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Building a TEL Community: Reflection, Consolidation, GROWTH

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The first 20 hours -- how to learn anything: Josh Kaufman at TEDxCSU. What is a PLN - Marc-André Lalande's take. RSA Animate - Drive: The surprising truth about what motivates us. Learning in the Workplace 2013 Survey Results. Here are the results of the 6th Annual Learning in the Workplace survey showing the importance (value/usefulness) of 12 different ways of learning in the workplace – ranked by their combined Very Important + Essential scores.

The red emboldened figure is where the most responses were received in each category. The most valued ways of learning at work are Daily work experiences, Knowledge sharing with teams as well as use of Web resources and Web search. These are all self-organised, “non-designed” forms of learning. “Designed” learning initiatives like Classroom training, E-Learning, Coaching and internally-produced resources sit at the bottom of the list along with Conferences and other events.

What does this all mean? (a) not only to modernise designed-learning experiences to ensure they are relevant and appropriate for today’s busy people For more, see Centre for Modern Workplace Learning. Learning in the Workplace Survey 2014. Social Learning in the Workplace. Becoming-a-social-learning-practitioner.pdf. 'If You Can't Measure It, You Can't Manage It': Not True. Why PKM? Here is a short video introduction on why personal knowledge mastery (PKM) is becoming a required skill and mindset for professionals today. We continue to see that labour has diminishing value as routine work keeps getting automated. To remain current in the network era, people must constantly improve their talents and focus on initiative and creativity. When you are only as good as your network, PKM becomes a necessity. The full transcript is available below the video. Are things more complex now, than they were 5 or 10 years ago? Your Work?

Personal Knowledge Mastery is a framework, that I have developed over the past 10 years, to help make sense of the changes in the modern workplace and is especially for professionals who continuously welcome challenges at the cutting edge of their expertise. There are many indicators that this century is a departure from the industrial era of the 20th century. Related: Why PKM Part 1. Modernising the L&D function: From learning gatekeeper to learning concierge. I have written a lot about how knowledge workers are using the Social Web to organise their own learning and performance support and how this is changing the face of workplace learning such that the new role of Traning & Development (T&D) will be to support these new ways of self-organised learning.

But I still encounter comments like this: “We can’t let people learn things on their own; how do we know they are learning the right things” It is clearly difficult for some, who see themselves as “gatekeepers” to learning, to understand that they can no longer control everything that people learn in their organisation, and that it is not a matter of “letting” people learn things on their own, but recognising they are already doing so. The door to a new world of knowledge is now well and truly open for anyone to pass through, so it’s now more a question of how we can help people in this big World Wide Web of Learning, rather than shutting down access to it.

The Modern Workplace Learning Landscape: more than telling people what to learn. I was recently asked to summarise my thoughts on the evolving modern workplace learning landscape and L&D’s role in it. So here it is Although people learn in many different ways, L&D has for a long time concentrated its attention on creating, delivering and managing courses. Despite the fact it has moved from a classroom to an e-learning (or even blended learning) approach, it still revolves around telling people what, how and when to learn.

Although there has been a lot written about the ineffectiveness of training and the unappealing nature of much e-learning, efforts have largely been around trying to improve the learning design processes, rather than considering how to support other ways of learning in the workplace that are more appropriate for the performance problem and for the people concerned. Social learning has also become a hot topic. But for some organizations this has simply been about adding social media into the training or e-learning mix. Modern Workplace Learning: An overview | Modern Workplace Learning. This is the overview of the Modern Workplace Learning resource book that Jane Hart is working on. The Table of Contents is here. Access to the online draft is available to members of the MWL Association.

Our Workshops also cover many of the different aspects of Modern Workplace Learning mentioned here. Workplace learning is evolving. Up to now the focus has been on designing face-to-face training or online training, aka e-learning, but it is increasingly clear that much of this is ineffective or unappealing for the people concerned. As a consequence individuals and teams frequently turn to the Web to solve their own learning and performance problems – mostly in non-instructional ways – which they can achieve more quickly and more easily, and in ways that best suit them. Becoming a modern-day L&D department therefore means the following: In Modern Workplace Learning, there is now a clear a focus on performance (support and improvement) – rather than on training.

Charles Jennings | Workplace Performance: Autonomy and Value in Social and Workplace Learning. My colleague Jane Hart recently shared the diagram below on her blog. It shows the relationship between relative value and relative autonomy as they relate to different approaches for learning in the modern workplace. ‘Learning in the Modern Workplace’ Model Jane’s diagram shows the increasing value that can be released through exploiting learning opportunities beyond ‘the course’ and the curriculum. Initially expanding from courses to resources and then further out to the exploitation of social collaboration and personal learning (and personal knowledge mastery).

It struck me that Jane’s model closely aligned with others I’ve used to help explain the increase in realised value brought about by the use of experiential, social and workplace learning. IBM Core Model This model, produced by IBM Consulting services in 2005, separates learning solutions into three phases: I have mapped the elements of the 70:20:10 model at the bottom to show the link with the next model. 70:20:10 Model #itashare. 20 small changes to modernise the workplace learning experience.

A special social learning experience in India. During September I had one of the most rewarding experiences of my career, when I ran an online workshop for the Sales Team at Pfizer India. Early in August Sunder Ramachandran (@sundertrg on Twitter) asked me if I would run my 4-week online workshop, Integrating mobile devices into the classroom, for his team as they had just been given iPads. Around 25 people signed up, and Sunder kicked off the workshop on Wednesday 27 August with a conference call. During that call I explained that this wasn’t going to be a traditional online course.

It would be hosted in a private group space on my social platform at the Modern Workplace Learning Centre (MWL), and each week I would release a set of activities together with tips and tools and links to external readings and resources. The participants would then be free to work on them as best suited them and fitted in with their workload – but that they were also encouraged to share their thoughts and experiences with one another. A day in the life of a learning management system. A day in the life of a learning management system by Clive Shepherd Every training manager thinks they know what a learning management system is.

The problem is that they're all thinking different things. Is it a learning portal? A training records system? An authoring tool? This article looks at the ways in which an LMS can support the full range of everyday functions of the training department - a metaphorical day in the life of a learning management system. Contents Under pressure9am Assessing the job10am Assessing the student11am Measuring the gap12am Creating learning resources1pm Cataloguing resources2pm Filtering resources3pm Building the plan4pm Agreeing the plan5pm Offline delivery6pm Online delivery7pm Monitoring progress8pm Assessing resultsBedtimeLinks Under pressure By now, you're probably feeling the pressure. Every training manager thinks they know what a learning management system is. OK, so what is it then? 9am - Assessing the job Which LMS?

10am - Assessing the student Links. What is a Learning Portal | e-Learning Portals | LMSs. A web site that acts as a central directory/repository for various types of learning and training materials used by learners is known as a learning portal or eLearning portal. Learning portals link to relevant training or learning materials such as pdf documents, training videos, web sites, courses, interactives, etc. The main page of the learning portal (often called the training menu or learner dashboard) may also display a list of recommended courses, upcoming events, resource libraries, job aids or discussion boards.

Search functionality within the portal, rating systems, and social networking features are also available in some learning portals. Content within the eLearning portal can either be general OR customized for the individual learner. Here is an analogy to describe learning portals and the relationship between a learning portal and the learning management system (LMS): Imagine, a learning portal is a car; the learning management system (LMS) is the car’s engine. AllenComm | Deciding Between an LMS & Learning Portal? - AllenComm. “Over the next five years LMSs will look more like portals and feel less like platforms.” The Evolution of the LMS: From Management to Learning, by Beth David, Colleen Carmean, Ellen D Wagner, 2009.

More than halfway into this projection, we still see LMSs and platform LMSs—but the portal is definitely emerging, organically, as a preferred choice for effectiveness and efficiency. Why is this shift occurring, and why should we care? To tackle these questions, let’s discuss 1) how an LMS is different from a learning portal, and 2) how a platform solution is different from a learning portal solution. LMS / Learning Portal – What’s the difference? A learning portal, however, is an online hub of activities related to training and performance. And it’s not just a hub of activities for learners, it’s a hub of data and reporting for administrators. So what about platform systems? Have you ever wished that you could just design the solution that would be just right for your needs? Jolet.