Guess what? They did…and in the absence of technology. The whole thing went down on a Thursday morning when an informal micro-learning moment went social and was delivered synchronously at the Point-of-Work…and…at a critical Moment of Need. Whaaat? They were freaking cavemen for crying out loud. Who woulda thunk it? Read more…
At the recent Learning Solutions 2014 conference in Orlando, the Guild added another concurrent conference to the venue – Ecosystems 2014. Amazingly, at an additional cost there were over 200 participants attend the extra breakout sessions. While there were more questions surface than answers, it was clear that the concept of addressing the Learning & Performance environment as an ecosystem was a hit…and more questions than answers. Read more…
I wrote earlier that Social Learning was so simple a caveman could do it…but not if he has to facilitate a virtual classroom event. We are way beyond campfires and cavemen with social learning when we inject a plethora of technology into the mix. Call it Confusion 2.0 if you are pre-disposed to label everything. I’ve promoted the concept of reaching learning readiness in the context of effective learning when technology is involved. Never has this been important than when trying to extract the most out of Social Learning. This is true because social learning is not an event, and for the most part, those of us in traditional L&D roles are pre-programmed to build “events”, to facilitate learning transactions either on-line or in the classroom. Social Learning changes that paradigm whether we are at readiness or not – and that readiness component must include our learners too. Read more…
Organizational Change Agent &
Workforce Performance Strategist
Effective knowledge transfer, the primary objective of training, does not actually achieve the business goal of COMPETENCY – instead training only drives POTENTIAL. Competency is only reached over time at a new, post-training ground zero – the point-of-work.
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The current Training paradigm can no longer keep pace with the velocity of business demand and the continuous nature of change; especially when demand and change are both manifesting exclusively at the point-of-work.
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The rules of engagement to sustain workforce capability have changed –
so too must our paradigm.
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A Performance Paradigm represents disruptive innovation with direct implications on sustained workforce capability on a continuum that spans from point-of-entry to the point-of-work.
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Are you ready to make the shift?
Are you at a state of readiness to adopt Change?
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We should chat!
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