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Each member will bring their expertise to bear and share their knowledge and experiences. L&D will have to don the hat of community managers and become learners. It will be a participative ecosystem with knowledge and skills being freely shared. Again, I go back to the notion of L&D becoming community managers. Social media and open resources like MOOCs will foster an era of self-driven learners who know what they need, where to find it and take their pick. MORE
Over the past few years, the need to become a social business and to promote enterprise-wide collaboration have taken hold in many organizations. The crux of the problem lies in our inability to see how the culture of organizations stem from and is shaped by the very discourse of management that we have collectively subscribed to ever since the Industrial Revolution and the manufacturing era. MORE
They will expect and demand to learn differently — social, mobile and cloud will play a big role. It is time to accept that talent management is a critical business need and a business process; it is not an HR/L&D process. Josh Bersin in the presentation 21st Century Talent Management points out some of the following as imperatives for a holistic talent system: Creating Magnetic Employment Brand. Rebuilding Management Skills and PM. MORE
Community Management is an evolving role and organizations are beginning to see the need for this role. In this post, I want to talk about the different hats that we need to don as community managers. The premise of this post is that when an organization makes a conscious effort to move towards a more social way of doing business, it usually begins with the introduction of an enterprise collaboration platform. MORE
I happened to mention “ working out loud ” as a practice that is fundamental to social and collaborative learning, and drew a completely blank stare. While “social learning” as a phrase, concept and strategy is fairly well-known by now, the concept of “working out loud” hasn’t yet garnered that level of popularity. Sahana Chattopadhyay is an L&D Consultant, OD Specialist, Blended Learning Architect, Social Learning Evangelist, and Blogger. MORE
The emergent nature of MOOCs can have interesting outcomes: They can enable the formation of Communities of Interests (CoIs), which can evolve into Communities of Practices (CoPs) if participants are keen on building the domain knowledge and practices. Because of its blended nature – formal course content with informal and social learning woven around it – MOOCs cannot be a top down endeavour. This requires online community management skills on the part of the MOOC facilitator. MORE
Here are a couple of things that MOOCs are NOT : A MOOC is NOT an on-line course with a discussion forum and a couple of other “social features” tagged on to it. MOOCs are well-suited for open-ended topics that generate discussions and debates, have new knowledge and research growing around it, and are of interest to a wide audience. To make MOOCs successful, it is important for orgs to have: Community managers and facilitators — I have written about this later in the post. MORE
The emergent nature of MOOCs can have interesting outcomes: They can enable the formation of Communities of Interests (CoIs), which can evolve into Communities of Practices (CoPs) if participants are keen on building the domain knowledge and practices. Because of its blended nature – formal course content with informal and social learning woven around it – MOOCs cannot be a top down endeavour. MORE
They will expect and demand to learn differently — social, mobile and cloud will play a big role. It is time to accept that talent management is a critical business need and a business process; it is not an HR/L&D process. Josh Bersin in the presentation 21st Century Talent Management points out some of the following as imperatives for a holistic talent system: Creating Magnetic Employment Brand. Rebuilding Management Skills and PM. MORE
With the rise of MOOCs, we are also likely to see social, collaborative learning take root in organizations. This will provide the employees with an opportunity to acquire skills and knowledge in their areas of interest beyond the purview of their current roles thus equipping them with new skills, a critical aspect of professional development. They can probably learn via more informal and social means—both synchronous and asynchronous. MORE
This obviously undermines one's belief in the knowledge of physicians. In a positive sense, the doctor can connect to the knowledge of the patient and diagnose more in-depth. Many doctors feel it as a threat that patients have knowledge and an opinion. Data, information or knowledge ? There were clearly different views about whether you can find knowledge online, or only information. Some people think that you can find information online, but not knowledge. MORE
Don Tapscott (italics mine) I recently wrote about the challenges of integrating social learning in the workplace. Even as I was mulling over the topic and browsing through Dion Hinchcliffe’s posts for insights on social business, I had a moment of epiphany. Social Learning and social business go hand in hand. To facilitate social learning, an organization has to become a social business first. Becoming a truly social business is an inside out change. MORE
The technological affordances of social and mobile add to the ability to provide an ecosystem of continuous and pervasive learning. Organizations are beginning to realize this and are seeking to shift their learning strategy to more fluid and dynamic methodologies like MOOCs, social and informal learning. MOOCs can enable learners to learn whenever there is a need by facilitating seamless switching between formal and informal modes, and social or individual learning. MORE
Because everything in the corporate world seems to be shifting and transforming beyond recognition with incredible speeds, learning specialists appear to have become part of an emergency unit, constantly there to assist when needed. A lot of the issues that occur come from the fact that managers have little control and even less communication with the L&D departments. Read more: Reporting on talent management. They need purpose, meaning and social implication. MORE
With the rise of MOOCs, we are also likely to see social, collaborative learning take root in organizations. This will provide the employees with an opportunity to acquire skills and knowledge in their areas of interest beyond the purview of their current roles thus equipping them with new skills, a critical aspect of professional development. They can probably learn via more informal and social means—both synchronous and asynchronous. MORE
I recently wrote about the challenges of integrating social learning in the workplace. Even as I was mulling over the topic and browsing through Dion Hinchcliffe’s posts for insights on social business, I had a moment of epiphany. Social Learning and social business go hand in hand. To facilitate social learning, an organization has to become a social business first. A piecemeal approach to social learning will only serve to confound us further. MORE
I have been writing about social learning and its related concepts – communities of practices , working out loud and skills for the networked world for quite some time now. Social learning has become a buzzword in the workplace learning space, and every other organization is claiming to have “social learning” as a part of the mix. The catch is that “social learning” cannot just be implemented or enforced. Nor can one be sent off to attend a class on social learning. MORE
A process to be mandated by management/supervisors/organizations with defined rules. The 9:00 am to 5:00 pm notion of work is all but vanishing, at least for the knowledge workers. The baby boomers are retiring taking their tacit knowledge and experience with them. Thus not only do we lose out on diverse inputs and knowledge, we also proverbially reinvent the wheel many times over and feed into systemic inefficiency. MORE
They require the sharing of tacit knowledge, which cannot easily be put into a manual. In addition, tacit knowledge flows best in trusted networks. This trust also promotes individual autonomy and can become a foundation for organizational learning, as knowledge is freely shared. Without trust, few people are willing to share their knowledge. Many organizations are also beginning to believe this and are investing in Enterprise Social Network (ESN) platforms. MORE
Although a “social business” is powered by new social technologies, it is not the technology itself that makes the difference, it’s not about layering social approaches on the old industrial age thinking, but a fresh, new mindset and approach to working and learning. So whilst e-business is about automation, social business is about innovation. Now, let’s be clear about what a social business is. LEARNING IN A SOCIAL BUSINESS. MORE
The technological affordances of social and mobile add to the ability to provide an ecosystem of continuous and pervasive learning. Organizations are beginning to realize this and are seeking to shift their learning strategy to more fluid and dynamic methodologies like MOOCs, social and informal learning. MOOCs can enable learners to learn whenever there is a need by facilitating seamless switching between formal and informal modes, and social or individual learning. MORE
The digital five forces – Social Media, Big Data, Mobility and Pervasive Computing, Cloud, and AI and Robotics – are disintermediating, disrupting and deconstructing the old world order. What is often happening are piecemeal and fragmented approach at attempts to use Big Data or Social Media or the affordances of the Cloud. Sahana Chattopadhyay is an L&D Consultant, OD Specialist, Blended Learning Architect, Social Learning Evangelist, and Blogger. MORE
Here are a couple of things that MOOCs are NOT : A MOOC is NOT an on-line course with a discussion forum and a couple of other “social features” tagged on to it. MOOCs are well-suited for open-ended topics that generate discussions and debates, have new knowledge and research growing around it, and are of interest to a wide audience. A level of comfort with social tools and norms (discussion forums, blogging, micro-bloggging). MORE
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.” MORE
No longer is knowledge and information tied to workplace hierarchy. In an insightful article from HBR called From the Knowledge Economy to the Human Economy , there is this telling para that reflects the organizations and workers of the future: “ In the human economy, the most valuable workers will be hired hearts. The know-how and analytic skills that made them indispensable in the knowledge economy no longer give them an advantage over increasingly intelligent machines. MORE
“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. One of the oft-repeated reasons for the failure of Enterprise Social Networks (ESNs) in organizations is often attributed to a lack of “digital mindset” in the employees or leadership or both. MORE
I have been writing about social learning and its related concepts – communities of practices , working out loud and skills for the networked world for quite some time now. Social learning has become a buzzword in the workplace learning space, and every other organization is claiming to have “social learning” as a part of the mix. The catch is that “social learning” cannot just be implemented or enforced. Nor can one be sent off to attend a class on social learning. MORE
They require the sharing of tacit knowledge, which cannot easily be put into a manual. In addition, tacit knowledge flows best in trusted networks. This trust also promotes individual autonomy and can become a foundation for organizational learning, as knowledge is freely shared. Without trust, few people are willing to share their knowledge. Many organizations are also beginning to believe this and are investing in Enterprise Social Network (ESN) platforms. MORE
A community grows around a domain where practitioners share their insights, knowledge and doubts, the work processes. Explicit and tacit knowledge gets shared. This is where a community manager can be indispensable. If these happen to be from the senior management, so much the better. When these individuals leave their organizations, they walk away with their tacit knowledge. Some help from a community manager in the case of an enterprise community is helpful. MORE
Home > Learning Technologies , Social Learning > Is There a Better Way to Social Learning? Is There a Better Way to Social Learning? My conversation with George was no exception as we spoke at length about Connectivism , social learning networks, and the future of current learning technologies (LMS, LCMS, etc.) in light of social media. This is a list of roughly the top 35 or so social media vendors providing a broad core set of social media capabilities. MORE
I happened to mention “ working out loud ” as a practice that is fundamental to social and collaborative learning, and drew a completely blank stare. While “social learning” as a phrase, concept and strategy is fairly well-known by now, the concept of “working out loud” hasn’t yet garnered that level of popularity. My posts are usually pretty detailed, researched, and long. MORE
No longer is knowledge and information tied to workplace hierarchy. In an insightful article from HBR called From the Knowledge Economy to the Human Economy , there is this telling para that reflects the organizations and workers of the future: “ In the human economy, the most valuable workers will be hired hearts. The know-how and analytic skills that made them indispensable in the knowledge economy no longer give them an advantage over increasingly intelligent machines. MORE
The diagram traces the evolution of different social technology and their potential to enforce and enable a deep change in how organizations function and their structure. Read the post, How Social Technology has Emerged as an Enterprise Management Model , for an in-depth understanding. I am not going to tread into management theory or organizational structures in this post. Standardization, efficiency, processes, supervisory management, planning, etc., MORE
Social learning via an enterprise collaboration platform. MOOCs which straddle the line between social learning and e-learning with learner communities. This is leading to a shift in the role of the L&D department – from managers and disseminators of formally designed programs to facilitators and enablers of collaboration and communities. It is in communities that knowledge is exchanged and challenges solved. MORE
Each member will bring their expertise to bear and share their knowledge and experiences. L&D will have to don the hat of community managers and become learners. It will be a participative ecosystem with knowledge and skills being freely shared. Again, I go back to the notion of L&D becoming community managers. Social media and open resources like MOOCs will foster an era of self-driven learners who know what they need, where to find it and take their pick. MORE
Collaborative Learning Specialists - of all types! Collaborative and Social Networking Systems. Resident expert - is accessible to networks of people, provides ideas as needed, shares expertise, has high visibility, initiates thinking ( SMEs , face-to-face trainers, consultants - as specialist SME bloggers who are sought after, followed by their networks in domain areas inside Enterprises). tool and is positioned as a champion, e.g. Wiki, Blog, Second-Life, social media, etc. MORE
I have been writing about the shifts required by L&D to meet the connected and collaborative knowledge economy for some time now. Role of Community Management in Workplace Learning Today. So far, the role of L&D has been to define programs and training based on past data – identified skills gaps, best practices and established processes, explicit knowledge residing in experts or documented processes. They do not need stringent monitoring and managing. MORE
Increasingly the human workforce will have to take on the unstructured work that requires skills like judgement, decision making, pattern sensing, emotional intelligence, social intelligence, and more. The table below captures the shifts as I see it: I have been writing about social and collaborative learning, the importance of communities of practices and networked learning skills like building one’s PLN and PKM for some time now. MORE
Learnnovators
DECEMBER 13, 2015
Over the past few years, the need to become a social business and to promote enterprise-wide collaboration have taken hold in many organizations. The crux of the problem lies in our inability to see how the culture of organizations stem from and is shaped by the very discourse of management that we have collectively subscribed to ever since the Industrial Revolution and the manufacturing era.
Learnnovators
MAY 11, 2015
I have been writing about social learning and its related concepts – communities of practices , working out loud and skills for the networked world for quite some time now. Social learning has become a buzzword in the workplace learning space, and every other organization is claiming to have “social learning” as a part of the mix. The catch is that “social learning” cannot just be implemented or enforced. Nor can one be sent off to attend a class on social learning.
Learnnovators
AUGUST 6, 2015
The diagram traces the evolution of different social technology and their potential to enforce and enable a deep change in how organizations function and their structure. Read the post, How Social Technology has Emerged as an Enterprise Management Model , for an in-depth understanding. I am not going to tread into management theory or organizational structures in this post. Standardization, efficiency, processes, supervisory management, planning, etc.,
Learnnovators
MAY 10, 2015
I have been writing about social learning and its related concepts – communities of practices , working out loud and skills for the networked world for quite some time now. Social learning has become a buzzword in the workplace learning space, and every other organization is claiming to have “social learning” as a part of the mix. The catch is that “social learning” cannot just be implemented or enforced. Nor can one be sent off to attend a class on social learning.
Jane Hart
AUGUST 27, 2012
Although a “social business” is powered by new social technologies, it is not the technology itself that makes the difference, it’s not about layering social approaches on the old industrial age thinking, but a fresh, new mindset and approach to working and learning. So whilst e-business is about automation, social business is about innovation. Now, let’s be clear about what a social business is. LEARNING IN A SOCIAL BUSINESS.
Vignettes Learning
NOVEMBER 29, 2007
Collaborative Learning Specialists - of all types! Collaborative and Social Networking Systems. Resident expert - is accessible to networks of people, provides ideas as needed, shares expertise, has high visibility, initiates thinking ( SMEs , face-to-face trainers, consultants - as specialist SME bloggers who are sought after, followed by their networks in domain areas inside Enterprises). tool and is positioned as a champion, e.g. Wiki, Blog, Second-Life, social media, etc.
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Learnnovators
MAY 18, 2015
Don Tapscott (italics mine) I recently wrote about the challenges of integrating social learning in the workplace. Even as I was mulling over the topic and browsing through Dion Hinchcliffe’s posts for insights on social business, I had a moment of epiphany. Social Learning and social business go hand in hand. To facilitate social learning, an organization has to become a social business first. Becoming a truly social business is an inside out change.
Xyleme
JULY 21, 2010
Home > Learning Technologies , Social Learning > Is There a Better Way to Social Learning? Is There a Better Way to Social Learning? My conversation with George was no exception as we spoke at length about Connectivism , social learning networks, and the future of current learning technologies (LMS, LCMS, etc.) in light of social media. This is a list of roughly the top 35 or so social media vendors providing a broad core set of social media capabilities.
Learnnovators
APRIL 19, 2016
The digital five forces – Social Media, Big Data, Mobility and Pervasive Computing, Cloud, and AI and Robotics – are disintermediating, disrupting and deconstructing the old world order. What is often happening are piecemeal and fragmented approach at attempts to use Big Data or Social Media or the affordances of the Cloud. Sahana Chattopadhyay is an L&D Consultant, OD Specialist, Blended Learning Architect, Social Learning Evangelist, and Blogger.
Learnnovators
FEBRUARY 4, 2016
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.”
Learnnovators
JANUARY 10, 2016
Social learning via an enterprise collaboration platform. MOOCs which straddle the line between social learning and e-learning with learner communities. This is leading to a shift in the role of the L&D department – from managers and disseminators of formally designed programs to facilitators and enablers of collaboration and communities. It is in communities that knowledge is exchanged and challenges solved.
|
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Learnnovators
APRIL 20, 2015
No longer is knowledge and information tied to workplace hierarchy. In an insightful article from HBR called From the Knowledge Economy to the Human Economy , there is this telling para that reflects the organizations and workers of the future: “ In the human economy, the most valuable workers will be hired hearts. The know-how and analytic skills that made them indispensable in the knowledge economy no longer give them an advantage over increasingly intelligent machines.
Learnnovators
JUNE 22, 2015
The emergent nature of MOOCs can have interesting outcomes: They can enable the formation of Communities of Interests (CoIs), which can evolve into Communities of Practices (CoPs) if participants are keen on building the domain knowledge and practices. Because of its blended nature – formal course content with informal and social learning woven around it – MOOCs cannot be a top down endeavour.
Learnnovators
JULY 13, 2015
I have been writing about the shifts required by L&D to meet the connected and collaborative knowledge economy for some time now. Role of Community Management in Workplace Learning Today. So far, the role of L&D has been to define programs and training based on past data – identified skills gaps, best practices and established processes, explicit knowledge residing in experts or documented processes. They do not need stringent monitoring and managing.
Learnnovators
JUNE 29, 2015
I happened to mention “ working out loud ” as a practice that is fundamental to social and collaborative learning, and drew a completely blank stare. While “social learning” as a phrase, concept and strategy is fairly well-known by now, the concept of “working out loud” hasn’t yet garnered that level of popularity. Sahana Chattopadhyay is an L&D Consultant, OD Specialist, Blended Learning Architect, Social Learning Evangelist, and Blogger.
Learnnovators
MAY 4, 2015
They require the sharing of tacit knowledge, which cannot easily be put into a manual. In addition, tacit knowledge flows best in trusted networks. This trust also promotes individual autonomy and can become a foundation for organizational learning, as knowledge is freely shared. Without trust, few people are willing to share their knowledge. Many organizations are also beginning to believe this and are investing in Enterprise Social Network (ESN) platforms.
Learnnovators
JUNE 8, 2015
Here are a couple of things that MOOCs are NOT : A MOOC is NOT an on-line course with a discussion forum and a couple of other “social features” tagged on to it. MOOCs are well-suited for open-ended topics that generate discussions and debates, have new knowledge and research growing around it, and are of interest to a wide audience. A level of comfort with social tools and norms (discussion forums, blogging, micro-bloggging).
Learnnovators
JUNE 1, 2015
The technological affordances of social and mobile add to the ability to provide an ecosystem of continuous and pervasive learning. Organizations are beginning to realize this and are seeking to shift their learning strategy to more fluid and dynamic methodologies like MOOCs, social and informal learning. MOOCs can enable learners to learn whenever there is a need by facilitating seamless switching between formal and informal modes, and social or individual learning.
Learnnovators
JULY 6, 2015
A community grows around a domain where practitioners share their insights, knowledge and doubts, the work processes. Explicit and tacit knowledge gets shared. This is where a community manager can be indispensable. If these happen to be from the senior management, so much the better. When these individuals leave their organizations, they walk away with their tacit knowledge. Some help from a community manager in the case of an enterprise community is helpful.
Learnnovators
JULY 29, 2015
Increasingly the human workforce will have to take on the unstructured work that requires skills like judgement, decision making, pattern sensing, emotional intelligence, social intelligence, and more. The table below captures the shifts as I see it: I have been writing about social and collaborative learning, the importance of communities of practices and networked learning skills like building one’s PLN and PKM for some time now.
Learnnovators
JUNE 29, 2015
I happened to mention “ working out loud ” as a practice that is fundamental to social and collaborative learning, and drew a completely blank stare. While “social learning” as a phrase, concept and strategy is fairly well-known by now, the concept of “working out loud” hasn’t yet garnered that level of popularity. My posts are usually pretty detailed, researched, and long.
Learnnovators
JUNE 8, 2015
Here are a couple of things that MOOCs are NOT : A MOOC is NOT an on-line course with a discussion forum and a couple of other “social features” tagged on to it. MOOCs are well-suited for open-ended topics that generate discussions and debates, have new knowledge and research growing around it, and are of interest to a wide audience. To make MOOCs successful, it is important for orgs to have: Community managers and facilitators — I have written about this later in the post.
Learnnovators
JUNE 1, 2015
The technological affordances of social and mobile add to the ability to provide an ecosystem of continuous and pervasive learning. Organizations are beginning to realize this and are seeking to shift their learning strategy to more fluid and dynamic methodologies like MOOCs, social and informal learning. MOOCs can enable learners to learn whenever there is a need by facilitating seamless switching between formal and informal modes, and social or individual learning.
Learnnovators
JUNE 22, 2015
The emergent nature of MOOCs can have interesting outcomes: They can enable the formation of Communities of Interests (CoIs), which can evolve into Communities of Practices (CoPs) if participants are keen on building the domain knowledge and practices. Because of its blended nature – formal course content with informal and social learning woven around it – MOOCs cannot be a top down endeavour. This requires online community management skills on the part of the MOOC facilitator.
Learnnovators
APRIL 19, 2015
No longer is knowledge and information tied to workplace hierarchy. In an insightful article from HBR called From the Knowledge Economy to the Human Economy , there is this telling para that reflects the organizations and workers of the future: “ In the human economy, the most valuable workers will be hired hearts. The know-how and analytic skills that made them indispensable in the knowledge economy no longer give them an advantage over increasingly intelligent machines.
Learnnovators
JUNE 15, 2015
They will expect and demand to learn differently — social, mobile and cloud will play a big role. It is time to accept that talent management is a critical business need and a business process; it is not an HR/L&D process. Josh Bersin in the presentation 21st Century Talent Management points out some of the following as imperatives for a holistic talent system: Creating Magnetic Employment Brand. Rebuilding Management Skills and PM.
Matrix
JULY 16, 2019
Because everything in the corporate world seems to be shifting and transforming beyond recognition with incredible speeds, learning specialists appear to have become part of an emergency unit, constantly there to assist when needed. A lot of the issues that occur come from the fact that managers have little control and even less communication with the L&D departments. Read more: Reporting on talent management. They need purpose, meaning and social implication.
Learnnovators
JUNE 15, 2015
They will expect and demand to learn differently — social, mobile and cloud will play a big role. It is time to accept that talent management is a critical business need and a business process; it is not an HR/L&D process. Josh Bersin in the presentation 21st Century Talent Management points out some of the following as imperatives for a holistic talent system: Creating Magnetic Employment Brand. Rebuilding Management Skills and PM.
Learnnovators
MAY 24, 2015
With the rise of MOOCs, we are also likely to see social, collaborative learning take root in organizations. This will provide the employees with an opportunity to acquire skills and knowledge in their areas of interest beyond the purview of their current roles thus equipping them with new skills, a critical aspect of professional development. They can probably learn via more informal and social means—both synchronous and asynchronous.
Learnnovators
APRIL 14, 2015
Each member will bring their expertise to bear and share their knowledge and experiences. L&D will have to don the hat of community managers and become learners. It will be a participative ecosystem with knowledge and skills being freely shared. Again, I go back to the notion of L&D becoming community managers. Social media and open resources like MOOCs will foster an era of self-driven learners who know what they need, where to find it and take their pick.
Learnnovators
NOVEMBER 24, 2015
Community Management is an evolving role and organizations are beginning to see the need for this role. In this post, I want to talk about the different hats that we need to don as community managers. The premise of this post is that when an organization makes a conscious effort to move towards a more social way of doing business, it usually begins with the introduction of an enterprise collaboration platform.
Learnnovators
APRIL 14, 2015
Each member will bring their expertise to bear and share their knowledge and experiences. L&D will have to don the hat of community managers and become learners. It will be a participative ecosystem with knowledge and skills being freely shared. Again, I go back to the notion of L&D becoming community managers. Social media and open resources like MOOCs will foster an era of self-driven learners who know what they need, where to find it and take their pick.
Learnnovators
SEPTEMBER 23, 2015
“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. One of the oft-repeated reasons for the failure of Enterprise Social Networks (ESNs) in organizations is often attributed to a lack of “digital mindset” in the employees or leadership or both.
Learnnovators
NOVEMBER 9, 2015
A process to be mandated by management/supervisors/organizations with defined rules. The 9:00 am to 5:00 pm notion of work is all but vanishing, at least for the knowledge workers. The baby boomers are retiring taking their tacit knowledge and experience with them. Thus not only do we lose out on diverse inputs and knowledge, we also proverbially reinvent the wheel many times over and feed into systemic inefficiency.
Learnnovators
MAY 25, 2015
With the rise of MOOCs, we are also likely to see social, collaborative learning take root in organizations. This will provide the employees with an opportunity to acquire skills and knowledge in their areas of interest beyond the purview of their current roles thus equipping them with new skills, a critical aspect of professional development. They can probably learn via more informal and social means—both synchronous and asynchronous.
Learnnovators
MAY 3, 2015
They require the sharing of tacit knowledge, which cannot easily be put into a manual. In addition, tacit knowledge flows best in trusted networks. This trust also promotes individual autonomy and can become a foundation for organizational learning, as knowledge is freely shared. Without trust, few people are willing to share their knowledge. Many organizations are also beginning to believe this and are investing in Enterprise Social Network (ESN) platforms.
Joitske Hulsebosch eLearning
FEBRUARY 17, 2017
This obviously undermines one's belief in the knowledge of physicians. In a positive sense, the doctor can connect to the knowledge of the patient and diagnose more in-depth. Many doctors feel it as a threat that patients have knowledge and an opinion. Data, information or knowledge ? There were clearly different views about whether you can find knowledge online, or only information. Some people think that you can find information online, but not knowledge.
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