Clark Quinn
APRIL 18, 2011
What has to kick in here is a shared belief in a vision/mission that you can get behind, individuals equipped to solve problems collaboratively (what I call big L learning: research, design, experimentation, etc), and tools to hand for working together. And 21st century skills aren’t taken for granted but identified and developed.
Clark Quinn
NOVEMBER 5, 2013
For execution, we have training, performance support, performance coaching, assistance from others by cooperating, and self-designed or acquired support as part of personal knowledge management (PKM). design strategy' Underpinning this is a culture where cooperation and collaboration can flourish. So, what am I missing?
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Clark Quinn
NOVEMBER 13, 2018
Harold Jarche’s PKM is a good start, talking about seek > sense > share. But learning is, at core, about mentored practice. So I thought I’d rant, for a post, on what is involved in developing learning to learn skills. First, of course, you have to identify what they are ! What are learning to learn skills?
ID Reflections
DECEMBER 28, 2014
Or will work itself subsume learning enabled by a transformed L&D / facilitators / coaches / mentors and the "right" organizational culture? Managers and leaders have to don the hats of coaches and mentors for organizations to become learning organizations that adapt and move with the tide.
Jane Hart
APRIL 20, 2012
It will not be about designing personalised training nor managing people’s learning for them , but rather supporting their own personal learning strategies. Use Personal Knowledge Management (PKM) techniques as a continuous process of seeking, sense-making and sharing. Contribute and share. Get organized.
ID Reflections
OCTOBER 19, 2014
As an Instructional Designer and L&D Consultant, I am often asked questions like: 1.What Individuals will get their work done by talking to peers, reaching out to their network, and bringing their #pln and #pkm to work. This totally hits the nail on the head. What social collaboration platform should we use?
Performance Learning Productivity
JUNE 24, 2013
It’s also important because the 70:20:10 framework provides a way to integrate currently disparate development activities – such as leadership programmes, informal coaching and mentoring, and the extraction of learning from work through conversations, communities, sharing, reflective practice and other actions.
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