Performance & Development

Clark Quinn

In thinking about L&D needs to shift to accommodate this new day and age, I started thinking from the perspective of why the term Learning & Development (let alone Training & Development) bothered me, and it’s because I believe we need to shift from thinking about learning to think about performance. Even learning & development isn’t enough; we need to focus on developing individual and team skills and contributions, but where does performance support fit?

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. It is a core skill related to Personal Knowledge Management (PKM) and constitutes what we also call “sense-making”.

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Workplace Learning in a World “Beyond Automation”

Learnnovators

In another related HBR article with an interesting title, We Should Want Robots to Take Some Jobs , the writer makes a valid point: “ In the task-centered economy humans have no value beyond the tasks they perform. 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.

Friday Finds | March 9, 2018

Mike Taylor

Hint: Training is pretty low on the performance improvement checklist.). Curation Digital Literacy Friday5 Instructional Design learning PKM Social Media Training video Workplace Learning #lrnchat Microlearning social technologies Visual design“There are two powers in the world; one is the sword and the other is the pen. There is a great competition and rivalry between the two. There is a third power stronger than both, that of the women.” Muhammad Ali Jinnah.

70:20:10 - A Framework for High Performance Development Practices

Charles Jennings

If you acknowledge that high performers usually build their capabilities through experience, through practice and through utilising a rich network of support rather than exclusively (or even mainly) through structured training and development away from the workplace, then you will immediately grasp the 70:20:10 concept. This vital part of any high performer’s arsenal sits firmly in the ‘20’ part of the framework They have on-the-job performance support at fingertips.

Supporting workplace learning in the network era is more than delivering courses through a LMS

Jane Hart

Reduce these barriers, and support PKM practices, and the organization will benefit.” ” In order to support PKM practices in the workplace, L&D professionals will need good PKM skills themselves, that’s why the first online workshop in our new series of webinars and workshops looks at these essential new PKM skills. Harold Jarche, in his recent post, Supporting workplace learning , uses a great little diagram to show that -.

Social Learning Cannot Be A Bolt-On Strategy

Learnnovators

By encouraging employees to build their own Personal Learning Networks (PLN) and enabling them to use digital tools for more efficient Personal Knowledge Management (PKM), organizations will reap the benefits of this networked learning. Sahana’s work cuts across performance consulting, workplace learning strategies from formal to informal and social learning, knowledge management methodologies and adult learning principles.

From Learning Management to Personal Knowledge Management

Jane Hart

Finding solutions to their own personal performance problems and/or improving their own productivity – through quick and easy access to on-demand resources and by constantly reviewing the tools in their personal toolkit. The most effective workers are using Personal Knowledge Management (PKM) techniques, to manage this process and get things done. Here’s a short presentation by Harold Jarche that explains PKM and his Seek-Sense-Share PKM framework.

The Changing Face of Work and Workplace Learning

Learnnovators

What will emerge is a network of diverse and connected workers skilled at PKM learning together to develop skills they can apply to their work. Sahana’s work cuts across performance consulting, workplace learning strategies from formal to informal and social learning, knowledge management methodologies and adult learning principles. I am not the kind to crystal gaze. I lay no claim to being able to predict the future.

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Friday Finds: The Best of Learning, Design & Technology | September 18, 2020

Mike Taylor

Innovating with PKM. Grab your copy of the chapter on PKM from his Perpetual Beta series. The Pivot From ‘Learning’ To ‘Performance’ with Guy Wallace.

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Developing learning to learn skills

Clark Quinn

Harold Jarche’s PKM is a good start, talking about seek > sense > share. People need models and frameworks that guide performance. I’m an advocate of meta-learning, that is: learning to learn.

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SOCIAL LEARNING CANNOT BE A BOLT-ON STRATEGY

Learnnovators

By encouraging employees to build their own Personal Learning Networks (PLN) and enabling them to use digital tools for more efficient Personal Knowledge Management (PKM), organizations will reap the benefits of this networked learning. Sahana’s work cuts across performance consulting, workplace learning strategies from formal to informal and social learning, knowledge management methodologies and adult learning principles.

The Future of Work and Learning 1: The Professional Ecosystem

Jane Hart

solve performance problems. A PES, therefore, lies at the very heart of Harold Jarche’s Personal Knowledge Mastery (PKM) process. a Personal Performance Support system – to help an individual find answers to learning and performance problems. In other words, a PES (underpinned by PKM skills) puts individuals back in control of their lives and careers. “Each of us is the center of the universe. So is everyone else.” e e cummings.

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12 features of supporting social collaboration in the workplace

Jane Hart

1 – moving from a focus on organising and managing training (which includes e-learning and blended learning) FOR others, to helping individuals and teams address their OWN performance problems. 3 – helping people work and learn effectively in this networked era (and within a social business), by developing their own Personal Knowledge Management (PKM) skills. Want to find out more about PKM, then the Personal Knowledge Management workshop runs through September.

Quip: Learning & Development

Clark Quinn

If we’re really worry about organizational performance and continuing improvement (why I suggest L&D should shift to P&D , performance and development), we should do more. Performance support, for instance, should be under the purview of L&D. There’re processes for individual improvement like PKM, team processes like brainstorming, and community interactions.

Working Out Loud: Using the Tools We Already Have

Learnnovators

It is therefore quite easy to see how #wol can have far-reaching impact beyond just sharing what one is doing at the moment – it enables skills like reflection, articulation of ideas, building of a personal learning network (PLN), managing one’s learning (PKM), and connecting with similarly passionate people across the globe and thus build a learning community of cognitively diverse individuals.

Is it time for a BYOL (Bring Your Own Learning) strategy in your organization? #BYOL

Jane Hart

An increasing number of the workforce – smart, social, autonomous workers – are already doing their own thing and solving their own learning and performance problems much more quickly and more easily by using their own tools and devices. (In Use Personal Knowledge Management (PKM) techniques as a continuous process of seeking, sense-making and sharing. Success of learning is therefore measured in terms of their new or improved performance.

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What Makes a MOOC a MOOC?

ID Reflections

As a learning designer in the workplace learning and “performance” space, I encounter this query quite often —“how can we design learning/training programs for employees that are cheaper and yet more effective”—often enough to realize that corporates are desperately looking for a learning model / methodology / format that will enable new skill acquisition, just-in-time learning, and provide employees with the skills required to perform better.

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The key to informal learning is autonomy

Jane Hart

Jay Cross, the author of the 2007 seminal book, Informal Learning, Rediscovering the Natural Pathways that Inspire Innovation and Performance , recently wrote a blog post in which he explained that although there has been a lot of talk about “informal learning” in the last five years, there has been very little action.

Re-imagining Work & Learning in a Networked World

ID Reflections

While individuals have to take on the onus of driving their professional growth, organizations have to facilitate it through integrated learning and performance strategy making both formal and informal learning pathways available to all. L&D will transform organizations to become “social” organizations by facilitating PKM and community management. "The nature of work is changing. People’s relationship with work is changing.

Managing Learning?

Charles Jennings

However, compliance course completion often has little, if anything, to do with learning and certainly won’t contribute much to building the high-performing cultures every organisation needs to aspire to if it’s to be successful. The Rise of PKM My diagram above points to PKM (Personal Knowledge Management) as an important focus area in supporting the learning-work interlink. Harold Jarche has written extensively on PKM and you can download his PKM Whitepaper from here.

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eLearning Innovation 2010 – Top 30

Tony Karrer

I tend to work on things that are a bit leading edge like Data Driven performance solutions or eLearning Startups or the next great idea that someone has. 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 ). I had an interesting conversation the other day about whether there’s that much new going on in eLearning here in 2010.

Workplace Learning in a World "Beyond Automation"

ID Reflections

In another related HBR article with an interesting title, We Should Want Robots to Take Some Jobs , the writer makes a valid point: In the task-centered econom y humans have no value beyond the tasks they perform. 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.

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Mentoring Results

Clark Quinn

However, this isn’t new for mentors as well: they want their charges to do well, but the most they can do is influence the performer to the best of their ability. As a component, learners need to develop their PKM/PLN (personal knowledge management, personal learning network). As an extension to my ‘slow learning’ model, I think that the distinction between learning and performing from the point of view of support needs to go away.

Social Media for Knowledge Workers

Tony Karrer

tools to improve your performance as a knowledge worker. That said, I thought it would be worthwhile for me to collect a few of the resources that provide good starting points that can help Knowledge Workers improve their performance using Social Media. Last week I had a presentation around using Social Media and Web 2.0 One of the questions that always comes up is: How do I find more information to help me get started? The answer is that this information is a bit hard to come by.

LearnTrends: The Immernet Singularity

Experiencing eLearning

Performance. Most performance issues in the enterprise have to do with poor processes and workflow, not lack of training/knowledge. We focus on formal learning & productivity but ignore informal learning and performance. Knowledge Management is an oxymoron–you can’t manage knowledge Very interesting seeing this perspective after Harold’s PKM presentation yesterday.

FRIDAY FINDS: THE BEST OF LEARNING, DESIGN & TECHNOLOGY | APRIL 24, 2020

Mike Taylor

Research shows that what distinguishes high performers in every field is that they have larger and more diversified personal networks. Harold Jarche’s PKM model is a great way to start. . “We must learn to be equally good at what is short and sharp and what is long and tough.” —Winston Churchill. Thanks to Mathias Vermeulen , I’ve recently fallen down the #NoCode rabbit hole exploring all sorts of tools and tricks for connecting apps to do some pretty amazing things.

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Uberizing Organizational Learning – Thinking Beyond Courses

ID Reflections

L&D needs to don the curator’s hat – a critical 21 st Century skill – that requires an ability to seek, sense and share ( Harold Jarche’s PKM model ) relevant content for a defined target audience. Designing courses is passé!

Ten People Every Learning Pro Should Know

Mike Taylor

Analyzing Performance Problems: Or, You Really Oughta Wanna–How to Figure out Why People Aren’t Doing What They Should Be, and What to do About It Robert Mager & Peter Pipe. Performance Consulting: A Strategic Process to Improve, Measure, and Sustain Organizational Results Dana Gaines Robinson, James Robinson, Jack Phillips Partricia Phillips & Dick Handshaw. Harold Jarche – Personal Knowledge Management (PKM) is an important skill that every professional should have.

The Changing Nature of Workplace Learning

ID Reflections

As an L&D professional who is passionate about self-driven learning, #pkm and #pln, and believe in and evangelize social and informal learning, I realize it''s time to take a step back and do a reality check. There is no apparent link between one''s KRAs and performance appraisal and responding to questions on the discussion forum. Recently, I read two posts that to me reflected the changing nature of work -- from divergently different perspectives.

Change 180

Revisiting My Learning Journey on Social Media

ID Reflections

Just prior to that, I had finished reading Jay Cross’ Informal Learning: Rediscovering the Natural Pathways That Inspire Innovation and Performance and was primed to explore new ways of learning. When I trace the path back, I can very clearly plot my Personal Knowledge Management (PKM) approach. On my way to office today, I was pondering about my evolving use of social media.

Taking gamification in training to the next level

Matrix

She rejected my call and I got three very bewildering texts: “bus” “can’t phone” “chasing pkm”. Apart from the necessary technological upgrade, instructional designers also have to re-think the way gamification is used and move away from focusing solely on extrinsic motivation (giving out rewards and incentives) to intrinsic motivation (making the content and the actions that the user has to perform truly enjoyable).

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Looking Back On 2015

Nick Leffler

Idea Management and Design – You Mean PKM? — This was a new term to me, but it turns out to closely follow a term that I was already familiar with, PKM. We don’t want training, we want learning that translates into performance. This is my obligatory end of the year post reflecting on my year in 2015. It’s not really obligatory of course, but it’s fun to look back at all my posts and reflect.

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The differences between learning in an e-business and learning in a social business

Jane Hart

Performance support. Resurgence of interest in performance support, but mostly seen in terms of replacing courses with resources, (job aids) ie creating/managing content, often in an additional system. Supporting performance seen as a much wider/deeper concept, ie helping people to do their jobs and/or do them better by support individual and team performance. Performance consulting. Supporting learning and performance in the workflow.

The Top Six Things Organizations Must Do to Enable Emergent Learning

Learnnovators

It empowers learners to build their personal learning networks (PLN) and personal knowledge management (PKM) by leveraging technology to connect a distributed and diverse workforce. Sahana’s work cuts across performance consulting, workplace learning strategies from formal to informal and social learning, knowledge management methodologies and adult learning principles. “ …changes in mindset are more important than changes in hardware or software. ” ~ Steve Denning.

Context is King: Excerpts from posts and articles - Part I

ID Reflections

PKM: our part of the social learning contract Creating good content on a platform that lets users (teachers & learners) add context may be the the real killer application in education. Short fast messaging among people with common interests and objectives can be a real boon to performance and productivity. For the paste one week or so, I have been reading up on the importance of context as opposed to content.

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Informal Learning Center

Jay Cross's Informal Learning

Informal Learning : Rediscovering the Natural Pathways That Inspire Innovation and Performance. PKM & Informal Learning , ibid. Informal Learning & Performance Technology, ibid. People acquire the skills they use at work informally — talking, observing others, trial-and-error, and simply working with people in the know. Formal training and workshops account for only 5% to 20% of what people learn from experience and interactions.