Agile Learner; Agile Leader

The Performance Improvement Blog

I have to admit that prior to hearing Elliott Masie talk about “learning agility” last week at the virtual Human Captial Media Symposium for CLOs , the concept was not on my radar. However, aspiring to be agile myself (mentally and physically), I’m willing to learn something new and, maybe, discard some old notions about human development and leadership. It appears that there are at least three definitions of learning agility being used in the field.

Agile 171

Force Field Analysis of Organizational Learning

The Performance Improvement Blog

learning) and the factors that block people from achieving that change. The table below lists forces that commonly drive learning in organizations and the factors that block learning in organizations. Work vs. Learning. Need for Agility. The usefulness of this force-field analysis of organizational learning is in stimulating action to add and enhance the factors that drive learning and stimulating action to eliminate and reduce the factors that block learning.

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LearnTrends: Reinventing Organizational Learning

Experiencing eLearning

These are my live blogged notes from Jay Cross & Clark Quinn’s LearnTrends session on Reinventing Organizational Learning. Article they wrote for CLO mag: “Become a Chief Meta-Learning Officer&#. Need to be more agile & change. If you don’t know the solution & need to network/collaborate to find it, that’s learning. Clark: “we’re the people who’ve retained our love of learning despite our education&#.

Uberizing Organizational Learning – Thinking Beyond Courses

ID Reflections

We have to think agile, instant, accessible, contextual, micro-sized, real time… We need to uberize organizational learning. Uberization ” has taken off as the new term that according to me has come to stand for – disruption, innovation, lean operating model, harnessing of the affordances of the sharing economy, and a hyper-connected world driven by imagination and creativity where everything is a mobile-click away – including learning. Learning is no exception.

Search for the Agile Learner

The Performance Improvement Blog

Modern organizations need agile learners. The most successful employees will be those who embrace the change and seek out learning when, where, and how they learn best. In other words, they must be agile learners. As I wrote in a previous blog post, at least three definitions of learning agility are being used in the field. They write that agile learners…. Elliott Masie suggests a third definition of learning agility.

Search 109

Organizational Learning Is A Social Act

CLO Magazine

We make many assumptions about organizational learning. On the surface we seem to know what organizational learning is: People attend programs or complete e-learning modules, they learn something new and they somehow become better. But this approach doesn’t represent how people in organizations actually learn. Hence we see massive failures across the board in the effectiveness of organizational learning.

Manager's Role in Learning and Performance Improvement

The Performance Improvement Blog

What should be a manager’s role in employee learning? In answering this question, the first thing managers have to understand is that continuous learning is the modus operandi for all high performance organizations. Individual, team, and enterprise performance can’t improve without learning. Learning isn’t in addition to a manager’s job; it IS a manager’s job. An engineer in a prototype department of a manufacturer learns how to operate a 3D printer.

Roles 171

Demystifying Working Out Loud

Learnnovators

In this post, I want to demystify working out loud and highlight the organizational as well as personal growth that accrues from the practice. It has helped me to develop my personal learning network (PLN) and enabled my PKM. It is perfectly possible to share one’s experience over a “lunch & learn” session; however, if that session can also be aired on Hangout, the impact is amplified tenfold.

This Is What I Believe About Learning in Organizations

The Performance Improvement Blog

This is a future in which workers are smarter, more agile, and more innovative. The Purpose of Business is Learning. But none of this is possible without learning. At its core, any high performing organization is about learning; continually using new information to become smarter, better, and more effective. To survive and thrive today, industries need innovation which is essentially about learning. Training Is Not Learning.

“Digital Mindset”: What Is It All About?

Learnnovators

“Digital mindset” seems to have become another buzzword–rather buzz-phrase to be grammatically precise–whenever the conversation (online or offline) veers toward social business, social learning, collaboration, and other 21st Century phenomenon in general. Agile and adaptable: Agility here is more than just adapting to change. One needs to be agile, adaptive, and vigilant to operate in this zone.

The Changing Face of Work and Workplace Learning

Learnnovators

The rise of mobile computing in the form smartphones, tablets, and wearable devices accompanied by ubiquitous Internet connection is creating unforeseen change–in how we work, learn, communicate, do business, conduct personal tasks, and myriad other aspects. As working professionals and L&D personnel concerned with training and organizational learning, capability building and talent development, we cannot ignore the implications of this changing landscape.

Push Training vs. Pull Learning

The Performance Improvement Blog

In contrast, pull learning is a learner-driven, bottom-up approach that enables people to access the information they need when and where it is needed. The focus is on performance (what you can do), sharing knowledge that leads to better performance (collaborating), and provid­ing two-way feedback about the information that affects what others will learn (communicating). The pull model of learning is performance-based. PULL LEARNING CULTURE.

What is Influencing the Future of L&D?

Learnnovators

You are wrong if you are expecting me to start crystal-ball gazing to identify the future shape of corporate learning and development. These include: The way people are connecting and collaborating (social learning) is changing: How can we support them better? The importance of agility: businesses and individuals need to stay ahead of the game. The need for learning flexibility, demanding mobile technology.

MOOCs in Workplace Learning – Part 5: Skills Learners Need Today

Learnnovators

I have been writing about MOOCs in the context of workplace learning from different perspectives for some time now. The earlier posts… MOOCs in Workplace Learning – Part 1: Some Points to Consider. MOOCs in Workplace Learning – Part 2: Designing a MOOC. MOOCs in Workplace Learning – Part 3: Launching a MOOC. MOOCs in Workplace Learning – Part 4: Their Role in Corporate Universities.

MOOCs In Workplace Learning – Part 2: Designing a MOOC

Learnnovators

@ ignatia (Inge de Waard) describes MOOCs thus in her Master’s Thesis: “MOOC is above all referring to a pedagogical model with independent learners, access to information, opportunity to create emerging, spontaneous, yet not directed learning communities, etcetera. Corporate Learning will be transformed and will take on more importance wrote Josh Bersin in his HR predictions for 2015. There is an urgent need to re-imagine workplace learning for the networked world.

Deeper eLearning Design: Part 6 – Putting It All Together

Learnnovators

The goal of this series is to build upon good implementations of instructional design, and go deeper into the nuances of what makes learning really work. Fast forward a few decades (shhh), and the agile manifesto arises for software development, focusing on the same elements. Now we’re hearing about these principles being proposed for learning design, and I couldn’t be happier. You can (and should) get more agile and actually develop iterative versions of your final result.

Organizations as Communities - Part 1

ID Reflections

Top down, hierarchical, command and control organizations just do not have the agility or the resilience to meet the needs of today. However, the underlying business processes, managerial strategies, and workplace protocols still adhere to mechanistic, Industrial Era paradigms with performance, speed and bottom line being the drivers. Collaboration communities of practice complexity Emergence Organization Design organizational learning Systems thinking

7 Characteristics Of A Digital Mindset

Learnnovators

We just have to look around us and we will find umpteen examples of traditional operational and business models giving way to the innovative, agile and connected models of the 21st Century – AirBnB, Uber, Alibaba are poster kids on the block but there are many more coming up just waiting to disrupt the known ways of doing business. This in turn makes it difficult for them to be learning agile or to adjust to a rapidly changing and ambiguous world. Agile Approach.

Reprise: Learning to Compete

The Performance Improvement Blog

The rate at which an organization learns may be the only sustainable competitive advantage. If you are learning more rapidly than the competition, you can get ahead and stay ahead. Clawson in their chapter in the book, Creating a Learning Culture , write this about competition and learning: Today it seems that organizations need to be able to do more than just adapt: they must become agile in the face of constantly changing conditions.

Agile 162

Reprise: Learning to Compete

The Performance Improvement Blog

The rate at which an organization learns may be the only sustainable competitive advantage. If you are learning more rapidly than the competition, you can get ahead and stay ahead. Clawson in their chapter in the book, Creating a Learning Culture , write this about competition and learning: Today it seems that organizations need to be able to do more than just adapt: they must become agile in the face of constantly changing conditions.

Agile 149

Push Training vs. Pull Learning

The Performance Improvement Blog

In contrast, pull learning is a learner-driven, bottom-up approach that enables people to access the information they need when and where it is needed. The focus is on performance (what you can do), sharing knowledge that leads to better performance (collaborating), and provid­ing two-way feedback about the information that affects what others will learn (communicating). The pull model of learning is performance-based. PULL LEARNING CULTURE.

Reprise: Managing Minds, Winning Hearts

The Performance Improvement Blog

We are now in the "Knowledge Economy" which means that we must learn differently than we have in the past. As I wrote in a previous blog post titled, The Manager's Abridged History of Work and Learning : . This has profound implications for how we manage workers and how we facilitate learning in the workplace. It is a future in which workers will have to be smarter, more agile, and more innovative than ever.

Why Management Needs to Change

The Performance Improvement Blog

Your primary responsibility is to lead people into a 21st-century knowledge economy that supports and sustains learning over everything else. Learning is the critical differentiator in the knowledge economy. How you manage that learning is the new competitive advantage. The lesson is clear: Corporations must learn to listen to their customers and employees or face the consequences.

Change 125

Future of Employee Learning

The Performance Improvement Blog

“if anybody says to you here’s where learning will be in five years, run in the other direction.” This is what Elliott Masie, Founder & President of The MASIE Center, said this week at the beginning of his Keynote session at the Human Capital Media Symposium for Chief Learning Officer. One is personalization of learning. Courses, books, articles, videos, and online practice groups can be accessed according to the learning needs of each employee. Why Learn?

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MOOCS IN WORKPLACE LEARNING – PART 2: DESIGNING A MOOC

Learnnovators

@ ignatia (Inge de Waard) describes MOOCs thus in her Master’s Thesis: “MOOC is above all referring to a pedagogical model with independent learners, access to information, opportunity to create emerging, spontaneous, yet not directed learning communities, etcetera. Corporate Learning will be transformed and will take on more importance wrote Josh Bersin in his HR predictions for 2015. There is an urgent need to re-imagine workplace learning for the networked world.

MOOCS IN WORKPLACE LEARNING – PART 5: SKILLS LEARNERS NEED TODAY

Learnnovators

I have been writing about MOOCs in the context of workplace learning from different perspectives for some time now. MOOCs in Workplace Learning – Part 1: Some Points to Consider. MOOCs in Workplace Learning – Part 2: Designing a MOOC. MOOCs in Workplace Learning – Part 3: Launching a MOOC. MOOCs in Workplace Learning – Part 4: Their Role in Corporate Universities. A MOOC is an intrinsically participative, collaborative mode of learning.

Learning to Compete

The Performance Improvement Blog

The rate at which an organization learns may be the only sustainable competitive advantage. If you are learning more rapidly than the competition, you can get ahead and stay ahead. Clawson in their chapter in the book, Creating a Learning Culture , write this about competition and learning: Today it seems that organizations need to be able to do more than just adapt: they must become agile in the face of constantly changing conditions.

Agile 138

MARGIE MEACHAM – CRYSTAL BALLING WITH LEARNNOVATORS

Learnnovators

ABOUT MARGIE MEACHAM: Author and Learning Consultant Margie Meacham first became interested in helping people learn when she was a little girl struggling with first grade. It’s an honor to have you here today to discuss the past, present, and future of workplace learning.

Brain 198

Why Management Needs to Change

The Performance Improvement Blog

Your primary responsibility is to lead people into a 21st-century knowledge economy that supports and sustains learning over everything else. Learning is the critical differentiator in the knowledge economy. How you manage that learning is the new competitive advantage. The lesson is clear: Corporations must learn to listen to their customers and employees or face the consequences.

Change 100

Emergent Workplaces: Learning In The Networked World

Learnnovators

A recent, very brief conversation with @krishashok triggered a few thoughts related to emergent workplaces and what learning in the networked world will look like. Here are two definitions from Wikipedia that captures the essence of Networked Learning: “ Networked learning is a process of developing and maintaining connections with people and information, and communicating in such a way so as to support one another’s learning. This is my area of passion.

Managing Minds, Winning Hearts

The Performance Improvement Blog

We are now in the "Knowledge Economy" which means that we must learn differently than we have in the past. As I wrote in a previous blog post titled, The Manager's Abridged History of Work and Learning : . This has profound implications for how we manage workers and how we facilitate learning in the workplace. It is a future in which workers will have to be smarter, more agile, and more innovative than ever.

The Top Six Things Organizations Must Do to Enable Emergent Learning

Learnnovators

What is common across the learning modes and methods mentioned? Social learning via an enterprise collaboration platform. Mobile enabled learning accessible anytime, anywhere, on any device of the user’s choice. MOOCs which straddle the line between social learning and e-learning with learner communities. These are essentially “pull” and collaborative learning modes and cannot be imposed. But first, WHAT IS EMERGENT LEARNING?

Workplace Learning in a World “Beyond Automation”

Learnnovators

In another related HBR article with an interesting title, We Should Want Robots to Take Some Jobs , the writer makes a valid point: “ In the task-centered economy humans have no value beyond the tasks they perform. The remaining tasks will require individuals who fundamentally think differently about work and learning. The key question we (as L&D/HR) need to think of is how are we going to support workplace learning to build such skills in the workforce?

Clark Quinn – Crystal Balling with Learnnovators

Learnnovators

ABOUT CLARK QUINN (Learning Technology Strategist): Clark Quinn, Ph.D., helps organizations align technology with how we think, work, and learn. He integrates creativity, cognitive science, and technology to lead development of strategic solutions including award-winning online content, educational computer games, and websites, as well as adaptive, mobile, and performance support systems. How do we ensure learning faster than everyone else?

GETTING STARTED WITH WORKING OUT LOUD

Learnnovators

I am trying to move to a mode where I’ll write shorter posts more regularly on specific topics, questions posed to me, or an aspect of modern workplace learning that interests me. I happened to mention “ working out loud ” as a practice that is fundamental to social and collaborative learning, and drew a completely blank stare. Share a snippet from the day’s work that captures a learning, a mistake made, or insight gleaned. It is a very powerful learning tool.

THE CHANGING FACE OF WORK AND WORKPLACE LEARNING

Learnnovators

The rise of mobile computing in the form smartphones, tablets, and wearable devices accompanied by ubiquitous Internet connection is creating unforeseen change–in how we work, learn, communicate, do business, conduct personal tasks, and myriad other aspects. As working professionals and L&D personnel concerned with training and organizational learning, capability building and talent development, we cannot ignore the implications of this changing landscape.

IBM 100

EMERGENT WORKPLACES: LEARNING IN THE NETWORKED WORLD

Learnnovators

A recent, very brief conversation with @krishashok triggered a few thoughts related to emergent workplaces and what learning in the networked world will look like. Here are two definitions from Wikipedia that captures the essence of Networked Learning: “ Networked learning is a process of developing and maintaining connections with people and information, and communicating in such a way so as to support one another’s learning. NETWORKED LEARNING CHARACTERISTICS.