model for networked learning (Aprendizaje en
RED + idea of professional learning in a connected age)
(Network Learning: Working Smarter)
Seek: Seeking is the process of keeping up to date in your field. Over the past decade, the Internet and social media have been one of my primary sources for professional learning. To me, seeking represents the topics or content that I’m curious about and that will help me be more effective at my work as a social media and nonprofit capacity builder and trainer – and blogger. Some topics of interest for me include: social media measurement, ROI, networked learning, information overload and mindfulness, Civil Society 2.0, networks, training and capacity building approaches, and culture change. That means I’ll continue to build my personal networks and content sources in these areas. As far as geekery topics, I’m particularly excited to explore some of the new tools for coping with the ever expanding information on social networks and mobile.
Sense: Sensing is making sense of the information. This is building time in for reflection and putting I find out into practice. Sense making is also experimenting and learning by doing. It is also a process that happens, in part, in quiet – and for me that means embracing slowness. Most of all, I want to master the ability to switch between connectedness and solitude. I will continue to practice and explore different ways to use visuals to aid reflection, including data visualization, visual thinking, structured frameworks, graphic facilitation, and more. Most of all, sensing requires discipline, a routine, systems, and being organized.
A lot the products of my sense-making are shared through this blog, flickr, YouTube, and Slideshare – as well as offline through presentations, book and article writing, and facilitating workshops.
Share: This is the process of exchanging resources, ideas and experiences with our networks and collaborating with our colleagues. I participate in numerous online communities of practice, but I’m most excited about the Zoetica Salon that we’ve been hosting on my Facebook page and we will continue with a monthly theme and share the summaries. I’m also exploring different networks for sharing and connecting with colleagues that go a little bit deeper than 140 characters. Lately, I’ve found Quora to be an interesting place for discussions.
Jarche defines networked learning as “an individual, disciplined process by which we make sense of information, observations and ideas.” He further suggests that networked learning is the solution (in part) to information overload (not the cause!). For networked learning to be beneficial, it requires an open attitude toward learning and finding new things. In addition, each person needs to develop individualized processes of filing, classifying and annotating digital information for later retrieval. His conceptual model include the three words: seek, sense, and share.
My sense is that becoming a master at networked learning helps you improve what you are doing in world that is changing so fast and is so complex.
The Connected Workplace: Today’s digitally connected workplace demands a completely new set of skills.
Connected Leadership: How is leadership in a hyper-connected workplace different?
Social Learning for Business: Here’s an elevator pitch, in 10 sentences, for social learning, which is what really makes social business work.
Work is learning & learning is the work: We have come to a point where organizations can no longer leave learning to their HR or training departments.
Coherent Communities: Effective, or coherent, knowledge-sharing requires not just collaboration, but also cooperation and especially connections (communities).
In Networks, Cooperation trumps Collaboration: Collaboration happens around some kind of plan or structure, while cooperation presumes the freedom of individuals to join and participate. Cooperation is a driver of creativity.
The learning organization: an often-described, but seldom-observed phenomenon: What should a true learning organization look like?
Social Learning, Complexity & the Enterprise: Organizations should focus on enabling practitioners to produce results by supporting learning through social networks. This (long) paper also discusses organizations as they evolve from simplicity to complexity and how to get social learning moving in an organization.
It’s not about knowledge transfer: Knowledge cannot be transferred. This is the big conceit of knowledge management.
Life in Perpetual Beta: Perpetual beta is my attitude toward learning – I’ll never get to the final release and my learning will never stabilize.
The New Challenge for Learning Professionals: (PDF) Work isn’t what it used to be, which means training should have changed too, but has it? In this paper I discuss what the learning landscape of 2013 and beyond will look like according to what’s working now and what’s not in online training.
A Framework for Social Learning: (PDF) (Inside Learning Technologies & Skills) Making social learning work at work is not trivial, but quite possible if you understand the bigger picture.
Workscapes as Frameworks for Change: (Internet Time Alliance) A workscape perspective can help management, HR and L&D professionals get away from the trees to see the forest, because business is a complex, interconnected ecosystem today.
Getting to social: you simply can’t train people to be social (Internet Time Alliance) My colleague, Jane Hart, notes, “… as for the new social and collaboration skills that workers require, well you simply can’t train people to be social!”
Working on Internet Time (PDF) Internet Time Alliance white paper. For the creative management that is necessary in today’s networked workplace, a new set of principles is required.
Three Principles for Net Work (PDF) Internet Time Alliance white paper on the principles of narration of work, transparency, and shared power.
Skills 2.0: (PDF) (as published in T&D Magazine) Web2.0 gives learning professionals an aptitude adjustment.
Smarter Companies (2013) Discussion on changing organizational dynamics.
(2012) Personal Knowledge Management
The subject of PKM has been discussed a lot here so I’ve aggregated the more important posts in order to provide an overview and a starting point on the subject. Link to PKM
Every Friday I review what I’ve noted on Twitter and post a wrap-up of what caught my eye. I do this as a reflective thinking process and also in order to take some of what I’ve learned and put it on a platform I can control, my blog. Link to Friday’s Finds
“PKM: A set of processes, individually constructed, to help each of us make sense of our world & work more effectively.”
connected worker program-Harold Jarche (vs Talleres eAprendiz)
ver página Liderazgo, complejidad e incertidumbre
Watch the 10 minute introduction to learn more:
One way to look at network learning is as a continuous process of seeking, sensing and sharing.
Read complete article – Network Learning: Working Smarter
Here are four main processes that can be used in developing critical thinking skills using web tools (click image to enlarge).
Using a Seek-Sense-Share framework (à la personal knowledge management), you should start by picking one or more web platforms on which to practise critical thinking.
|PKM||Critical Thinking Process||Web Tools & Strategies|
|1)||SEEK||Observe & Study||Use an aggregator (feed reader) to keep track of online conversations. Follow interesting people on Twitter. Use Social Bookmarks (set them free). Find a Twitter App to suit your needs. Create online (reusable) mind maps, graphics and text files of your thoughts. With more information in online databases, use Search, instead of file folders. Set up automated searches. Review your bookmarks, Twitter favourites, etc.|
|2)||SENSE||Challenge & Evaluate; Form Tentative Opinions||Tweet your thoughts, not just those of others. Write a reasoned response to an article/post that inspires/provokes you. Write an original Blog post. Present your images/mindmaps with explanationsWrite book/video reviews. Aggregate your learning from various sources and post a regular “what I learned” article – text, podcast, video, image|
|3)||SHARE||Participate||Connect via Twitter. Share social bookmarks through groups & networks. Join Social Networks. Join in Tweet Chats. Comment on or about other blogs. Continue and extend conversations from news sources, other tweets or blog posts.|
In my opinion, the core of PKM is 2) sensing, though 1) active observation is necessary to feed sense-making processes and 3) sharing with others creates better feedback loops. The diversity of both what one seeks and who one shares with have a significant impact on the quality of sense-making processes.
Personal knowledge management frameworks can help knowledge workers capture and make sense of their knowledge. Organizations should support the individual sharing of information and expertise between knowledge workers, on their terms, using PKM methods & tools. Simple standards, like RSS, can facilitate this sharing. Knowledge bases and traditional KM systems should focus on essential information, and what is necessary for inexperienced workers. Experienced workers should not be constrained by work structures like teams but rather be given the flexibility to contribute how and where they think they can best help the organization.
We know that formal instruction accounts for less than 10% of workplace learning. The same rule of thumb should apply to knowledge management. Capture and codify the 10% that is essential, especially for new employees. Now use the same principle to get work done. Structure the essential 10% and leave the rest unstructured, but networked, so that workers can group as needed to get work done. Teams are too slow and hierarchical to be useful for the network era. Organizations structured around Loose Hierarchies & Strong Networks, as described in the image below by Verna Allee, are much better for increasingly complex work.