PKMastery

Personal knowledge mastery

time to change the world

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Universities may be going online temporarily, or perhaps permanently, but the curriculum does not seem to have changed. What should be taught at university is how to learn once out of university. In 2013, Jane Hart and I worked with Bangor University in Wales to incorporate personal knowledge mastery into the Psychology curriculum.

We started by working with the faculty:

  • Strategies for using social tools for personal and professional learning
  • Understanding the seek > sense > share framework
  • Personal network mapping
  • Where and how to build your professional network

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learning in the time of corona

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Here are two important questions to ask ourselves as we work remotely and connect digitally.

1. Where do we go for trusted information on matters important to us?

2. Who do we talk to when we have to make difficult decisions?

Sharing complex knowledge requires trust, and trust takes time. We can start by connecting with people in social networks to learn from, and finding communities to improve our professional practices. Trusted knowledge networks are a professional safety net when problems are non-linear and situations are complex.

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creative desperation for desperate times

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My personal knowledge mastery framework was a result of creative desperation. I had just lost my job. My wife was a stay-at-home mother, we had two young children, and we live in a remote economically depressed part of the country. I had spent the last five years working for a learning technologies research centre and then an e-learning start-up. Suddenly I was a freelancer, physically disconnected from any potential clients. It was 1,000 km to the nearest major urban centre.

Gary Klein’s research in, Seeing What Others Don’t, identified five general ways that we gain insights.

  1. Curiosity
  2. Connections
  3. Coincidences
  4. Contradictions
  5. Creative Desperation

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introduction to working smarter

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The nature of work has continuously changed over time. Factories and manufacturing are no longer where most of us work. We work in offices, at home, and often remote from our team mates. Today, much of what we do at work is networked via digital technologies.

Here is a useful model of working smarter by connecting our work teams with our professional communities and networks. It is based on three practices: seeking knowledge, sensemaking, and sharing our knowledge, or simply put — seek > sense > share.

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after the shit has hit the fan

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The proverbial shit has hit the fan. Were you ready? Did you have a knowledge network that you could depend upon to make sense of your digital world?

“When the shit hits the fan you want your inside information flow to be at least as fast as what is happening outside. In most organisations this is not the case … If you have a big enough, mature enough, fast enough set of internal conversations taking place then you will be better able to work out what is happening and what to do about it.” —Euan Semple 2020-03-17

For the first time ever, most students in schools in many countries are learning at a distance [850 million out of school as of today]. For the first time ever, in some countries, more people are working remotely than going to a place of work. The network era starts in 2020. Everything before was a prelude.

The new normal, when it comes, will be different. Teaching will be turned upside down. So too will curricula, academic disciplines, and their institutions.

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learning from the external world

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What are the most valued ways of learning work? Jane Hart has been asking this question since 2010. Over 7,500 people have responded to date. Jane has analyzed these results first from the perspective of how do people with different characteristics diverge from this overall pattern, and second from the perspective of learning from both internal and external work environments. In the second part, Jane makes three key recommendations.

  1. Help employees (particularly the youngest employees) value learning from the external world, and to take some time to do this for themselves, as well as develop the modern learning skills they need to thrive and survive. In Part 1 we saw how the Freelancers’ profile is one many will need to adopt. See particularly sections 3 – The modern worker and 4 – Encourage a daily self-learning habit.

  2. Help line managers understand the importance of continuous (self-)learning outside the organisation, and to provide time for this – see section 2 – The modern manager

  3. Curate resources and other opportunities from the external environment so that they are integrated into the daily work environment – see section 10 – Offer opportunities for continuous learning

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working smarter with PKM

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Working Smarter with Personal Knowledge Mastery is a field guide for the networked knowledge worker. It is meant to complement the PKM Workshops and help practitioners. At 12 pages it is not designed to cover all aspects of the models, frameworks, and practices that inform PKM, but provide a quick reference, especially for those new to the discipline.

This field guide is made available under a Creative Commons license for easy sharing and is not for resale or commercial purposes. For more detailed explanations, see the Perpetual Beta Series.

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making sense of our digital world

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The spread of the novel corona virus SARS-CoV-2 is having a massive influence on our connected world. Schools are being shut, quarantines are in effect, and airlines have cancelled certain flight routes. So where are we getting our information from? If it’s from Facebook then some secret algorithm designed to maximize advertising revenue is deciding what we see. This does not make for a well-informed citizenry. There are also forces at play that want people to panic. Some misinformation may be designed to push stock prices up or down so profits can be made. Other forces see panic as a way to destabilize competing or warring nations. The digital information sphere is constantly being manipulated and we should understand this and find ways to counter the post-truth machines.

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PKM in practice

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What is cognitive load?

“When the brain has to deal with multiple elements of information, difficult material, and you have to manipulate or process those different elements, working memory can struggle. It imposes a heavy working load on working memory – that is cognitive load … Intrinsic cognitive load is the load complex material places on working memory. It is subjective, intrinsic and there’s not much you can do about it. Extraneous cognitive load is in the designed instruction and can be redesigned to reduce cognitive load.” —Donald Clark

Worked examples can lessen cognitive load, according research by John Sweller, which is reviewed by Donald Clark in the quote above. “A worked example is a step-by-step demonstration of how to perform a task or how to solve a problem”, according to Psychology Wiki. Cognitive load management is one of the four beneficial skills that can be acquired through the practice of personal knowledge mastery (PKM). For example, off-loading some cognitive tasks to an external network or community of practice provides time to focus or reflect.

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RTFM

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If you find that people on social media have a tendency toward anger and outrage there is one action we all can take to diffuse the situation. It’s simple, but first we have to stop and think. If there is but one practice that will help make social media more civil, it is to always read the full article or reference before sharing and especially before commenting. In short — RTFM.

I recently posted a link to an article on Twitter — How McKinsey Destroyed the Middle Class — with this quote, “In effect, management consulting is a tool that allows corporations to replace lifetime employees with short-term, part-time, and even subcontracted workers, hired under ever more tightly controlled arrangements … Technocratic management, no matter how brilliant, cannot unwind the structural inequalities that are dismantling the American middle class.”

I don’t agree with the entire article but there is some truth that large consultancies have helped to get rid of middle management, blocking career growth for workers at the bottom of the hierarchy, and shifting non-management personnel to contracted or part-time workers.

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