Here are some of the things I learned via Twitter this past week.
Quote of the Week: @hrheingold “Free, open, multimedia university of tomorrow is here now, technically. Knowing how to self-organize learning with others is another matter”
Five Models of Collaboration:
- Communities of Practice/Interest
- Content Collaboration
- Process Collaboration
- Project Collaboration
- Goal-based Collaboration
we took the kids into the woods, on a little trail on the back of Dave’s ancestral lands. and we spun our heads back, three of us at once to see Posey in her tutu and her grandmother’s fake plastic pearls chomping heartily away on…something.
three parental mouths opened in unison to say what’s she eating? and then Dave crossed the three steps between him and her in only one and he pried the berry from her mouth. ew, she said.
he grabbed the culprit to ask the internet, once we were back at the house.
So what does a life without goals look like? In practice, it’s very different than one with goals.
You don’t set a goal for the year, nor for the month, nor for the week or day. You don’t obsess about tracking, or actionable steps. You don’t even need a to-do list, though it doesn’t hurt to write down reminders if you like.
What do you do, then? Lay around on the couch all day, sleeping and watching TV and eating Ho-Hos? No, you simply do. You find something you’re passionate about, and do it. Just because you don’t have goals doesn’t mean you do nothing — you can create, you can produce, you can follow your passion.
- Better Employee Learning: Yammer facilitates and augments the highly valuable “casual learning” that happens every day within Pitney Bowes.
- Easily Searchable Knowledge Base: Each discussion is archived and accessible to all within the organization for future access.
- Better Knowledge Flow: Knowledge isn’t siloed into specific regions or departments.
A century hence, when historians come to write the history of the current age (assuming our species survives so long), they will, I believe, be puzzled as to why so many people managed—and so many more people allowed themselves to be managed—in ways that were known to be unproductive, crimped the spirits of those doing the work, and frustrated those for whom the work was being done. Why, they will wonder, did this continue for so long on such a wide scale?