esencial. 2.- En un mundo en cambio contínuo (en el que lo que es cierto hoy puede que mañana no lo sea)... en entornoss dinámicos, el Aprendizaje Contínuo, permanente, es la mejor herramienta disponible 3.- La Reflexión y el Pensamiento Crítico ('out-of-the-box') son esenciales para ayudar a 'focalizar' dicho Aprendizaje Contínuo.
  • core continuous learning skills
  • ...34 more annotations...
  • skills
  • skills
  • skills
  • skills
  • skills
  • skills
  • Effective search and 'find'
  • Critical thinking
  • Creative thinking
  • Analytical
  • Networking
  • People
  • Logic
  • A solid understanding of research methodology
  • first step
  • changing our mind-set from one that sees learning as a series of events to one that acknowledges learning is a continuous process that happens at any time, anywhere
    • Enrique Rubio Royo
      Enrique Rubio Royo on 16 Oct 11
       
      1er paso.- cambiar nuestra mentalidad de pensar que el Aprendizaje es una serie de eventos a pensar que el A es un proceso contínuo que sucede en cualquier instante y en cualquier lugar 2º paso.- cambiar el modo en que trabajamos, y creamos entornos (ecologias de aprendizaje) que proporcionen funcionalidades y tecnologías a los Kworkers (eAprendices)de modo que puedan hacer su trabajo de una manera mas inteligente ('smart work'), incorporando el A en su actividad diaria ('workflow learning').
  • We know that learning doesn’t just happen in controlled and structured environments but that most learning is embedded in the flow of work.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 16 Oct 11
       
      Aprendizaje en el puesto de trabajo o Aprendizaje Informal
  • second step
  • changing the way we work, and create environments that provide tools and support to workers so they can do their jobs better through bringing learning into their work.
  • In a Complex World, Continuous Learning and Simple Truths Prevail
  • other ‘core skills’
  • in complex environments self-directed learning is not optional, it’s absolutely essential.
  • Continuous learning is the best tool available in dynamic environments
  • the sub-prime bubble and the resulting global financial crisis
  • we can learn from this story
  • The most important single thing you can do
  • to help the development of self-directed learning skills
  • Help your workforce
  • improve its meta-learning
  • These meta-learning skills don’t live in isolation. They live with
  • reflection and critical ‘out-of-the-box’ thinking are are essential to help direct the focus of continuous learning.
  • continuous learning is the only sustainable asset in a world of constant change
  • no matter how smart you are, you still needed to carry on learning.
  • learning, unlearning and re-learning
  • Enrique Rubio Royo on 16 Oct 11
     
    Artículo que se alinea perfectamente con uestra propuesta de eAprendiz, como estrategia de adecuación personal a un nuevo entorno en red, expandido y complejo. En nuestro caso, además de los dos pasos finales que propone (1.- cambiar nuestra mentalidad a la hora de contemplar el A como un proceso autogestionado y permanente; y 2.- cambiar el modo en que trabajamos (smart work), proporcionando un espacio o ecología de aprendizaje (PLN, PLWE, ID, curacion contenidos, PKM,PLM,PPM, eCompetencias, ePortfolio, mi base de K personal). A estos dos pasos, y como paso previo cualitativo, es el considerar el Aprendizaje como estrategia de adaptabilidad permanente a un entorno cambiante. Comparar nuestras eCompetencias con las que aquí se proponen.
Enrique Rubio Royo

Coaching informal learning « Learning Journal - 0 views

learningjournal.wordpress.com/...coaching_informal_learning

elearner eaprende aprendizaje_informal estrategia ecompetencias aprender_en_red coaching

shared by Enrique Rubio Royo on 30 Mar 10 - Cached
  • what is needed for an informal learning strategy to be effective in the workplace
  • Motivation for learning. >  A culture that provides access to other people who support learning in a wide variety of ways >  Easy access to materials that support learning >  Skills in utilizing electronic tools to manage learning. 
  • I think I’ve landed on another important ingredient… a learning coach
  • ...9 more annotations...
  • Informal learning - by definition – requires a learner to set his or her own goals and to monitor progress toward those goals.
  • So the next step in the learning process is for the learner to come up with some kind of strategy for learning
  • A good coach pushes a learner to set challenging goals and to define clear strategies for meeting them.
  • A good coach sometimes teaches and often provides feedback on progress.  A good coach asks tough questions to help a learner reflect on and apply learning.  And a good coach applauds progress and takes some pride in the coachee’s accomplishments.
  • Who are these coaches?
  •  For workplace learning
  • the coach-learner relationship
  • we are all responsible for our own learning, including finding (or being) our own learning coach.
  • I hope I can be both a better learning coach and a better self-directed learner.
Enrique Rubio Royo

Creating Value from Social Learning - 0 views

www.entreprisecollaborative.com/...ing-value-from-social-learning

value aprendizaje_social social-learning value_creation creacion_de_valor ecosistema_aprendizaje contexto elearner genea

shared by Enrique Rubio Royo on 07 Apr 10 - Cached
  • Social learning — namely, the use of social media in the workplace to foster learning, collaboration, networking, knowledge sharing, and communications — has taken on a kind of religious fervor among learning practitioners during the past couple years. 
  • And not without good reason: It often creates more powerful and enduring learning experiences; it helps people establish and leverage social connections to accelerate the distribution and sharing of experiences, content and guidance; and it allows learners to be more productive, learn faster and work smarter.
  • Value Creation from social learning is more likely to take place when the business context and the learning ecosystem are “optimal.
  • ...7 more annotations...
  • The Business Context: What sort of influencers in the business context will encourage and help maintain an optimal learning ecosystem?
  • The (Learning) Ecosystem: What sort of influencers in the learning ecosystem will create an effective social learning system?
  • Value Creation: What sort of value creation comes from an optimal business context and learning ecosystem?
  • How “healthy” is your business context and learning ecosystem ? Is social learning creating value in your organization ? Would you like to assess the influencers of social learning and determine how to create more value?
  • a diagnostic tool
  • The diagnostic tool kit has two parts.  The first part is an online survey that captures information about the business context.  Each organization participating in the study is required to complete one business context survey.  The second part is an online survey for employees. 
  • All responses are anonymous and results are not traceable back to individuals.
  • Enrique Rubio Royo on 07 Apr 10
     
    Contexto óptimo de negocio + ecosistema de aprendizaje óptimo = creación de valor
Enrique Rubio Royo

Where Social Learning Thrives | Learn at All Levels | Fast Company - 0 views

www.fastcompany.com/...where-social-learning-thrives

howto social-learning enterprise2.0 gestion_del_cambio org2.0 cultura

shared by Enrique Rubio Royo on 21 Mar 10 - Cached
  • Enrique Rubio Royo on 21 Mar 10
     
    Dónde emerge el aprendizaje social (cultura corporativa de 'servicio-curiosidad-calidad humana' + social media tools). "To benefit from social learning, build a culture that makes learning fun, productive and commonplace, a culture where learning is part of everyday work." "Social learning is not just the technology of social media, although it makes use of it. It is not merely the ability to express yourself in a group of opt-in friends. Social learning combines social media tools with a shift in the corporate culture, a shift that encourages ongoing knowledge transfer and connects people in ways that make learning a joy." "Social learning thrives in a culture of service and wonder. It is inspired by leaders, enabled by technology and ignited by opportunities that have only recently unfolded."
Enrique Rubio Royo

Social Networking: A Platform for Training New Managers Online? by Bill Brandon : Learn... - 0 views

www.learningsolutionsmag.com/...pageall

shared by Enrique Rubio Royo on 16 Oct 10 - No Cached
  • Setting up a social network for manager training
    • Enrique Rubio Royo
      Enrique Rubio Royo on 16 Oct 10
       
      ELGG sin duda.
  • The first task is to establish a design for the social interaction. This must come before technology selection, so that the limitations of the technology do not drive or constrain the interaction.
  • Why consider a social network for manager training?
    • Enrique Rubio Royo
      Enrique Rubio Royo on 16 Oct 10
       
      En lugar de 'trabajadores' podemos plantear 'los nuevos estudiantes' (Gen 'net'), que prefieren frecuentemente usar interacción social onlne, y aprendizaje online, antes que formación presencial en Aula.
  • ...18 more annotations...
  • These are the workers who will be your new supervisors and managers
  • workers in their 20s and 30s expect to be able to use the latest IT applications in their workplace. They are used to social networking online, and to online learning, often preferring these to classroom instruction
  • In addition, this also will encourage open communication between companies, employers, HR departments, owners, and managers.” 
  • Without appropriate technology tools and resources available in their work environment, they may look for help from non-work related services such as Facebook.com. Integrating social media into the development environment eliminates this potential challenge and at the same time increases the potential for success of the development effort and of the new managers. 
  • Can social networking provide a practical way to help prepare new managers for their duties? Considering the rapid growth of social networking adoption among younger workers, this is a question well worth asking
  • Creating a curriculum for training new managers and supervisors is a common task that falls to instructional designers
  • The typical approach for many decades has consisted of a combination of classroom events, each lasting from one to five days (or more). This default design has many problems, including travel expense and time away from the job for the managers. Not infrequently, there are severe mismatches between what is taught and the actual practices supported by the organization’s culture.
  • There is an increasing number of companies and online service providers who are convinced that social networking can help overcome at least some of the issues common to the classroom-only approach
  • By combining formal classroom instruction and online reference and performance support with online coaching, mentoring, and informal learning through social networking, a new manager can gain a solid theory foundation, just-in-time help, and culturally correct application pointers.
  • Informal learning, as an object of attention by researchers, is not a new topic. However, it only appeared on the radar screens of instructional designers less than ten years ago. The emergence of online social media has led to the notion of somehow tapping into the potential of this channel, that carries so much of the real learning that goes on in organizations.
  • In our current age, we have plenty of channels in which informal learning can take place: everything from microblogs (Twitter), to communities (LinkedIn Groups, discussion forums), to user-created content (wikis, Weblogs, YouTube), to social bookmarking (Delicious), and surely more to come.
  • But we also have plenty of examples of attempts at use of these channels in which the attempts failed. The virtual landscape is littered with the remains of abandoned wikis, content-less and comment-less Weblogs, and LinkedIn Groups where the spam has driven out the discussion and all but eliminated any possibility of learning.
  • Existing informal learning groups online include a surprising variety of formats
  • Jay Cross’ Internet Time Community,
  • Participants in the Twitter #lrnchat sessions also comprise an ongoing informal learning group
  • if informal learning is going to take place online, it must be self-sustaining
  • Focus
  • Focus
Enrique Rubio Royo

5 Stages of Workplace Learning - Social Media In Learning - 0 views

janeknight.typepad.com/...ges-of-workplace-learning.html

collaboration workplace_learning jane_hart eaprende org2.0

shared by Enrique Rubio Royo on 08 May 10 - Cached
  • how we believe a collaboration platform will replace the LMS  as the core (learning) system in use in organistions
    • Enrique Rubio Royo
      Enrique Rubio Royo on 08 May 10
       
      En paralelo debe existir perfil 'eAprendiz' y responsables que lo promuevan en la ORG, para llegar al aprendizaje en el puesto de trabajo. El eAprendiz asume claramente el 'mindset' asociado a 'workflow learning', quien lo debe asumir, pues, es la dirección )directivos y ORGs 2.0). eAprendiz,
  • change from focusing exclusively on centrally diirecting and managing formal learning (aka training) in a LMS to supporting and enabling a collaborative approach to learning and working across the enterprise.
  • The difference between Stages 1-4 and Stage 5 is actually NOT just about a change in tools but a change in mindset.
  • ...4 more annotations...
  • the key mindset changes that will move organisations
  • recognising that working=learning; learning=working
  • understanding that informal learning needs to be enabled, supported and encouraged - but not designed or managed "letting go", so that there is a move from learner control to learner autonomy realising that autonomous, independent and inter-dependent, self-directed learners are essential  in an agile organisation
  • we, at ITA, believe that in this fast-changing, complex world, this is the place that organisations need to be.
  • Enrique Rubio Royo on 08 May 10
     
    del eAprendiz y la ORG 2.0
Enrique Rubio Royo

Learnlets » Formalizing informal learning? - 0 views

blog.learnlets.com/?p=1462

elearner eaprende aprender_en_red learning aprendizaje_informal workplace_learning

shared by Enrique Rubio Royo on 30 Mar 10 - Cached
  • The Entreprise Collaborative has a new question, asking whether we can formalize informal learning.  I have to say, I don’t get the question.  That is, I understand what they’re asking, and like the response they give, but I really think it’s the wrong question. To me, it’s not about formalizing informal learning so much as explicitly supporting it versus ignoring it. 
  • To me, it is more a matter of providing infrastructure to support informal learning, and facilitating informal learning as well.
  • When I talk about providing infrastructure, I’m talking about putting in place tools that can be used for informal learning. 
  • ...4 more annotations...
  • One is optimizing the tool use, and the other is facilitating the associated skills
  • the facilitation of that informal learning.  I see two roles.
  • The second role is to develop individual ability to use the tools for learning, both independently and socially.  To repeat a regular refrain, don’t assume the ability of learners to be effective self- and social-learners.  There are specific meta-cognitive skills that should be made explicit, promoted, and supported.
  • In the process of facilitating, you may find opportunities to add value by taking some information and formalizing it
Enrique Rubio Royo

Sensemaking artifacts « Connectivism - 0 views

www.connectivism.ca/?p=336

sensemaking wayfinding artifacts pkm gsiemens generacion_significado elearning connectivism learning MOOC

shared by Enrique Rubio Royo on 13 Apr 12 - No Cached
  • 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
      Enrique Rubio Royo on 13 Apr 12
       
      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.
  • Enrique Rubio Royo on 13 Apr 12
     
    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

Learning to Learn in the modern Enterprise - 0 views

www.entreprisecollaborative.com/...rendre-dans-entreprise-moderne

elearner learning_elearning eaprende org2.0 genea

shared by Enrique Rubio Royo on 06 Apr 10 - Cached
  • Enrique Rubio Royo on 06 Apr 10
     
    "Learning to Learn in the modern Enterprise"
Enrique Rubio Royo

Harold Jarche » Social learning for business - 0 views

www.jarche.com/...social-learning-for-business

harold_Jarche sociallearning org2.0 complejidad

shared by Enrique Rubio Royo on 21 Jan 11 - No Cached
  • 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.
  • Enrique Rubio Royo on 21 Jan 11
     
    buena sintesis social_learning
Enrique Rubio Royo

Key Social Learning Roles « Daretoshare - 0 views

daretoshare.wordpress.com/...key-social-learning-roles

social-learning eaprende roles creacion_de_valor learning_comunities genea elearner einnova eprofesional

shared by Enrique Rubio Royo on 12 Apr 10 - Cached
  • Premise:  Learning communities or networks thrive because its members possess certain skills and capabilities.  Community members should be able to perform one or more of the five roles described in the table that follows
  • Role Role Description Key Skills and Capabilities
  • Consumer
  • ...6 more annotations...
  • Creator
  • Connector
  • Carrier
  • Caretaker
  • I would like to provide guidance to people who want to excel at one or more of the roles.
  • I am developing assessment tools to help people identify their gaps and opportunities across each of the roles.
Enrique Rubio Royo

Jane's Pick of the Day: 30 ways to use social media to work smarter #some4job - 0 views

janeknight.typepad.com/...30-ways.html

jane hart workplace_learning socialmedia how-to org2.0 plwe ple eprofesional

shared by Enrique Rubio Royo on 01 Oct 10 - No Cached
  • "Working smarter is the key to sustainability and continuous improvement. Knowledge work and learning to work smarter are becoming indistinguishable. The accelerating rate of change in business forces everyone in every organization to make a choice: learn while you work or become obsolete."
  • This resource looks at 30 ways to use social media to find things out on the Social Web keep up to date with new content on the Social Web build a trusted network of colleagues communicate with your colleagues share resources, ideas and experiences with your colleagues collaborate with your colleagues improve your personal and team productivity
Enrique Rubio Royo

The Creative Personality: Ten paradoxical traits of the - 0 views

talentdevelop.com/...TCPTPT.html

shared by Enrique Rubio Royo on 07 Mar 12 - No Cached
  • Of all human activities, creativity comes closest to providing the fulfillment we all hope to get in our lives
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      De todas las actividades humanas, la creatividad es la que mas se acerca a darnos ese sentimiento de realización personal, que todos desewamos alcanzar en nuestras vidas.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      ¿Cuál es el misterioso proceso por el que la gente creativa, aporta nuevas ideas, nuevas cosas? (durante 30 años el autor se ha dedicado a investigar ¿cómo vive y trabaja la gente creativa?. He dedicado 30 años de investigación sobre cómo las personas creativas vivir y trabajar, para hacer más comprensible el misterioso proceso por el cual ellos vienen con nuevas ideas y nuevas cosas
  • What makes us different from apes--our language, values, artistic expression, scientific understanding, and technology--is the result of individual ingenuity that was recognized, rewarded, and transmitted through learning
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      Aquello que nos diferencia de los monos (nuestro lenguaje, valores, expresión artística, conocimiento científico, y tecnología), es el resultado de la ingenuidad individual reconocida, premiada, y trasmitida a través del Aprendizaje.
  • But creativity also leaves an outcome that adds to the richness and complexity of the future
  • ...41 more annotations...
  • 30 years of research to how creative people live and work
  • their ability to adapt to almost any situation and to make do with whatever is at hand to reach their goals.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      Adaptabilidad a casi cualquier situación, y soluciones con lo que se dispone (resolución de problemas)
  • it's complexity
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      El rasgo mas característico de las personas creativas es su COMPLEJIDAD.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      Multitud de individuos en uno solo, en cuanto a tendencias que muestran, a la hora de pensar y actuar. A continuación. se muestran los 10 rasgos mas característicos (según el autor), integrados en un solo individuo, y en continua tensión dialéctica entre ellos.
  • a "multitude."
  • dialectical tension
  • 1. Creative people have a great deal of physical energy, but they're also often quiet and at rest.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      La personalidad creativa, durante su actividad, despliega una gran energía física, pero también frecuentemente semuestra reflexivo y tranquilo, en reposo.
  • concentration
  • enthusiasm
  • freshness
  • It seems that their energy is internally generated, due more to their focused minds than to the superiority of their genes.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      Vitalidad que parece proceder de su interios, mas que de su naturaleza física, como resultado de la 'focalización' de su mente.
  • They consider the rhythm of activity followed by idleness or reflection very important for the success of their work
  • 2. Creative people tend to be smart yet naive at the same time.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      Inteligentes e ingenuos al mismo tiempo.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      Pensamiento convergente vs divergente. El primero, se mide por los tests de 'coeficiente intelectual' (resolución de problemas racionales, bien definidos y con una solución correcta). Al parecer, la creatividad pudiera requerir un cierto coeficiente intelectual (120), pero por encima del mismo, no necesariamente se es mas creativo. El pensamiento divergente conduce a soluciones resultado de 'acuerdos' (implica fluidez o capacidad para generar gran cantidad de ideas; flexibilidad o capacidad para conmutar de una perspectiva a otra; y originalidad a la hora de proponer asociaciones de ideas). Concluye que, en cualquier caso, el pensamiento divergente requiere, para que sea creativo, del pensamiento convergente, también.
  • the cutoff point is around 120
  • children with very high IQs do well in life, but after a certain point IQ does not seem to be correlated any longer with superior performance in real life.
  • n IQ beyond 120 does not necessarily imply higher creativity
  • to use well two opposite ways of thinking: the convergent and the divergent.
  • Convergent thinking is measured by IQ tests
  • Divergent thinking leads to no agreed-upon solution
  • People often claimed to have had only two or three good ideas in their entire career, but each idea was so generative that it kept them busy for a lifetime of testing, filling out, elaborating, and applying.
  • Divergent thinking
  • involves convergent thinking
  • 3. Creative people combine playfulness and discipline, or responsibility and irresponsibility.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      La personalidad creativa combina juego y disciplina, responsabilidad e irresponsabilidad.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      El trabajo creativo, no todo es de 'éxtasis' y diversión, lleva apareado perseverancia, resistencia, tenacidad
  • playfully light attitude
  • doggedness, endurance, perseverance
  • 4. Creative people alternate between imagination and fantasy, and a rooted sense of reality.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      Alternan entre imaginación y fantasía, con un profundo sentido de la realidad
  • 5. Creative people trend to be both extroverted and introverted.
  • 6. Creative people are humble and proud at the same time.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 07 Mar 12
       
      Las personas creativas son humildes y orgullosas al mismo tiempo.
  • in current psychological research, extroversion and introversion are considered the most stable personality traits that differentiate people from each other and that can be reliably measured
  • Creative individuals, on the other hand, seem to exhibit both traits simultaneously
  • At the same time, they know that in comparison with others, they have accomplished a great deal. And this knowledge provides a sense of security, even pride.
  • in Newton's words, "on the shoulders of giants."
  • 7. Creative people, to an extent, escape rigid gender role stereotyping.
  • androgyny is sometimes understood in purely sexual terms, and therefore it gets confused with homosexuality
  • But psychological androgyny is a much wider concept referring to a person's ability to be at the same time aggressive and nurturant, sensitive and rigid, dominant and submissive, regardless of gender.
  • 8. Creative people are both rebellious and conservative.
  • It is impossible to be creative without having first internalized an area of culture
  • 9. Most creative people are very passionate about their work, yet they can be extremely objective about it as well.
  • 10. Creative people's openness and sensitivity often exposes them to suffering and pain, yet also to a great deal of enjoyment
  • A negative impulse is always frustrating
  • Without the passion, we soon lose interest in a difficult task
  • From book: Creativity: The Work and Lives of 91 Eminent People, by Mihaly Csikszentmihalyi, published by HarperCollins, 1996. Retitled as Creativity: Flow and the Psychology of Discovery and Invention.
Enrique Rubio Royo

Network Weaving: The 4 Laws of Networks - 0 views

networkweaver.blogspot.com/...4-laws-of-networks.html

networks how to gestion de redes socialnetworks redes_sociales

shared by Enrique Rubio Royo on 03 Nov 10 - Cached
    • Enrique Rubio Royo
      Enrique Rubio Royo on 03 Nov 10
       
      Naturaleza líquida de las redes
  • networks do not "play by the rules" because they are intrinsically too fluid and self-organizing for that
  • Let's look at 4 laws of social networks, realizing that there may be galaxies more beyond these.
  • ...7 more annotations...
  • The grace of serendipity is one of the most powerful and accessible currencies in networks and, as luck would have it, it happens at the intersection of (network) consciousness and being transparent about one's gifts and passions
  • innovation happens at the intersection of learning and cultivating diverse connections
  • If your passion is to create a future different from the past, you value influence and influence happens at the intersection of credibility and location in the network
  • Get to know the people in a network who know lots of other people and cultivate credibility with them, and you have natural and authentic influence.
  • Generosity and introductions accelerate the growth the networks in amazingly unpredictable and wonderful ways.
  • Networks grow at the speed of introductions and acts of generosity among and between members of a network.
  • The more we understand about networks, the more amazed we become at their immense and inscrutable power and elegance, starting with the fact that networks do not have "centers" or "boundaries" and act more like complex adaptive systems than orderly hierarchies.
  • Enrique Rubio Royo on 03 Nov 10
     
    Naturaleza liquida de las redes
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