ID Reflections

JUNE 29, 2014

The impact of technology, globalization, ubiquitous connectivity, remote work and distributed work teams, and economy of individuals to name a few drivers have changed the face of workplace learning and performance dramatically. Refer to Ross Dawson’s The Future of Work for a detailed overview.

Roles 167

Roles Social Media OER Performance Support 167

Jane Hart

FEBRUARY 14, 2016

Social learning is a natural everyday phenomenon; simply put, we learn from our colleagues as we work with them. For this reason the new enterprise social platforms (like Enterprise Social Networks (ESNs) that underpin social collaboration are your most valuable social learning platforms.

Social Networks 100

Social Networks Social Network Social Social Learning 100

Clark Quinn

OCTOBER 16, 2013

Similarly social would play a much more central role, arguably our first recourse. Employees would be tightly coupled to their work teams, and more loosely coupled to their communities of practice. Teams would be diverse and flexible, and group work would be the norm.

Change 173

Change Performance Support Diversity Training Communities of Practice 173

Jane Hart

AUGUST 27, 2012

I’ll be addressing that point in further postings in the coming weeks as I take a closer look at Learning in a Social Business, and the role of the Workplace Learning Professional in a Social Business. to the ”blend” Learning in the flow or work, “smart” working. networked mindset). Adding social.

Blended Learning 198

Blended Learning Social Business Performance Support 198

CLO Magazine

OCTOBER 23, 2012

Lots of the opportunities to improve come through the network, through the people we learn with and from. When possible, augment formal learning with social learning, segueing from courses to the appropriate community of practice. Leaders get better outcomes if they work with employees to create meaning.

Performance Support 72

Performance Support Performance Mentoring Suite 72

Performance Learning Productivity

JANUARY 3, 2013

Jarche recommends coaching, mentoring, linking cognitive surplus with time surplus to solve real problems in the workplace, addressing difficult challenges, and building networks and communities. Training focuses on the role – Development focuses on the person 10. Clark’s diagram here gives a clear view.

Solution 196

Solution Compliance Training Training Train 196