Learning

Learning

Frictionless learning

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Gary Wise, in Close to the Edge: The Radicalization of Training,  suggests that workers need an environment with:

seamless, frictionless and ubiquitous access to/from the right learning assets – at their moment(s) of learning need – in work context-friendly amounts – in compelling, readily-consumable formats – to/from the right devices.

This is definitely part of the solution and goes a long way in addressing the training department’s predominantly event-based, fire & forget, mindset. However, it’s also content-centric and appears to assume that if you have the right content, learning will happen.

But more of our work is in exception-handling or is increasingly complex and requires the sharing of highly contextual tacit knowledge. That means we also need to be connected to the right people at the right time. Professional social networks enable these connections. I would add to Gary’s description, “seamless, frictionless and ubiquitous access to/from the right learning assets as well as a dynamic network of colleagues/co-workers …”. Once again, this sounds like wirearchy:

a dynamic [multi-way]  flow of power and authority based on information, knowledge, trust and credibility, enabled by interconnected people and technology

Finding the time for networked learning

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A survey of small and medium sized businesses (SMB) showed workers spend about half their day on unproductive tasks:

Knowledge Workers are among the largest staff component in a typical SMB

SMB Knowledge Workers spend an estimated 36 percent of their time trying to

Contact customers, partners or colleagues

Find information

Schedule a meeting

Approximately 14 percent of SMB Knowledge Workers’ time is spent:

Duplicating information (e.g. forwarding e-mails or phone calls to confirm if fax/e-mail/text message was received

Managing unwanted communications (e.g. spam e-mails or unsolicited time-wasting phone calls)

Note: I registered for access to the complete report but it does not go into survey methodology or indicate the sample size, so I would not consider this scientific, but it’s an interesting data point.

These activities are important but obviously they take too much time. Finding the right information faster can be addressed individually through frameworks like networked learning (personal knowledge mastery). Finding information, plus the remaining four activities can be made more effective and efficient through social networks. For example, the largest stated benefit of organizations using social media is increasing speed of access to knowledge (McKinsey 2010). Simple tools like Doodle can make scheduling a breeze. Social networks like Twitter or LinkedIn let you find the right people faster.

The ROI for social media in business is pretty obvious: reducing wasted time.

In addition, there is a huge performance benefit. Not only is there less wasted time but that time can go into learning.

Since +90% of our learning is not supported by formal instruction, the opportunities for using social media at work are evident — more time for personal learning as well as a medium for networked learning.

 

Network Learning Workshop Toronto May 2011

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I’m running a one-day workshop with University of Toronto’s iSchool Institute on 27 May 2011. If you know of anyone in the Toronto area who might be interested in attending, please pass on the information. In the past several months many people have approached me asking for tips and techniques on managing digital overload. This is the course for them.

Follow the link for registration details:

Network Learning: Working Smarter

Are you tired of dealing with information overload in your work? Perhaps you’re looking at it from the wrong perspective. Clay Shirky, professor and author, says, “It’s Not Information Overload. It’s Filter Failure.”

This course gives you the processes and tools to create your own information filters.

“In the period ahead of us, more important than advances in computer design will be the advances we can make in our understanding of human information processing – of thinking, problem solving, and decision making…” Herbert Simon, Economics Nobel-prize winner (1968)

Network Learning (also called Personal Knowledge Management or personal learning networks) is an individual, disciplined process by which we make sense of information, observations and ideas. In the past it may have been keeping a journal, writing letters or having conversations. These are still valid, but with digital media we can add context by categorizing, commenting or even remixing it. We can also store digital media for easy retrieval.

The Web has given us more ways to connect with others in our learning but many people only see the information overload aspect of our digital society. Engaging others can actually make it easier to learn and not become overwhelmed. Effective networked learning is the difference between surfing the waves or being drowned by them. It also helps us to work smarter.

Learning Assessment

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For March the LCBQ is:

How do you assess whether your informal learning, social learning, continuous learning, performance support initiatives have the desired impact or achieve the desired results?


Jay Cross responds:

You need to wait a while before taking the assessment. Smile-sheets and test scores prove nothing because they are administered before the forgetting curve sets in. The reason only 10%-15% of what is learned shows up on the job is that most of what you learn disappears rapidly unless it’s reinforced by reflection and practice. That’s why it’s a good idea to wait three to six months — to see what sticks.

In the Canadian military, it is called Validation, as opposed to Evaluation. The latter is to make sure your training program is using appropriate methods and resources. The former is to ensure that you’re meeting operational needs.

We used rolling validations in the Air Force. First, they were based on training that had clear Performance Objectives (PO’s). We would follow up with a quick survey to course graduates, their immediate supervisors and perhaps other senior operational staff. Six months after each course we sent out a survey. It listed all the PO’s on the course. Graduates were asked if 1) they had learned the skill on the course; 2) if they had to use that skill in the past six months and 3) if they felt competent with that skill [yes, it’s subjective]. Supervisors were asked if that graduate had performed the skill in the past six months and if so, whether the graduate was competent.

This was a very quick pulse-taking that could then be followed up with more in-depth interviews.

Could you do this with informal or social learning? Of course you could. You just need to describe the capability you wish to measure.

For example, after 6 months on the job, with access to micro-sharing, company blogs and the development of a personal knowledge management framework, you could ask similar questions.

Do you have to regularly access information and knowledge to do your job?

Have you learned to access information and knowledge faster than when you started 6 months ago?

Supervisors can be asked if people are effective at getting access to information in a timely fashion.

The Big Question is, what do you expect to achieve? In a complex environment, there is no linear relationship between cause and effect, so we know these measurements are only indicators. Used correctly, and administered as lightly as possible, they can help make informed decisions on priorities, support or resource allocations.

 

 

NetWorkShop Sackville

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“I’ve become convinced that understanding how networks work is an essential 21st century literacy.” ~ Howard Rheingold

Patti Anklam, author of Net Work, will be conducting a workshop at Mount Allison University on Saturday, 19 March (9 AM to 4PM). Sponsored by the university’s Office of Research Services, this workshop is focused on bringing together faculty, researchers and businesses in understanding how networks influence us.

Sign up for the workshop online. Similar workshops cost $399, so take advantage of this free offer .

A NetWorkShop is a customized workshop that combines:

A clear and useful presentation of basic network concepts that demystify the hype;

Practical exercises in basic methods that will help participants learn how to use network concepts to make sense of and manage organizational, project, and personal networks;

In short, the NetWorkShop offers a new perspective – a network lens – that sheds light on how human networks are structured and how technologies can enhance our ability to collaborate and co-create.

Leaders Net Work

Collaboration across boundaries is one of the most significant challenges for leaders in the 21st century. Collaboration is about working to make networks effective. Net Work – being intentional about creating and sustaining networks – is a core capability of successful leaders.

Your personal network is key to your performance. Work performance and success is highly correlated with an individual’s ability to maintain a diverse network of contacts and to understand how to maintain and manage relationships. A simple exercise will reveal the diversity and reach of the participants’ personal networks and provide insight into how personal networks affect performance.

You can’t manage a network. Many traditional “soft” management skills can refocus the role of management toward a model of stewardship. Stewardship results in creation of conditions in which vibrant and focused networks can make a difference for an organization. Using case examples from participants, we’ll work out some ways that the network perspective can leverage the power of emerging networks.

Managing in Complexity. A complex system is one in which the relationships are always changing and in which there is absolutely no way to predict the future. We’ll tie together the network concepts, exercises, and cases by taking a practical view of how to lead effectively in an environment of continuous change.

The NetWorkShop (PDF)

 

Socialcast and social learning

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We’ve been using Socialcast for a while now and for large organizations that have multiple silos of information in repositories like Sharepoint, it’s a pretty good platform. Socialcast enables streams and micro-sharing and keeps multiple work teams in touch with each other without being burdened with too many rules. The learning curve is not difficult at all.

Socialcast also has a blog and some of the posts and infographics have been exceptionally good. I already wrote about wasted effort at work but this post on exception handling from September just caught my attention:

Social networks in the enterprise create a permanent “home” for these exceptions to live where users can communicate and collaborate around the answers. Exception management through social networks gives management clear insight into the resources needed for handling these exceptions. Viewing or monitoring the interactions and necessary actions taken to resolve these exceptions can lead to better implementation, revisions or training on these systems, and increase productivity throughout the enterprise.

A more recent post on the evolution of knowledge management clearly shows the need to support the sharing of tacit knowledge in a complex and creative economy:

This is a blog worth subscribing to.

Seven years and still independent

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I’ve been putting my thoughts on this blog for seven years now. When I started (19 Feb 2004), the term blog was not exactly mainstream and one media “guru” said blogs were on their way out. Today, my blog is still the main part of my “outboard brain” and I can’t see how I could manage my sense-making processes without a blog as home-base.

I have tried to keep this blog true to my principles and beliefs but still professional and courteous. I cannot say the posts here have a neutral point of view. I was an advocate of open source software before it was popular with the mainstream. I have  commented on oligopolistic practice, suggested that the LMS is not the centre of the universe and have advocated for de-schooling. While not radical, this blog has not been corporate mainstream either. Of course, there is always a price to pay for that, as I continue to learn. However, I cannot see how I could remove myself from my online life. For instance, I never comment online under a pseudonym. My writing reflects me and nobody else, though I try to be restrained and provide balance. I allow negative comments and only delete spam.

If you want to know what I think, read my blog. If you’re surprised by my behaviour, you may not have read enough.

Blog post #1,865

Image: Seven Beggars

2020 Workplace

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In The 2020 Workplace, Jeanne Meister & Karie Willyerd make 20 predictions at the end of the book. William Gibson said, “the future is already here –  it’s just not very evenly distributed.” Here are my thoughts on where we are with some of these predictions:

Your mobile device will become your office, your classroom, and your concierge. We’re already seeing this with young people. They’d rather go without a car. Mobile computing is the future that is already here.

Web commuters will force corporate offices to reinvent themselves. Yes, working online IS different.

Job requirements for CEOs will include blogging. How else can you communicate with everyone effectively and efficiently? It’s sure not by email and face-to-face is difficult in distributed organizations. I would include podcasts & video in this statement.

Social media literacy will be required for all employees. I give this perhaps 24 months. We no longer offer training on email. Connecting to online social networks for working and learning will be a fact of life much sooner than later.

The lines between marketing, communications and learning will blur. I’ve called this the integration of organizational support. What we at the Internet Time Alliance call working smarter is a culture supported by social learning; collaborative work and a leadership framework. Technology enables this but the three pillars are more important than any technology platform.


Training Evaluation: a mug’s game

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“Efficiency is doing things right. Effectiveness is doing the right things.” —Peter Drucker

Dan Pontefract is quite clear in Dear Kirkpatrick’s: You still don’t get it:

Let me be clear – training is not an event; learning is a connected, collaborative and continuous process. It can and does occur in formal, informal and social ways every day in and out of your job. In your email, with the statement “what happens after the training event”, you have cemented (again) the root cause of the Kirkpatrick model. The ‘event’ is not solely how learning occurs. Whether in the original model, or the weakly updated model, the single largest flaw with the Kirkpatrick Four Levels model is the fact its basic premise is that learning starts with an event. Once you ultimately get past this stumbling block, the Kirkpatrick Four Levels model will potentially become relevant again, should it be suitably updated again.

Dan is not the first person to show the limitations of the Kirkpatrick model. Eric Davidove and Craig Mindrun wrote in Verifying Virtual Value:

The key to determining the business value of networked learning, however, is a more expansive view of the kinds of outcomes delivered. Traditional training analyses, such as Kirkpatrick’s four levels of evaluation, were designed to assess solutions that are delivered in a linear manner. Since networked or collaborative learning solutions are informal, integrated with the workflow and driven by the learners, these traditional assessments will not work.

Event-based instructional interventions, or the course as learning vehicle, is an outdated and useless way to look at workplace learning. Courses are an artifact of a time when information was scarce and connections were few. The internet is an environment optimized for ABC learning [Anything But Courses].

In “Not Your Father’s ROI”, Jay Cross suggests:

Make a hypothesis of cause and effect. Interview a statistically significant sample of the workforce to see if the hypothesis holds up. Often, results obtained from social science research methods will produce more meaningful feedback than solid counts of the wrong thing.

Changing our training evaluation models shouldn’t be a management focus anyway. That’s looking at the wrong thing. Even if we get 100% efficiency, and some level of effectiveness, we’re missing 90% of the  picture, as shown in this graphic by Charles Jennings.

Training more efficiently is a mug’s game. Managers and workplace performance professionals should focus on Working Smarter, by helping people learn and develop socially.