Disruptive Innovation and Organizational Learning

The Performance Improvement Blog

Disruptive innovation has become a very popular notion about competition and organizational change. The difference now is that computer technology has dramatically increased the pace and reduced the cost of innovation. Rather than trying to predict disruptive innovation or create a department for disruptive innovation, executives and employees need to be continually learning so that they can adapt to change quickly, whether that change is external or internal.

Organizational Learning in Colleges and Universities

The Performance Improvement Blog

He points to the high cost, the high number of non-completers, the proliferation of online courses available anywhere at any time, and a disconnect between what is taught and what employers need. In order to change, colleges and universities must first learn; that is, acquire new organizational knowledge and new organizational skills. They must create an organizational routine of feedback, reflection, and active social learning.

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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.

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.

Hidden costs of an LMS: What to expect

Matrix

The decision of choosing the right learning management system makes no exception. If you’re involved in getting a new LMS for your company, read on to learn about some of the most common hidden costs that usually — but not always — creep into the acquisition process. Hidden costs of getting an LMS. Remember, a full-featured LMS that can respond to all your organizational learning needs comes at a certain official price.

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This Is What I Believe About Learning in Organizations

The Performance Improvement Blog

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. Companies must learn more deeply about their customers and markets. Training Is Not Learning. Work is No Longer Work .

Learning to be Great Organizations

The Performance Improvement Blog

In a previous post , I wrote about the importance of democratizing organizational learning. I argued that organizations need to be continuously learning for the purpose of improving performance and achieving business goals. And in another post I wrote that for this to happen, organizational leaders need tools. That is, they need methods for learning from the organization and for learning how to learn from the organization.

Barriers to Learning in Organizations

The Performance Improvement Blog

However, barriers to this learning are common in organizations. Limited resources – learning is not given adequate funding and support, e.g., staff are not given resources to experiment with new ideas before risking large scale implementation. Work-learning dichotomy – producing and selling things is valued whereas learning is merely tolerated, e.g., little involvement of supervisors in the training of their direct-reports.

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.

Program Evaluation: A Process for Learning

The Performance Improvement Blog

I believe that the primary purpose of evaluation should be organizational learning. Evaluation of a program, service, or organization should result in stakeholders learning how to achieve success and how to sustain that success over time. cost per person served). on a 5-point scale or that the cost of the adult day care program has gone down 10% in the past year are not particularly useful data for organizational learning.

Stop Relying on Training for Employee Learning

The Performance Improvement Blog

Formal training continues to take up too much of organizational resources. Formal, event-based training (courses, workshops, seminars, MOOCs) has a place in corporate learning but only a small place and only for employee learning that can’t be achieved in other, more timely, less costly, and more effective ways. Learning is not applied. Learning is not experienced by those who need it most. Most learning happens on-the-job anyway.

Why Your Organization Needs a Learning Culture

The Performance Improvement Blog

A learning culture is a community of workers continuously and collectively seeking performance improvement through new knowledge, new skills, and new applications of knowledge and skills to achieve the goals of the organization. A learning culture is a culture of inquiry; an environment in which employees feel safe challenging the status quo and taking risks to enhance the quality of what they do for customers, themselves, and other stakeholders. They want to learn!

Organizations as Communities - Part 1

ID Reflections

whether we use it to amplify our humanity and connectedness to each other and the planet or we use it to further short-term profits at the cost of humanity and all sentient beings. Collaboration communities of practice complexity Emergence Organization Design organizational learning Systems thinkingToday, the very definition of organizations has changed. The impact of digitization is going far beyond a few collaboration tools and platforms.

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. Health care providers from around the globe are attracting patients with lower cost surgeries and treatments. And if organizations are to respond intelligently, they must make learning a central part of their strategy for survival and growth. Action learning permeates all team activity.

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Managing Minds in the Workplace While Big Brother is Watching

The Performance Improvement Blog

In an attempt to increase productivity and lower costs, companies are installing technology that monitors and controls employee behavior. The follow-on message, therefore, is that your learning and development are not a priority for the company. They will be less likely to take responsibility for their own learning. Communication Employee Engagement Human Resource Development Learning Learning Culture Management Organization Culture Organizational Learning

Situated Learning: Essential for a Learning Culture

The Performance Improvement Blog

Recently, I had an experience that, for me, exemplifies the meaning of “situated learning”. With my iPad next to the water heater, I learned how to reset the little computer that regulates the pilot light and gas. Learning in this case required all of the elements of the actual situation: the particular water heater; the basement environment; the pressure I (and my wife) felt to have hot water; and my limited knowledge about modern heating and cooling.

What Bothers Chief Learning Officers?

The Performance Improvement Blog

Chief Learning Officers who belong to the Linkedin Learning, Education and Training Professionals Group were asked by Jason Silberman to describe their three biggest “pain points”. While not a scientific survey of Learning Officers, the 97 comments (to date) give us an indication of the kinds of issues that trouble learning leaders in organizations. Not knowing what results to expect from learning interventions, whether designed internally or purchased from vendors.

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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. Health care providers from around the globe are attracting patients with lower cost surgeries and treatments. And if organizations are to respond intelligently, they must make learning a central part of their strategy for survival and growth. Action learning permeates all team activity.

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By the Numbers

The Performance Improvement Blog

Reducing costs and increasing revenue are affected by many organizational and environmental factors beyond improved accounting practices. Employee engagement is affected by many organizational and environmental factors beyond leadership practices. He identifies five organizational reasons for this: Doing a survey and analyzing the data becomes the goal rather than the goal being to increase employee engagement.

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Joy to the World of Work

The Performance Improvement Blog

By explaining how Menlo works with clients, estimates costs, organizes work assignments, develops teams and leaders, and ensures quality, Sheridan provides a guidebook for creating joy in any organization. . Everything they do is an opportunity for learning. and visiting the company on several occasions, I believe the key to Menlo’s success is its “learning culture”. The value placed on the joy of learning comes through loud and clear to employees and observers. . .

Meaningful, Engaging, Workplace Culture

The Performance Improvement Blog

In a New York Times column titled “Rethinking Work”, Barry Schwartz writes: We want work that is challenging and engaging, that enables us to exercise some discretion and control over what we do, and that provides us opportunities to learn and grow. Such cases should serve to remind us there is a human cost to routinizing and depersonalizing work. In each case, the policy changes should be treated as experiments with learning as a goal.

Employee Learning Should Be About Change, Not Continuity

The Performance Improvement Blog

Colleges and universities cling to their academic traditions at all cost and hospitals adhere to the medical model in the face of stiff economic, political, and social pressure to change. All of these organizations behave as if organizational DNA is determining their future. Same can be said for employee learning. People need to learn what they need to know when and where they need it. They need to learn from the successes and failures of their teams.

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Corporate Online Courses and NanoDegrees: Pluses & Minuses

The Performance Improvement Blog

And Udacity has been designing MOOCs for Google and Cloudera to address technical learning needs of their employees and customers. Will the demand for highly skilled workers, the pace of change in technology, and the high cost of four-year institutions cause people to seek a narrow, job-focused, technical education? Will the study of history, social sciences, literature, languages, and the arts be sacrificed for the immediate benefits of learning just enough to get a job. .

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Aligning Employee Learning with the Organization

The Performance Improvement Blog

Improving employee learning and performance in organizations today means systems change. I wish it were otherwise, but learning is not just a classroom activity anymore, it must be a total system activity that takes into account strategic goals of the organization, the culture of the organization (values, beliefs, artifacts, structure, etc.), and the quality of the learning interventions (formal training, coaching, mentoring, self-directed study, action learning, etc.).

The Great Training Robbery Continues

The Performance Improvement Blog

When I ask the training and development leaders who participate in my ATD Essentials of Developing an Organizational Learning Culture workshop to say what percentage of employees who attend training programs actually apply what they’ve learned on the job, the answers range from about 10% to about 50%, with most at the lower end of that range. Then the training must be followed up with more learning on-the-job.

Learning Culture & Human Capital: The Reality, the Myth and the Vision

The Performance Improvement Blog

iLearning Forum is the most important learning meeting in Europe. While preparing the Learning technologies France 2018 conference programme, I have been doing research and reading, and in particular looking at L&D trends, Talent Management and Human capital management. and 64% believed people are a cost, not a driver of value). So much for Human Capital Management and Learning Culture! So they looked at the critical relationship between managers and learning.

What's Better: eLearning or Classroom?

The Performance Improvement Blog

However, they qualify that finding by writing: Despite what appears to be strong support for blended learning applications, the studies in this meta-analysis do not demonstrate that online learning is superior as a medium. In many of the studies showing an advantage for blended learning, the online and classroom conditions differed in terms of time spent, curriculum and pedagogy. I was wrong; e-learning is revolutionizing training. Work and learning are the same. (The

Culture Eats Strategy

The Performance Improvement Blog

To cut costs and boost collaboration, IBM forces some remote workers back into the office ( TechRepublic ). If these companies are making these changes to compete in today’s market, or cut costs now, or boost their stock price tomorrow, they are likely to be sadly disappointed in long-term results. The answer is to create an organizational culture in which learning is the primary job. This means not only encouraging people to learn but rewarding them for learning.

How Managers Put Up Barriers to Employee Learning

The Performance Improvement Blog

Organizational barriers to learning are often not as obvious as being given no budget for training, or no training facilities, or no LMS. I think I could learn a lot from being on that team. Also, our company’s vision and statement of beliefs say that employee development and learning is our competitive advantage. Boss: Jim, are you saying that you are not learning enough here in Product Support. (This post first appeared on LearningToBeGreat.com ).

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. Health care providers from around the globe are attracting patients with lower cost surgeries and treatments. And if organizations are to respond intelligently, they must make learning a central part of their strategy for survival and growth. Action learning permeates all team activity.

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Learning to Lead in the Time of Disruption

The Performance Improvement Blog

Ford Motor did assembly-line manufacturing of internal combustion vehicles for over a century), and when entry into a mature market was very difficult and costly, is challenging enough. Organizations must be learning constantly to ensure survival. Everyone needs to continually learn fast, learn collaboratively, and learn flexibly. Leadership Leadership Development Learning Culture Management Organization Culture Organizational Learning Training

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Sahana Chattopadhyay – Crystal Balling with Learnnovators

Learnnovators

ABOUT SAHANA CHATTOPADHYAY (Social Learning & Collaboration Strategist, Performance Consultant Exploring Emergent Learning, Blogger). Sahana Chattopadhyay is a performance consultant and an L&D professional with 15 years of experience in the field of academia and organizational learning. Her passion is to help organizations become learning organizations through social and collaborative learning. What is your vision for the learning community?

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The Future of Work and Learning

The Performance Improvement Blog

It’s fun but risky to speculate about the future of work and learning. Co-working – For cost reasons or social reasons or convenience, workers are choosing to share work space with people from other occupations and organizations. Lifelong learning – Workers need to be learning continually because of a world that is constantly changing. Whether one stays in the same job or moves to a new job, there will always be more to learn just to stay current.

The Changing Face of Work and Workplace Learning

Learnnovators

3D-printed, low cost prosthetic limbs will bring the smile back on many faces. 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. While Watson and Siri may seem far removed from our task of designing learning programs, the reality is they are not.

Six Obstacles To Building Communities In Organizations

Learnnovators

Rachel Happe begins her latest post, 10 Trends for the Future of Communities , with a comprehensive description of the various intersecting and intermingling streams and characteristics that inform communities, and I am quoting her below: “ Communities sit at the intersection of a number of trends; social media, digital transformation, a generational shift to prioritize purposeful work, the future of work, change management, leadership and social learning.”

Need to Calculate LMS ROI? Here’s How Business Leaders Do The Math

Talented Learning

EDITOR’S NOTE: Because extended enterprise learning involves multiple disciplines, we sometimes ask other experts to share their insights. If you’re responsible for organizational learning, you’re probably planning new or improved instructional programs for the coming year.

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Deeper eLearning Design: Part 1 – The Starting Point: Good Objectives

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 that really works. For a learning experience design to be truly effective, it has to have a focus. That focus is the outcome that the learning experience is designed to achieve. So, the starting point of a learning design has to be the objective that will achieve the outcome.

Opening the Black-Box to Evaluation

The Performance Improvement Blog

training, classroom education, e-learning, coaching, policy change) and then attributing that behavior change or lack of change to what happened in the “black box”. enhanced self-confidence, enrolling in college or technical school, starting a business), staff would not have the information they need to replicate ASYV, to improve programs, and to possibly figure out how to get the same results at lower cost. . . .

MOOCs In Workplace Learning – Part 1: Some Points To Consider

Learnnovators

Having taken the world of higher education by storm (though not everyone will agree), MOOCs are all set to disrupt/re-invent workplace learning. Just as the advent of e-learning created a shift in training paradigms a couple of decades back, MOOCs are set to create another shift today. With the rise of MOOCs, we are also likely to see social, collaborative learning take root in organizations. What is the value proposition of a MOOC in workplace learning?

Deeper eLearning Design: Part 2 – Practice Makes Perfect

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. We started with objectives and we’ll continue on through concepts, examples, emotional elements, and putting it together, but here we’re talking about good practice for learning. The formal goals for learning are twofold: 1. Retention over time until the learning is needed, and.