Are you are looking for a Christmas present for one of your staff?
Then why not give them a gift voucher that can be redeemed for a place of their choice on one of the pubic online workshops facilitated by Harold Jarche or me at The Connected Workplace Consultancy in 2014.
Building and maintaining successful online communities takes time and effort. In this workshop we look at the importance of planning your community, different ways of launching it, and after the first flush of enthusiasm, making sure it remains dynamic and vibrant.
Suitable for anyone who wants to run an online community.
Agenda
The 4 week online, social workshop covers the following topics:
Planning a community : What to consider before you even start
Launching a community : Different approaches to getting things going
Maintaining a community : Ways to inspire interesting content and create an ongoing vibrant community atmosphere
Measuring the success of a community : Quantitative v qualitative metrics; activity v performance
How the workshop runs
Please note this workshop does not use a traditional course format.Here are the key elements of how it will run:
The workshop provides a semi-structured approach that is designed to give just enough structure, without constraining personal and social learning.
At the beginning of each workshop week I will provide some introductory web readings as well a practical activity to get you thinking, doing and talking about the week’s topic. Participants can undertake these readings and activities whenever it is convenient for them. The total time commitment should be about 3 hours per week, though there is the potential to do more, should you so desire.
The workshop is hosted within our Yammer network which enables us to have a continuous flow of conversation around the workshop topic so that people can continuously learn from one other. Without these conversations, we would not be able to help in an informed way. For those attending, the more they participate and contribute, the more they will get out of the workshop.
Participants will have access to the workshop materials and conversations for 90 days after the end of the workshop. Re-use of materials within participants’ organisations can be negotiated.
Sign up
Cost is £79 (incl VAT) per person. Sign up below. You can use your credit card or PayPal account.
These are the links to articles and posts I shared in my tweets during November 2013, listed in reverse chronological order. If you haven’t got time to read them all, then take a look at the 12 I’ve highlighted.
Harold Jarche is a leading authority on Personal Knowledge Management, which he describes as a set of processes, individually constructed, to help each of us make sense of our world, and work more effectively. He has developed a popular Seek-Sense-Share framework which identifies the 3 key elements of PKM (see diagram on the right)
Harold writes about PKM continuously in his blog, and has also helped thousands of people worldwide use this framework in his very popular online workshops, which he runs privately for organisations or publically.
I have talked and written a lot about the use of social media for professional learning, and in particular how social tools have transformed the way I work and learn.
I was recently asked how my own use of social media fits onto Harold’s PKM framework. So I came up with this diagram which shows my own daily PKM routine.
Although I search for (ie seek) stuff regularly during the day on Google, most of what I find out comes from the continuous flow of information from my professional network.
Although for me, Twitter is my most important social network, there are many other places which drip feed me with content – and my network of people is constantly evolving as I discover new people who provide me with useful ideas, thinking and resources.
I use a range of sense-making techniques, eg filters to separate the signal from the noise, and techniques to validate any sources of information I receive – which I have developed over time. Although I trust my network to feed me valid resources, it is always important to check any resources personally to ensure they meet my own high “quality control” standards.
I then synthesise any new valuable pieces of information with what I already know, asking myself does this add something key to what I already know, does this take my own thinking forward, or does this even change my thinking about what I already know.
I then decide whether I should share what I have found with others (is it appropriate, of interest, relevant, etc to them?), who I should share it with (internal/external networks?), how I might best share it (in its original format (eg tweet)?, how I can add value to it or whether I should present it in some other way, e.g. write a blog post providing more detail of its significance.) I might even decide to share it in a number of different places and formats, of course.
This PKM routine has now become an integral and essential part of my daily workflow; it is just second nature to me. If I have less time to do it one day, I will apply a different set of filters to ensure the good stuff still gets through to me, and I may not be able to share it immediately but save it some place for later.
Harold and I both believe that PKM is going to become a key skill for the future. How do you use social tools in the context of the Seek-Sense-Share PKM framework as part of your daily PKM routine?
Here are the slides I used for my closing keynote at the WCET Annual Meeting in Denver, Colorado last week. I’ve added a few pieces of text to make the slideset a bit more understandable.
For more information about the resources we are building to help university and college students acquire the new skills and toolset for this new world of work and learning, visit aLifeOfJobs.com.
I used the following slideset at the WCET Annual Meeting in Denver Colorado to discuss the results of my Top 100 Tools for Learning 2013 list – released at the end of September 2013 – and technology trends in 10 categories. The Practical Guide to the Top 100 Tools 2013 is available here.
Teams have been collaborating for years, but with new social technologies this has become a powerful new concept, as it allows individuals to share their knowledge and experiences with one another on a continuous basis so that the team, community or group can work and learn together. But working and learning together effectively requires a new set of social and collaboration skills. This workshop focuses on some of the practical ways that teams can share their knowledge and collaborate with one another.
Suitable for anyone who wants to find out more about effective collaborative working and learning as a team.
Agenda
The 4 week online workshop covers the following topics
Learning to share; sharing to learn : psychology of sharing; the why, what and how of sharing
Sharing your work : working out loud; narrating your work
Collaborative working : small group collaboration; solving problems together
Collaborative knowledge building : mass collaboration; building a collaborative knowledge base
How the workshop runs
Please note this workshop does not use a traditional course format.Here are the key elements of how it will run:
The workshop provides a semi-structured approach that’s necessary to kickstart the informal, social learning that will be needed to become proficient – so is designed to give just enough structure, without constraining personal and social learning.
At the beginning of each workshop week I will provide some introductory web readings as well a practical (individual and/or group) activity to get you thinking, doing and talking about the week’s topic. I curate what I think are the essential resources on the topic and also provide additional links and resources for those who are interested to stimulate the discussion. Participants can undertake these readings and activities whenever it is convenient for them. The total time commitment should be about 3 hours per week, though there is the potential to do more, should they so desire.
The workshop is hosted within our Yammer network which enables us to have a continuous flow of conversation around the workshop topic so that people can continuously learn from one other. Without these conversations, we would not be able to help in an informed way. For those attending, the more they participate and contribute, the more they will get out of the workshop.
Participants will have access to the workshop materials and conversations for 90 days after the end of the workshop. Re-use of materials within participants’ organisations can be negotiated.
Public Workshop
The next public workshop runs 25 November – 20 December 2013.
Workshop fees are designed to favour early subscribers, with the first 10 participants at £79 (a few places still available), and further participants at £99. Sign up below. You can use your credit card or PayPal account.
I’m very pleased to announce the publication of this new book edited by Rob Hubbard, which includes a chapter I have written on informal and social learning. Here’s a description of the book published by Wiley.
“Technology has revolutionised every aspect of our lives and how we learn is no exception. The trouble is; the range of elearning technologies and the options available can seem bewildering. Even those who are highly experienced in one aspect of elearning will lack knowledge in some other areas. Wouldn’t it be great if you could access the hard-won knowledge, practical guidance and helpful tips of world-leading experts in these fields? Edited by Rob Hubbard and featuring chapters written by global elearning experts: Clive Shepherd, Laura Overton, Jane Bozarth, Lars Hyland, Rob Hubbard, Julie Wedgwood, Jane Hart, Colin Steed, Clark Quinn, Ben Betts and Charles Jennings – this book is a practical guide to all the key topics in elearning, including: getting the business on board, building it yourself, learning management, blended, social, informal, mobile and game-based learning, facilitating online learning, making the most of memory and more.”
Table of contents
So What is eLearning? Clive Shepherd
Getting the Business on Board Laura Overton
Build In-House, Buy Off -the-Shelf or Outsource? Jane Bozarth
Production Processes – Making it Happen! Lars Hyland
Making the Most of Memory Rob Hubbard
Blended Learning Julie Wedgwood
Informal and Social Learning Jane Hart
Facilitating Live Online Learning Colin Steed
Mobile Learning Clark Quinn
Game-Based Learning Ben Betts
Learning Management Charles Jennings
15% Discount
If you’d like to purchase the book, here’s a promotion code to get 15% discount when you buy the book at www.wiley.comVBF11
Last week I wrote a post about Connected Learning and how it offers a semi-directed, semi-structured approach to workplace learning that fits between the directed, structured knowledge sharing (aka training or e-learning) that has been the way that L&D has traditionally operated, and the unstructured, self-directed knowledge sharing that happens in work teams and groups in the flow of work.
But in the age of the Social Web and now the Social Business this is only a part of a much bigger picture of how we learn at work, and which is offering new opportunities to forward-thinking L&D professionals (and departments) who want to break free from a mindset that only focuses on designing, delivering and managing learning.
Here’s a summary diagram of many of those new opportunities on offer that I have put together for an upcoming keynote I am giving.
Harold Jarche and I have been helping L&D professionals (and departments) understand these new opportunities for some time now, firstly through our activities at the Social Learning Centre and now at the Connected Workplace Consultancy (where you can read more about all of the activities shown on the diagram above).
But it is always good to read some of the inspiring stories from learning professionals in the field about how they are pushing L&D boundaries in their organisations. Take for instance Helen Blunden who is working hard to get the concept of personal learning networks in her bank in Australia. Helen takes you through her approach step, by step, but note, particularly her tactics:
“First of all, I decided to call them “Peer Networks” – I removed the word “learning” as my intention was to remove any preconceived ideas about learning. I wanted to create a sense that it was just “part of the way we do business – in the workflow”.
Calling it out may have put negative connotations into their minds. I also didn’t want it to have any connection with the Learning & Development department for fear of them having the concept packaged into a programmed event, formalised, structured, implemented, measured and evaluated.”
How are you breaking free from traditional “command and control” training/e-learning approaches and supporting new ways of “learning” in the workplace? I would love to hear more stories from those working hard in the field.
These are the links to resources I tweeted in October 2013 – in reverse chronological order. If you haven’t got time to read them all, then take a look at the 12 I’ve highlighted.
Are you are looking for a Christmas present for one of your staff?
These are the links to articles and posts I shared in my tweets during November 2013, listed in reverse chronological order. If you haven’t got time to read them all, then take a look at the 12 I’ve highlighted.
I’m very pleased to announce the publication of this new book edited by Rob Hubbard, which includes a chapter I have written on informal and social learning. Here’s a description of the book published by Wiley.
These are the links to resources I tweeted in October 2013 – in reverse chronological order. If you haven’t got time to read them all, then take a look at the 12 I’ve highlighted.
