As part of my – sense-making, moving from tacit to explicit, sharing with others – PKM system, here’s what caught my attention via Twitter during the past week. This week, I’m going to focus more on what others found interesting, as there was a lot of traffic as a result of the LearnTrends conference. LearnTrends once again emphasized my perspective that Work is Learning and Learning is the Work.
Janet Clarey (@JClarey): “We need to help people get around in their network and learn from it, instead of building Communities of Practice.” via @rlohuis
Chris Hardy: “new technology plus old organization = costly old organization; need new biz models and plan DAU [defense acquisition university].” via @littleasklab
Deb Schultz: “Organizational learning will be about connecting the dots for content instead of creating the content.” via @rdeis
Jerry Michalski (@jerrymichalski): “Kids are naturally curious, traditional education suppresses it; ‘unschooling’ of adults brings curiosity back.” via @SuzNet
Gary Woodill (@gwoodill): “We only started to really use classrooms a lot in corporate training after the founding of ASTD in 1947.”
Danny McCraine (@dmccraine) “If we know the public school system is broken, why do we emulate it in a corporate environment?”
Comments from George Siemens’ (@gsiemens) Session:
“opens the whiteboard up to let participants create the agenda…whoa! crazy fun! ” @chambo_online
“Very intrigued to have 130 people writing on a whiteboard all at once at #learntrends … and amazingly, it didn’t suck” @cynan_sez
“130+ people writing on same Elluminate whiteboard and GWave also being completed. Online learning has arrived” @GillianP
Jay Cross (@jaycross): “Hallmark of Future Work. Past: Subject Matter Experts. Future: Subject Matter Networks” via @Melissa_Venable @rdeis
JimFolk (@JimFolk) “Agile networks > now agile learning #learntrends see concept of Edgility that I use.”
ScottSkibell (@ScottSkibell) “Wow, I never thought of training as a form of media. Many similarities to other industries. Some aren’t good.”
Jane Hart (@c4lpt): “Ask the [social networking group] how they will determine whether the community has been successful.” via @dmccraine
@mdkemmler “Interesting comment someone made – ‘Sharepoint is a creativity powervac’”
via @gwoodill Study on mobile phones/PDAs for informal learning – PDF
George Siemens (@gsiemens) “‘networks as cognitive agent’ – a useful professional phrase when explaining to the unconverted” via @GillianP
Let me sum up #learntrends: “context; agile; social; augmented; mobile; meta; networks; culture; CoP; 3d; virtual; systems” via @jadekaz
The Cost of Not Paying Attention to Culture & Social Learning
The CLO article on France Telecom’s toxic culture and how training was thought to be an effective way initiate culture change, raised many comments on its sheer folly [Training is a solution in search of a problem]:
Sometimes it takes a series of events so unfathomable for reality to truly hit home.
Just ask France Telecom. Since the beginning of 2008, 24 employees at the company have committed suicide and an additional 13 have attempted suicide. Many of these victims left suicide notes implying the company’s working environment was a key factor in their decisions — one even explicitly cited “overwork, stress, absence of training and the total disorganization in the company.” Some of the attempts occurred on France Telecom premises.
In September, the telecom giant announced the launch of a training program that will teach its 22,000 managers to recognize signs of depression. However, this reactive measure is akin to handing out first-aid kits. It addresses the symptom rather than the root problem: The organization’s culture is quite literally toxic, slowly suffocating its employees.