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 those I particularly enjoyed in August 2013, with a quote from each one to show you why it appealed to me. I think you will see this month’s theme emerging.
In a posting on 1 August, Donald Clark talks about Sceptics & social media: 5 stages of grief. He summarises by saying.
“Technology is always ahead of the sociology. What matters is that the early adopters and people with some foresight ignore the naysayers and get on with their blogging, contributions to Wikipedia, YouTube uploads, Facebook posting, Tweets, whatever, and ignore the sceptics.”
10 Powerful Quotes From The Steve Jobs Movie And What They Teach Us About Leadership, (16 August) is full of great Steve Jobs quotes, but this well known one stands out.
“Here’s to the crazy ones. The misfits. The rebels. The trouble-makers. The round pegs in the square holes. The ones who see things differently…they change things. They push the human race forward. And while some may see them as the crazy ones, we see genius.”
For some blogging is still seen as somewhat avant garde, but Euan Semple, 13 August shows us How writing a blog can make you a better manager,
“I often think back to my days as a line manager. Working with people in big organisations I am reminded of the fears and frustrations that come with the job. I remember feeling out of my depth and unsure of the responsibility. I remember thinking that the job would come with a manual and that someone would give me clear instructions on what to do in every situation. This didn’t happen. It still doesn’t happen. You have to mostly work stuff out for yourself – and this is where a blog comes in.”
In The social imperative, Harold Jarche (19 August) reminds us …
“Becoming more social is not just a new business driver but also a societal imperative.”
And Oscar Berg builds on Harold’s post, in Our future relies on our social networks, (26 August):
“When discussing online social networks and the phenomena of social networking, we need to look at the bigger picture and the underlying need for social networks instead of just dismissing these things as hype or nonsense, using trivial arguments such as “I’m not interested in hearing or seeing what other people ate for breakfast”. The concept of social networks is of course not a new thing. Social networks are the very core of being human, a thing that separates humans and other primates from other species. What is new is that we have extended our capability to build and sustain our social networks using information technology, for example online social networking platforms.”
Earlier in the month (1 August), Kevin Wheeler wrote about How Gen Y Learns & What it Means for Education, pointing out …
“Gen Y, those in their twenties now, are born of bits and bytes. They hardly read. They watch play computer games, watch movies on the Internet, have made YouTube their favorite destination. This generation is the one that will redefine learning. And because of them book-based learning, lectures, stand-up teaching, grades, honor rolls, and all the other paraphernalia of the 20th century will fade away faster than we image.”
In Building a culture of continuous learning, Charles Jennings (12 August) explains..
“Most people get it. Classes, courses and curricula – structured learning events – don’t provide all the tools in the toolkit. They’re bit-players in a much larger world of organisational learning and performance. The part that formal, directed learning plays in overall organisational capability may be important at times, but organisations aspiring towards Peter Senge’s ‘learning organization’ – in other words, creating a culture of continuous learning – need to reach beyond simply improving structured training”
But Jacob Morgen in It’s crunch time for the future of work (26 August), hits the nail on the head ..
“If your organization is still stuck using legacy technologies and approaches to getting work done what do you think will happen when millennials join your organization? In fact, why would they want to join your organization at all? They wouldn’t. This means that as the baby boomers retire and as knowledge and experience literally walks out your front that you don’t have an attractive enough proposition to replace those employees with new top talent.”
Although Jacob is talking about the future of work, I think the same is true for the future of workplace learning. Let’s just re-word the first few sentences.
“If your organization is still stuck using legacy technologies and approaches to workplace learning what do you think will happen when millennials join your organization? In fact, why would they want to join your organization at all? They wouldn’t. “