Networking using social media is breaking down silos and building options for sharing information and know-how but it also is a capability that needs to be developed. To enhance skills, especially those not fully developed in school or prior experience. To improve adaptability to changes in organization and industry. Organizations need to support continuous learning continuously. Employee Engagement Human Resource Development Organization Culture Organizational Learning culture engagement globalization learning management productivity technology MORE >>

Wise Chief Learning Officers are thinking about how social networks will augment learning & development. The exec secured a mandate from the executive committee to experiment with social networking in three areas of the company, international sales, manufacturing resource forecasting, and learning & development. You appreciate that social business — connecting everyone in the organization in networks makes sense. You’ve also sensed a groundswell in the learning and development community favoring social, self-directed, “pull” learning. Here’s an example. MORE >>

Recently, I was asked a very thought-provoking question by the director of HRD for a large organization. Like HRD departments in many large organizations, each year they offer a long list of courses and programs that have all of the current buzz words in their titles. However, I’m also quite sure that very little has changed in the wider organization as a result of the many outstanding events put on by this unit. The competency model, which provides the underlying theory of event-based training, is doing a disservice to the current needs of organizations. MORE >>

For decades, organizational growth has been viewed as a positive development, but it has come at a cost. As organizations grow, the original simplicity gets harder to maintain. Current management wisdom – based on Robin Dunbar’s research ; the size of military units through history; and the work of management experts such as Tom Peters – considers the ideal size of an organization to be around 150 people. Intermediate layers of power and delegation begin to develop above 150 people and companies then enter the realm of complication. Complication. MORE >>

Our High Impact Learning Organization ™ research, which looks at more than 20 different elements of L&D, found that the strength of an organization’s learning culture is the greatest predictor of business impact. Most of the practices we identified in this research must be developed through collaboration with business leaders. Tags: Innovation Learning Culture Learning Programs Organization & Governance social networking ‘Culture’ is a powerful word that brings with it many meanings. We live within them. History is their story. And guess what? MORE >>