I do a lot of presentations where one of the topics is how to use LinkedIn more effectively as part of your knowledge work. In most cases, I will ask for a show of hands: How many of you have a LinkedIn Account? - Generally 50-70%. How many of you actively use LinkedIn? – Generally down to 10%. How many of you get really high value from LinkedIn? - Now down to 2-5% I am continually surprised by this result ( Getting Value from LinkedIn ).

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.

Accelerated Knowledge Acquisition: Through personally tagging, building a network of informed users, through subscribing to specific tags and from connecting with like minded taggers, you will acquire phenomenally fast access to resources of interest. What this means is that your access to knowledge is increased dramatically, your knowledge and understanding will develop more quickly and your awareness of current issues will keep you up to date and at the forefront in your field. Many educational benefits are attributed to the activity known as social bookmarking. Whilst

Lately there has been a lot of buzz about using Social Networking software and techniques in organizations. I've written about a number of uses: Social Networking Not Corporate Enough for Your Company? A Pharmaceutical Leveraging Web 2.0 --In a Big Way I have recently, given a presentation on the topic. Wikis, Blogs and Social Networks Presentation Materials And I have noticed a number of other Social Networking uses in corporate and government arenas focusing on a Wikipedia-style

The success of your Knowledge Management or online learning initiative depends on how well you can engage different people in your organization and really, how apt is your mode of delivery, to the content you're delivering. Very simply, the purpose of any online learning/ knowledge sharing implementation is to make capabilities explicit in an organization. I've been thinking about this recently and I think the Dreyfus Model of Skills Acquisition is a great way to articulate the different levels of expertise in a certain area, in an organization. If we use the Dreyfus model to map

Tags: knowledge management knowledge sharing learning professional developmen Looking at tools like Google Squared , Google Trends and Wolfram Alpha , it's becoming increasingly clear to me that one of the key challenges we have before us is learning how to ask questions. And not just any question, but the RIGHT questions.

This week is focusing on ‘ What is knowledge '. But I if you are interested in the philosophy of knowledge the articles are a delightful read. My thoughts will be on Connective knowledge has gotten humanity to where it is today In an increasingly specialized world connective knowledge can keep humanity together Freely gathered and promoted connective knowledge risks extreme theories reaching a bigger public In the article ‘ introduction to connective knowledge ' Stephen Downes leads the readers towards three conclusions to give a framework for

When organizations begin planning new ways for employees to share knowledge, the focus is often misplaced on the explicit act of sharing knowledge itself. Or, more succinctly : “Promoting knowledge sharing is a matter of (a) creating the relational conditions that facilitate interpersonal transfers, and (b) creating the structural conditions that facilitate diffusion.& We cannot meaningfully “force” people to share. At best, we can create situations/conditions/ecologies in which exchange of ideas will occur.

Learn and use the many analysis tools appropriate for different kinds of performance– task analysis for visible work, Cognitive walk-through for knowledge work and output focused performance analysis for both.  Process analysis and value stream analysis are useful for seeing work in the context of the broader system. If it so implicit as to be almost imperceptible (as if often the case with knowledge and creative work) there is some improvement you can offer before you even start to think about learning. The goal of learning in the workplace is performance–individual and organizational. 

They are a combination of concepts and methods that build knowledge and bring learning into day to day activities and workflow. They are environments (usually supported by technology) for groups of people with a common mission or interest to communicate, share learn and build knowledge needed to more effectively solve problems and accomplish work.  As a result CoP’s create knowledge as much as they transfer it–an essential feature in effective In my last post I listed ten strategies for integrating learning with work. I