This is the single best treatment that I have seen of these issues. THANK YOU!

I smiled (do I need to say ruefully?) when reading "learning is not something to get. In too many cases we view learning as something that is done to people" but instead should be part of the daily workplace rhythms. I also liked your assessment: "People need to take control of their learning in a world where they are simultaneously connected, mobile, and global; while conversely contractual, part-time, and local." It is so true! And I am indebted to your working out loud and other generous, outspoken narrators such as Jane Hart in my own learning online pursuits.

I would like to ally with contractual, part-time, local, and often at-the-economic-margin workers. Many of these are in my baby boomer age group, are well-educated but have lost secure, well-paying employment. (I used to advocate for older Americans' employment rights and pension security and now I am seeing the full extent of what we accomplished: too little!) IMO, they really need to define purposeful learning goals, acquire PKM methods, and join or create learning bubbles/forums/communities for narrating-out-loud group learning behaviors that benefit them and peers with similar interests. But how to find them and work with them to become part of the new peer learning ecology when the prevailing view of learning is passive sit-and-get training, courses or other SME transfers of content, I haven't been able to figure out yet.

In your post, I sense some frustration that more barriers to organizational barriers haven't come down yet in CEO-led work environments but it may be projection on my part.

Thanks again for a great summary of organizational learning in the network era.