Every day I tweet links to resources I have found of interest. At the end of the month I review them as I add them to my 2013 Reading List and pick out my favourites. So here are my favourites from June 2013. I’ve listed them in chronological order, and once again, I’ve provided a short quote to give a flavour of the article or post itself.
1 – How to deal with barriers, Jane Bozarth, Learning Solutions Magazine, June 2013
So the trick: Get past the extrinsic first-order barriers and try to find the real, intrinsic root of resistance. In our field there aren’t usually many surprises here: Often the changes we’re after challenge basic notions about workplace learning and what constitutes “good” instruction (and, often, whether instruction is ever even indicated).
2 – Marc My Words: Google Glass as Wearable Performance Support, Marc Rosenberg, Learning Solutions Magazine, June 2013
As this year’s most buzz-worthy gadget, Google Glass may be a game-changer in wearable computing. But is it a revolution in mobile performance support, or simply an evolution? I’m not sure. Today, many retail and restaurant chains equip their people with radios to improve customer service and share information. Tablets and other hand-held devices are increasingly assisting workers on the go. Is Google Glass really any different?
3 – How technology is changing the way people learn, Forbes, 8 June 2013
Now, we are entering a new industrial revolution and machines are starting to take over cognitive tasks as well. Therefore, much like in the first industrial revolution, the role of humans is again being rapidly redefined. Organizations will have to change the way that they learn and managers’ primary task will be to design the curricula.
4 – How to Use Twitter to Become an Expert on Any Topic, Hans de Zwaart, 12 June 2013
Sometimes you need to quickly immerse yourself in a new field. You might want to gain expertise or quickly gauge what the current issues are around a particular topic. One way of doing this is by creating a dedicated Twitter account to follow a topic. Below some instructions on how you could do this..
5 – Help! – the professional2.0 is coming, Joitske Hulsebosch, 18 June 2013
What does this imply for organizations, strong, initiative-taking autonomous professionals? I have spoken to several youngsters who are surprised about the slowness of communication in organizations and the lack of adequate resources and support. Professionals are ‘serial masters’, who design their own online brand, and be young and old.
6 – 5 trends shaping the future of work, Jacob Morgan, 20 June 2013
When it comes to the future of work there are a few key trends which business leaders need to pay attention to. Understanding these trends will allow organizations to better prepare and adapt to the changes which are impacting the way we work. These five trends are: 1) changing behaviors which are being shaped by social media entering the enterprise 2) new collaborative technologies 3) a shift to the “cloud” 4) millennials soon becoming the majority workforce and 5) mobility and “connecting to work.
7 – Social learning is for human work, Harold Jarche, 23 June 2013
This is exactly the message I am trying to convey in the image below. Standardized work (blue) is already being outsourced to the lowest cost of labour and will eventually be automated. This includes knowledge work. Customized work (yellow) is human. Its dominance will mark the end of the industrial era. Talent will replace labour as intangible assets will provide value while machines and software will handle any work that can be standardized.
8 – On Leading, Managing and Co-creating in the Connected Workplace, Jon Husband, 23 June 2013
It’s essential, in this interconnected age of instant accessibility to information and knowledge, that as a leader and manager you are aware of the potent force that is contained in networks of connected information and people.
9 – 70:20:10 – a framework for human performance, Charles Jennings, 24 June 2013
It’s important to be aware that 70:20:10 is a reference model and not a recipe. The numbers are not a rigid formula. They simply remind us of the facts above – that the majority of learning and development comes through experiential and social learning in the workplace (the ‘70’ and ‘20’) rather than through formal classes and courses (the ‘10’). Of course structured and directed ‘formal’ learning can help, but it rarely, if ever, provides the complete answer.
10 – So how do we know they are getting the right answers, Helen Blunden, 27 June 2013
My response was that this is where as L&D rather than control that information as it’s likely that what we also give them will also be out of date immediately, that we coach our people to have their ‘crap detectors’ on; to teach them skills around inquiring, critically evaluating and checking the information rather than total acceptance of what is given.