world that included a post by Bill Ives - Managing Personal Knowledge: Setting a Foundation for Transformation? adoption is getting folks to manage their personal knowledge and adopt practices like blogging for personal knowledge management (PKM) and personal learning. What this has come to make me realize is that for the vast majority of knowledge workers (including myself), there should be no separation between my Personal Learning Environment (PLE), I've been reading a lot over the past few months around Personal Learning Environments and a lot of related material.

If we’ve learned nothing else in recent years, we’ve learned that improving performance through learning is more effective the more it is integrated with real work.  Learning pundits encourage the “integration of learning and work” but don’t always offer practical strategies that busy learning professionals can to use to make it happen.  In the next couple posts I’ll The goal of learning in the workplace is performance–individual and organizational.  How can we begin to truly reduce the number courses and catalogs in enterprise training and

Behavioural psychology and performance technology, its extension in the workplace have added greatly to our understanding how to improve human learning at work, but we have learned much since then, and technology has provided tools to both designers and learners that profoundly change the need for a process like ADDIE. Likewise customers and subject matter experts are much easier to work with once they understand the broad project process that ADDIE represents.  I’m at risk of flogging a very dead horse here, but some recent posts from Ellen Wagner (What is it about ADDIE that makes people so cranky?)

But, too much structure is not going to work. I mentioned quite a while ago (in Personal Work and Learning Environments (PWLE) - More Discussion and Personal Work and Learning Environments ) that: Knowledge work is not separate from learning. Yes, there are times that Knowledge Workers will step away from day-to-day activities to go do developmental learning activities that may not be directly related to their day-to-day knowledge work. Mohamed Amine Chatti (a fellow Eddie eLearning nominee) last two posts The LaaN Perspective , and Requirements of a PLE Framework are both interesting posts and worth reading.

Several people have asked for some clarification on my definition of Concept Work and Concept Workers . To help clarify this and to begin thinking through implications for Work Literacy Skills , I went back through a couple of different sources. Thomas Davenport classifies Knowledge Work Types in Thinking for a Living: How to Get Better Performances And Results from Knowledge Workers using a variety of classifications. One was based on the complexity of the work. Work that requires greater interpretation/judgment vs.

In my last post I listed ten strategies for integrating learning with work. They are a combination of concepts and methods that build knowledge and bring learning into day to day activities and workflow. 10 STRATEGIES FOR INTEGRATING LEARNING AND WORK They are environments I discussed the first three strategies in Part 1 .  

This post continues the Ten Strategies for Integrating Learning and Work series.   Last post I discussed communities of practice and social media, two strategies focused on collaboration and networks where learning and knowledge are a natural byproduct.  This post shifts focus to how structured problem solving and Action Learning approaches can intimately wed learning with working.   I’ll discuss strategies 6 and 7 from the list.  Each uses problems and work tasks as the subject matter for learning, reflection and behaviour change.

So i enjoyed a  recent post (The Rise of the Chief Performance Officer) by knowledge management leader Tom Davenport where he suggests merging organizational groups that share performance improvement as their mission but come at it from different vantage points and methodologies.  He cites a recent meeting of his knowledge management research group: ..we In a blog post while back i mentioned it might be nice to see the training function morph into something more akin to an organizational effectiveness unit in the next ten years.  we

This is the fifth and final post in the “10 Strategies for Integrating Learning and Work” series.  10 STRATEGIES FOR INTEGRATING LEARNING AND WORK Most of us accept that we learn through experience,  whether that experience is structured into a training program or simply the “experience” of working.   The series seems to have struck a chord and I appreciate the comments and e-mails in response to previous posts.  This last post focuses on the job (or role). 

This is the fourth post in the 10 Strategies for Integrating Learning and Work series”. Organizational Learning Practices (Strategy #8) offers opportunities to build learning into day to day work.  10 STRATEGIES FOR INTEGRATING LEARNING AND WORK The methods can help individuals, teams and entire organizations surface and understand predictable patterns of behaviour that lead to sub par performance and to adopt more positive patterns to improve personal and organizational effectiveness 1.