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70:20:10 - A Framework for High Performance Development Practices

Performance Learning Productivity

If you acknowledge that high performers usually build their capabilities through experience, through practice and through utilising a rich network of support rather than exclusively (or even mainly) through structured training and development away from the workplace, then you will immediately grasp the 70:20:10 concept.

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Buzzwords and Branding

Clark Quinn

Harold Jarche’s Personal Knowledge Mastery (PKM) , for instance, is a brand for a framework. I recently tried a brief attempt to remedy another, when I released the Performance Ecosystem Maturity Model. I use it as the organizing framework when I talk about mobile (really, the performance ecosystem): Augmenting formal learning.

PKM 186
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From Learning Management to Personal Knowledge Management

Jane Hart

Finding solutions to their own personal performance problems and/or improving their own productivity – through quick and easy access to on-demand resources and by constantly reviewing the tools in their personal toolkit. Here’s a short presentation by Harold Jarche that explains PKM and his Seek-Sense-Share PKM framework.

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12 features of supporting social collaboration in the workplace

Jane Hart

1 – moving from a focus on organising and managing training (which includes e-learning and blended learning) FOR others, to helping individuals and teams address their OWN performance problems. Want to find out more about PKM, then the Personal Knowledge Management workshop runs through September. In other words, it means.

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Developing learning to learn skills

Clark Quinn

Harold Jarche’s PKM is a good start, talking about seek > sense > share. People need models and frameworks that guide performance. You can point out, as a meta-discussion, when people are learning effectively. The worst thing is to leave it to chance, or assume your learners are effective self-learners.

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Is it time for a BYOL (Bring Your Own Learning) strategy in your organization? #BYOL

Jane Hart

A number of comments focused on how we now need to make training/e-learning more “engaging” or “effective” to recapture the interest of these people. For some people, this may simply mean getting out of their way; for others it may involve providing some guidance and assistance on how to be an effective BYOLearner. Get organized.

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Friday Finds: The Best of Learning, Design & Technology | August 20, 2021

Mike Taylor

You’ll find insights from Megan Torrance: on data, Connie Malamed on visual design, Karen Hyder on virtual instructor-led training, Nick Floro on educational technologies and Bob Mosher & Conrad (“Con”) Gottfredson on performance support/workflow learning. The Most Disruptive Trend Of 2021: No Code / Low Code.