Effectiveness Knowledge Management Knowledge Worker Social Learning 
Jane Hart
AUGUST 11, 2012
The most effective workers are using Personal Knowledge Management (PKM) techniques, to manage this process and get things done. So how effective are your own PKM skills? How well are you exploiting social media tools and networks for your own professional development?
Jane Hart
APRIL 27, 2012
They acted as if the natural way of informal learning didn’t exist. They squandered the opportunity to increase their effectiveness by becoming networked learning organizations.” ” Jay asks for help in identifying examples and stories of organizations that are taking advantage of informal learning.
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Learnnovators
NOVEMBER 9, 2015
I am a huge believer of the practice because I have experienced the effect first hand. It has helped me to develop my personal learning network (PLN) and enabled my PKM. The 9:00 am to 5:00 pm notion of work is all but vanishing, at least for the knowledge workers.
Learnnovators
AUGUST 19, 2015
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. THE INTERVIEW: 1.
Instilled
JULY 2, 2019
A constant state of connection has grown increasingly common, especially for knowledge workers. From email and messaging apps to social media and Alexa, it’s rare to feel completely disconnected from technology (without taking what may seem like drastic measures). Deliver Learning in the Flow of Work.
Tony Karrer
APRIL 13, 2010
Google Buzz , Google Wave and PKM PKM stands for Personal Knowledge Management, which is a definite passion of mine (see Work Literacy and Social Media for Knowledge Workers ). Effectiveness Informal Learning Reaction? I’ve grouped them and commented on what I’m seeing. I’d be curious your thoughts?
ID Reflections
DECEMBER 28, 2014
Will we still continue to speak about learning as an activity to be undertaken in order to be effective at work? Or will work itself subsume learning enabled by a transformed L&D / facilitators / coaches / mentors and the "right" organizational culture? How do we as L&D tackle this?
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