Jay Cross helps people work and live smarter. Jay is the Johnny Appleseed of informal learning. He wrote the book on it. He was the first person to use the term eLearning on the web. He has challenged conventional wisdom about how adults learn since designing the first business degree program offered by the University of Phoenix.
Join me tomorrow, Friday, April 27, at 9:30 Pacific/12:30 Eastern in a Google+ Hangout to talk about the future of continuing education five to ten years out.
Let’s pretend we’ve just ridden our time machine to 2020. How will professionals keep up? Progress is zipping along faster than ever. The half-life of professional knowledge is measured in days. Most work that’s merely complicated has been automated; working means working with complexity. Software agents are doing our bidding. We’re connected to vast store of information in the cloud 24/7.
To stir the pot, consider these key trends in higher education from the 2011 Horizon Report:
These trends from the 2009 Horizon Report are still in play:
Certification and compliance drive continuing education in IT, medicine, and other professions. How will those look in 2020?
Join the conversation tomorrow, Friday April 27, at 9:30 am Pacific on Google+. I’ll Tweet the URL @jaycross
Image credit: http://hollywoodlostandfound.net/props/timemachine.html
Fixating on the short term is foolish in the long run. The future’s all we’ve got.
Most CLOs I talk with are so busy taking care of today’s business that they spend little time preparing for the future. We all know in our hearts that fixating on the short term is foolish in the long run.
Short-term thinking is good for responding to incremental change, but deciding things one step at a time doesn’t prepare you to thrive in a world of systemic, wholesale change. You can’t leap a chasm in small jumps.
To get beyond immediate concerns, you have to make the future tangible. Examining scenarios — stories about alternative futures — makes the future imaginable and potentially real.
Royal Dutch Shell, the fifth largest company in the world and a long-term player (Shell’s more than a hundred years old), has been learning from scenarios for forty years.
At Online Educa Berlin in late 2011, Shell’s Hans de Zwart and Willem Manders led a scenario planning process to address these issues:
How do different global and national trends shape the future of corporate learning?
What opportunities and challenges does this create for corporate learning organizations?
How do those insights also help to make better decisions around current learning challenges the organizations involved in the exercise are facing?
To answer questions like these, you have a escape your current mindset. In Berlin, Willem and Hans led us in an exercise where we came up with these key drivers:
Ten years out, how might work be organized? On the one hand, it might be structured, regulated, and managed. On the other, work could be flexible, individual, and enabled.
In the same timeframe, how will work be done? Will it be relationship-driven or data-driven?
Putting the drivers in a 2×2 matrix yields four scenarios. We named them as follows:
These scenarios are neither forecasts nor projections. They do not predict what’s to come. Rather, they provide alternative views of the future. At Online Educa, some of us used the scenarios to reflect on what we were hearing from speakers and the grapevine. Crafting stories around each scenario is a great way to wring meaning from them.
Think over how you’d prepare for futures like these; I’ll append a few thoughts on each to get you started.
Old Boy Network (Structured & relationship-driven). This is a world of clear expectations and roles, organizational-driven development, structural talent management, competency mapping, Subject Matter Expert-focused (authoritative knowledge), planned innovation (business cases, calculated risks), planned careers, and large structured curricula.
Many old-school companies think this is where they live. Big plans. Don’t throw away your LMS. Can it work in a increasingly fast-paced world?
In Crowd (Flexible & relationship-driven). Community of practice: hyper connectivity (also physical) inside community – low connectivity outside community, interest/passion driven, many repositories of content, wide variation of roles, development: peer, self directed, personal networks, professional connections, community is curator, personal value aligned (purpose, meaning), Subject Matter Experts emerge from community.
This is social business. Informal learning thrives here. Make your social networks thrive. Get your mobile learning strategy together.
Big Data (Structured & data-driven). Data-driven organization, outsourcing / franchise models (company = data), high volume, high variety (personalized information), structural competence visualization.
Seems like a throw-back to the time-and-motion studies of the industrial era, but maybe not. It works for Amazon. You have to choose the right data to act on. The customers are creating the data, this set-up can make companies more agile in responding to change. It cuts out a lot of wasted motion, too.
Quantified Self (Flexible & data-driven). Individual in control, competence development through monitoring / automated feedback, high talent mobility, self compliance (data to proof compliance).
Some people predict the end of jobs and corporations as we know them. Might this be where we end up? It could be chaotic. We’ll need more engaging learning resources than ever before to keep people’s attention. Get those learning games online.
This is the tip of the iceberg. There’s more about the Berlin Scenarios and scenario planning at http://www.internettime.com/scenario-planning-for-corporate-learning/
Among other things, this exercise taught me to rip my blinders off. I’ve been such a cheerleader for one of the scenarios (guess which one) that I’d slighted the rest.
An edited version of this article appears in the April 2012 edition of CLO magazine.
More information on scenario planning.
Tomorrow I’m on a panel session on New Rules for the Enterprise 2020 at the Enterprise Learning! Summit in Alexandria, Virginia. I’m drawing a blank. 2020 is sooooo far away. Time for some quick-and-dirty research to get the brain in gear. I asked my Internet Time Alliance colleagues. Harold recommended a post on Workplace Learning in 10 Years on the Learning Circuits Blog eighteen months ago.
That led me to an article Harold and I had written on the demise of the training department. My feelings on this haven’t changed much but the link to the original article has gone dark, so I’m going to reproduce it here. (There’s also a copy on Harold’s site.) I’ll highlight the parts that grab me.
The latter 20th Century was the golden era of the training department. Before the 20th Century, training per se did not exist outside the special needs of the church and the military. Now the training department may be at the end of its life cycle. Join us for a brief look back at the pre-training world and some thoughts about what may lay ahead.
Before industrialization, work was local or industry meant cottage-industry. People had vocations, not jobs. Sometimes guilds helped apprentices learn by doing things under the eye of a master, but there weren’t any trainers involved.
About three hundred years ago, work became an organizational matter. Factories require groups of people working together. To coordinate their activities, groups need a shared understanding of who is doing what. Orders from the top of the organization kept everyone on the same page. Managers showed workers how to do things and made sure they were doing them the right way. A little training went on, but there still weren’t any trainers.
Fast forward to the 20th century. The pace of progress is unrelenting. Clocks measure working hours instead of the sun. Railroads and communications links span the globe. Competition fuels change. Efficiency becomes paramount. Frederick Taylor uses time-and-motion studies to find the one best way to do individual pieces of work. Taylor’s Principles of Scientific Management becomes the bible in the crusade for maximizing efficiency.
Training was invented in the first half of the 20th Century. GE started its corporate schools. NCR delivered the first sales training. Factory schools appeared in Europe. Mayo discovered the Hawthorne Effect, opening the study of motivation. B.F. Skinner constructed teaching machines. The U.S. military formalized instruction to train millions of soldiers for World War II. ASTD is born.
The second half of the 20th Century was arguably the Golden Age of Training. Every corporation worth its salt opened a training department. Xerox Learning, DDI, Forum Corporation, and hundreds of other “instructional systems companies” sprung up. Thousands upon thousands of trainers attended conferences to learn about new approaches like programmed instruction, behavior modification, roleplay, certification, CD-ROM, sensitivity training. corporate universities, and the Learning Organizaiton. Training was good; efficient training was better.
Most of this training activity assumed that you could prepare people for the future by training them in what had worked in the past. Yesterday’s best practices were the appropriate prescription for curing tomorrow’s ills. That works when the world is stable, and things remain the same over time.
At this point in the 21st Century, the game is changing once again. Complexity, or maybe our appreciation of it, has rendered the world unpredictable, so the orientation of learning is shifting from past (efficiency, best practice) to future (creative response, innovation). Workplace learning is morphing from blocks of training followed by working to a merger of work and learning: they are becoming the same thing. Change is continuous, so learning must be continuous.To justify its existence from here on, a training department must shift direction in three areas:
- Embracing complexity and adaptation to uncertainty
- Inverting the structural pyramid
- Adopting new models of learning
Embracing complexity
Nothing is for sure any more. Consultant and management theorist Dave Snowden has come up with a framework for management practice in complex environments.
Snowden’s Cynefin framework has been used in the study of management practice. It can also help us make decisions for our organizations. Understanding what type of environment we are working in (Simple, Complicated, Complex or Chaotic) lets us frame our actions. When the environment is complex: the relationship between cause and effect can only be perceived in retrospect, but not in advance, the approach is to Probe – Sense – Respondand we can sense emergent practice.
From the Cynefin perspective best practices are only suitable for simple environments and good practices are inadequate in responding to constant change. Both approaches look to the past for inspiration, or as Marshall McLuhan wrote, “We look at the present through a rear-view mirror. We march backwards into the future.”
Most of our environments are complex so first we need to probe, or take action, and then sense the results of our actions (Probe-Sense-Respond). This approach has already been adopted by Web services, where Beta releases are launched and tested before they are finalized. For example, Google’s ubiquitous GMail service is still in Beta. The phrase, “we are living in a beta world” is increasingly being used outside the Web services domain.
In complex environments it no longer works to sit back and see what will happen. By the time we realize what’s happening, it will be too late to take action. Here are some practical examples for learning professionals:
PROBE: Prototype; Field test; Accept Life in Beta; Welcome small failures
SENSE: Listen; Enable conversations; Look for patterns; Learn together
RESPOND: Support the work; Connect people; Share experiences; Develop toolsInverting the Pyramid
So what models will work for our complex environments? The hierarchical organizational pyramid is a model that has worked for centuries. It’s premised on the beliefs that management has access to the necessary strategic information and knowledge. Because knowledge is thought to be power, management best understands the outside world and can clearly tell the workers what needs to be done and how.
In a complex, networked environment the lines of communication are no longer clear and the walls between the workers and the outside world are porous. Many workers know more about the outside environment than management does. Today, the relationship between workers and management is not as clear as it once may have been. Effective organizations are starting to look more like inverted pyramids.
As the Cluetrain Manifesto succinctly stated almost a decade ago, “Hyperlinks subvert hierarchies”. Hierarchies may not die in the future but they may have to co-exist with a new form of workplace organization, the Wirearchy.
Researcher and analyst, Jon Husband, says that wirearchy is, “a dynamic two-way flow of power and authority based on information, knowledge, trust and credibility, enabled by interconnected people and technology”. The Internet has created interconnectedness on a massive scale. Power and authority must now flow two ways for any organization to be effective. This requires information, knowledge, trust and credibility. Wirearchy in action is evident in open source software development projects, with minimal command and control, yet able to compete directly with large hierarchical corporations.
A New Model for Training
Workers at the the bottom of the traditional organizational pyramid are those who interact closest with their environment (market, customers, information). To be effective today they need to be constantly probing and trying out better ways of work. Management’s job is to assist this dynamic flow of sense-making and to respond to workers’ needs, within a trusted network of information and knowledge sharing.
The main objective of the new training department is to enable knowledge to flow in the organization. The primary function of learning professionals within this new work model is connecting and communicating, based on three core processes:
1.Facilitating collaborative work and learning amongst workers, especially as peers.
2.Sensing patterns and helping to develop emergent work and learning practices.
3.Working with management to fund and develop appropriate tools and processes for workers.
The only certainty about the future from here on out is that it won’t resemble the past. For example, instructional designers no longer have time to develop formal courses. Survival requires people who can navigate a rapidly-changing maze at high speed. They need to find their own curriculum, figure out an appropriate way to learn it, and get on with it. It’s cliché to say that people have to learn how to learn. Management needs to support self-learning, not direct it.
Workers will also have to be their own instructional designers, selecting the best methods of learning. Furthermore, given the increasingly reciprocal nature of knowledge work, they will have to know how to teach. Each one-teach-one is at the heart of invent-as-you-go learning. The training department should be encouraging and supporting these activities.
Next?
Will training departments survive to address these issues? The cards are still out. After all, we are in a global economic depression, and training is the perennial first sacrifice.
What would happen if you called for closing your training department in favor of a new function?
Imagine telling senior management that you were shuttering the classrooms in favor of peer-to-peer learning. You’re redeploying training staff as mentors, coaches, and facilitators who work on improving core business processes, strengthening relationships with customers, and cutting costs. You’re going to shift the focus to creativity, innovation, and helping people perform better, faster, cheaper.
You might want to give it a try.
Perhaps the time has come.
In an earlier article, eLearning Is Not the Answer, I’d pushed (NB: irony), the importance of Pull Learning. You can’t dump training without it.
Concepts at work in pull learning include:
- Learning on demand, immediate reinforcement
- Learning while working, not separate from working
- Self-service, flexible delivery, convenience
- Peer learning, communities of practice, collaboration
- Small chunks, links for further discovery
- Holistic, process orientation
Facilitating pull learning requires building learning ecosystems that bind workers together instead of developing courses and events. Replacing instructor-led events with living networks yields astounding gains in productivity.
Pull learning is not always appropriate; its application calls for judgment. For example regulations specify push learning for compliance training. Highly structured learning is appropriate for learning some technical skills. Face-to-face is unparalleled for changing behavior and rallying emotions. Simulations fall into a space somewhere between push and pull. Virtual Princeton will never be the same as being there in person. Nonetheless, most corporate learning is informal; improving the channels for pull learning makes it more effective.
I’m questing for a more exciting future. To that end, I’m headed to the Mall to revisit some favorite haunts: The Smithsonian and The National Gallery. I’ve promised myself that peering into the past will give me fresh insights into the future.
Kevin Kelly is a force of nature. He spoke at the West Coast Wiki Conference yesterday.
From my Seminal Documents page:
Out of Control, The New Biology of Machines, Social Systems, and the Economic World . Kevin Kelly. “The world of our own making has become so complicated that we must turn to the world of the born to understand how to manage it.”"The central act of the coming era is to connect everything to everything.”"Complexity must be grown from simple systems that already work.” Also New Rules for the New Economy. “The tricks of the intangible trade will become the tricks of your trade.”"The aim of swarm power is superior performance in a turbulent environment.”"To prosper, feed the web first.” Also, read We are the Web.
Kevin’s thesis is that we need a theory of technology. He thinks he’s found it. Lo and behold, evolution is it. And evolution is nothing more that information processing.
Technology is a cosmic force. What does tech want?
Technology has its own agenda. This is parallel to Richard Dawkins’ looking at the world from the vantage point of genes. Everything’s a struggle for procreation and replication.
Technology is inevitable. You could think of it as a seventh natural kingdom:
Kevin thinks big. There’s wisdom in his viewpoint. It’s in humanity’s best interest to pay attention to the biggest picture.
Nonetheless, I still can’t wrap my head around what Kevin’s saying. It sounds like an alternative religion.
Kevin traces the march of technology all the way back to the Big Bang. How could this be? It’s like the fall of the tree not making a sound when there’s no one there to hear it. Absent people, technology does not exist.
Kevin’s logic would make more sense if he just labeled his Technium tools. Or perhaps nature. Or stuck to the positive impact of evolution.
I find silent PowerPoint presentations (except for those that only use words) about as useful as a Rorschach ink blot. Heaven only knows how many silent PowerPoints decks have screwed things up because people read their own meaning into them to fill the void.
For example, that’s a real psych-test blog above. See any weird stuff? It’s all in your head. The blot’s neutral.
Some people think mute PowerPoints constitute training. Ha, ha, ha, ha. Hence, this deck includes sound.
This is practice for a presentation I’ll be delivering in Sao Paolo next month. I’m sick as a dog, sicker, actually, so don’t listen if sniffling and heavy breathing offend you. A healthy version will come out later.
How to embed sound in a SlideShare deck: Record your words as you run through your deck. I used Garage Band and saved the spiel as an mp3. Upload your presentation to SlideShare. Click Edit. Syncing sound to slides is intuitive.
Any feedback? My audience includes business training managers and teachers; they don’t understand how people can be expected to learn without a teacher.
Peter Casebow in Edinburgh and Jay Cross in Berkeley chat for four minutes on how Internet Time Alliance collaborates and how Good Practice supports management development.
YouTube. 4 minute intro.
How Managers Learn. 8 minutes
Good Practice
Internet Time Alliance
There’s more to come.
Four members of Internet Time Alliance submitted their thoughts to eLearn Magazine’s 2010 Predictions.
Wave Crests
Google Wave is already set to become a very popular tool this year, and I think it represents the way that tools are going to evolve in the near future, that is that the social functionality found in standalone tools is going to merge and become amalgamated into more integrated “learning” tools. Also I think (and hope) we will see learning systems moving away from managing or controlling users and instead providing open learning environments that enable both formal and informal personal and group learning to take place.
—Jane Hart, social learning consultant at Centre for Learning & Performance Technologies
Move It or Lose It
This is the decade of time. Time-to-performance will become the dominant metric for learning. Businesses in 2010 will become faster-paced and more unpredictable. Quick and agile companies will overtake hide-bound traditional organizations. Speedy change requires rapid learning; workers will increasingly set the pace. Mobile, geo-aware, smart phones will provide performance support. We’ll focus more on nurturing learning ecosystems (“learnscapes”) than on finger-in-the-dike point solutions. As Elbert Hubbard warned, “The world is moving so fast these days that the man who says it can’t be done is generally interrupted by someone doing it.”
—Jay Cross, chairman of Internet Time Alliance
Break Out!
I’m hoping this will be the “year of the breakthrough.” Several technologies are poised to cross the chasm: social tools, mobile technologies, and virtual worlds. Each has reached critical mass in being realistically deployable and offers real benefits. And each complements a desired organizational breakthrough, recognizing the broader role of learning not just in execution, but in problem-solving, innovation, and more. I expect to see more inspired uses of technology to break out of the “course” mentality and start facilitating performance more broadly, as organizational structures move learning from “nice to have” to core infrastructure.
—Clark Quinn, executive director of Quinnovation
New Mode for ‘Learning’
The increasing awareness that learning is the result of experiences, practice, conversations, and reflection rather than a demonstration of acquisition of information will mean focus and effort moves away from the development of structured learning content and towards the implementation of new approaches for facilitating interaction and experiences through the workplace. This will challenge training and L&D departments to the limit, who will realize they need to change their modus operandi, get closer to their stakeholders and become more responsive or cease to be relevant. Speed-to-competence will become the key driver.
—Charles Jennings, director of the Internet Time Alliance and Duntroon Associates
Sage Road‘s Ellen Wagner describes the future of learning technology in this interview at DevLearn 09.
Ellen was recently named Executive Director of WCET.
# What are your biggest challenges for this upcoming year?
# What are your major plans for the year?
# What predictions do you have for the year?
Tony O’Driscoll delivered a fantastic at LearnTrends this morning. The recording will be up shortly but you may want to look at the back channel to see what you missed. The back channel is a step toward evolving a conversation between presenters and their audiences.
TONY ODriscoll: I AM HERE NOW ; )
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teresadeca: yes
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Moderator (Harold Jarche): yes, here you
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Mars Chen: yes
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Jon Folkestad: yep
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Wendy: yes
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Katina: yup
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Tony Karrer: here you
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83yalow: oui...yes
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Russ Clarke: We can hear you.
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Tony Karrer: can you promote me to moderator
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Moderator (Harold Jarche): you will need to upload - give me mic & I'll explain
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Moderator (Tony Karrer): akarrer@techempower.com
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Moderator (Harold Jarche): harold@jarche.com
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Moderator (eLearnspace): yes
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Moderator (Jay Cross): Guys make me a moderator, please
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John McDermott to Harold Jarche, Jay Cross, Tony Karrer, TONY ODriscoll, eLearnspace, kim caise: Tony: we have a new wave for today - more organized and less confusion.
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Moderator (eLearnspace): yes i will upload now
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Jenna Papakalos: Good morning! How are we today? Fabulous here in Orlando, FL!
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Moderator (TONY ODriscoll): COOL SOCIAL MEDIA IN ACTION
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Moderator (TONY ODriscoll): Thanks Jay ; )
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virginia yonkers: That's assuming you have twitter
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Paula Colwell: great idea!
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tabitha: just tweeted the link but happy to retweet
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Sara Jean Ward: i got here thru Ning today
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Kay Wood: I came in thru the Ning site. No problem.
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Diane Anderson: I just came in through the ning site. no problem
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tabitha: yeah thats how i got in
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Christy Tucker to Harold Jarche, Jay Cross, Tony Karrer, TONY ODriscoll, eLearnspace, kim caise: I got here through Ning: this page looks OK http://learntrends.ning.com/page/learntrends-2009
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Maryanne Burgos: me too
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Karen Bowden: I came in through Ning with no problem.
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Cynan: the agenda is back up
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Cynan: http://learntrends.ning.com/page/learntrends-2009
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Moderator (Harold Jarche): http://learntrends.ning.com/page/learntrends-2009
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DGlow: no prob with ning.
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Moderator (Tony Karrer): I just added it in
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Moderator (Tony Karrer): We are a well oiled machine
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Moderator (eLearnspace): apparently my computer did a windows update
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Moderator (TONY ODriscoll): With so many options via social media it is hard to stop presentation progress
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Moderator (eLearnspace): and i could not connect for awhile
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tabitha: hey i tweeted the link and got my first retweet! Sweeet.
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Jenna Papakalos: Good for you @tabitha! Nice.
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Moderator (George Siemens): audio is great
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Moderator (Tony Karrer): yes
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tabitha: yes
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Gillian: yes
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Will Thalheimer: yes
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Karen Bowden: yes
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83yalow: yes
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Diane Anderson: yes
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Diane D'Amico: yes
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Julie Spokus: Yes
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Jenna Papakalos: Good morning Tony! Looking forward to your presentation.
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Laura F.: a square?
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AlanW: white box
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Mitch Oliver: square
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Will Thalheimer: folder
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Christy Tucker: A quadrilateral
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tabitha: foder
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Paula Colwell: pat of butter
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jadekaz: square dot
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83yalow: button
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Karen Bowden: a folder
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Diane D'Amico: a box
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Cynan: kind of oblong
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Jenna Papakalos: box
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@AgileBill4d: PRIM!!!
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Asif: light at the end of a tunnel
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Sara Jean Ward: big pixel
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Dan: the abyss
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Gillian: off-cquare oblong of light
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GarethM: small screen
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Julie Spokus: A small window to the world
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tabitha: *folder
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virginia yonkers: A chip?
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Moderator (Jay Cross): A NODE
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John Zaums: primal shape
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Immernet Singularity: polygon
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Larry Irons: a train
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Rob C: my cubical
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John McDermott: file folder
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Kay Wood: rectangle
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Maryanne Burgos: Button to push
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Mitch Oliver: Black screen
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Russ Clarke: White
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Jenna Papakalos: a state
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Moderator (Jay Cross): Colorado
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Sara Jean Ward:
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Julie Spokus: South Dakota
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Russ Clarke: Wyoming
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Danny Ortegon: wyoming
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Will Thalheimer: a state
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Diane D'Amico: a state
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teresadeca: a state
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AlanW: wyoming
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Paula Colwell: some stat in mid westà
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Susan Lewis - Rustici Software: wyoming
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virginia yonkers: wymoing
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Dan: colorado
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Gillian: a state in US
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Laura F.: wyoming?
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DGlow: S. Dakota
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Maryanne Burgos: Wyoming
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Karen Bowden: wyoming
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Gail H: Wyoning
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Jon Folkestad: WY
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dannymacc: wyoming
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Cynan: flat
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Madhuri: m??????
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Moderator (George Siemens): heh
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@AgileBill4d: WY
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Cynan: flat and cold
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Kay Wood: Nebraska
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Cynan:
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Larry Gourley 1: Wyoming
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Moderator (George Siemens): there's a country underneath us?
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Paula Colwell: hahaha George - way to represent!
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Moderator (George Siemens):
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Madhuri: context is king
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virginia yonkers: Context will be more important since our fixed places are no longer fixed
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virginia yonkers: But content is king for most decision makers
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Larry Irons: looks like my elementary school
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virginia yonkers: Looks like my 5th grade teacher
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Jenna Papakalos: That is a smart 4 year old who can write a whole report.
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@AgileBill4d: We can all make notes at http://tr.im/welearn using Etherpad
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John McDermott: There is also a wave. Search for #learntrends
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Cynan: Interesting bill.
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Will Thalheimer: yes
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Laura F.: what's a school?
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Paula Colwell: no change!
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dannymacc: that's sad!
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Maryanne Burgos: Yes. Good one!
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Mitch Oliver: Yes - no change
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Amy Graff: lol
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Erika Robertson: nothing's changed
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GarethM: yes
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Karen Bowden: Sorry, I was fascinated by the etherpad! Missed the punchline.
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virginia yonkers: Too many students in a huge classroom and one teacher and if lucky a TA
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Will Thalheimer: Bars and restaurants probably would look the same too.
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Moderator (Tony Karrer): So why do they create classrooms in Second Life?
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virginia yonkers: Do classrooms look different in Second Life?
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Kay Wood: No classrooms in 2nd Life...please
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Moderator (Tony Karrer): Great!
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jadekaz: field trips in SL
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Jenna Papakalos: @virginia If you want them to.
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Karen Bowden: Prezi is cool alternative to ppt
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Dan: because we haven't fully understand the platform capabilities in the same way that we put radio shows on TV when that medium became available
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@AgileBill4d: OMGosh, LOL
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John McDermott: Good, Dan!
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Solveig: Whose is that quote again? THanks.
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Moderator (eLearnspace) to Harold Jarche, Jay Cross, Tony Karrer, TONY ODriscoll, eLearnspace, George Siemens: i just uploaded the no build PPT so you can use the second set of slides tony
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DGlow: Some folks can't let go of traditions- and Dan's point- it gives folks an anchor to move into a new medium.
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Kay Wood: Alvin Toffler
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virginia yonkers: So we don't really need technology for that. Rather a change in mind set
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Rob Robertson: @Tony I think there is value in is recognizable spaces when entering a world like SL for the 1st time...but after the initial experience I agree classrooms in SL do not make much sense
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Moderator (Tony Karrer) to Harold Jarche, Jay Cross, Tony Karrer, TONY ODriscoll, eLearnspace, George Siemens: Kim - do you have slides from all the presenters scheduled today?
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Moderator (Harold Jarche): http://www.alvintoffler.net/
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Dan: I should say that my point came from Marshall Mcluhan
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Kay Wood: Thx, Harold
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Moderator (eLearnspace) to Harold Jarche, Jay Cross, Tony Karrer, TONY ODriscoll, eLearnspace, George Siemens: yes i do
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Sara Jean Ward: huge paradigm shift!
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Moderator (eLearnspace) to Harold Jarche, Jay Cross, Tony Karrer, TONY ODriscoll, eLearnspace, George Siemens: tony needs to advance to the slide 6 on the second set
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Paula Colwell: @virginia - still great to have the technology but unless you have the change in mind set happens
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Paula Colwell: not worth much...
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Jenna Papakalos: Thanks to Renee and Jon Folkestad for taking such copius notes in Google Wave!
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Maryanne Burgos: Hoiw do you find the wave?
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Rob Robertson: @jenna is there a wave url for this session?
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virginia yonkers: My daughter's school is project based where many of the projects are in the field. The technology has HINDERED the learning process because of the firewalls and restrictions needed at the secondary ed level. It muddies the learning water
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mariancasey: can someone invite me to Google Wave?
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Sara Jean Ward: https://wave.google.com/wave/#restored:wave:googlewave.com!w%252B081oy2-vG
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Maryanne Burgos: ty
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Moderator (Harold Jarche): ABC Learning (anything but courses) for me!
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John McDermott: The wave is public
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Moderator (eLearnspace) to Harold Jarche, Jay Cross, Tony Karrer, TONY ODriscoll, eLearnspace, George Siemens: sorry, trying to give you the new set sent before the session
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mariancasey: I heard you need invite
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virginia yonkers: Starting at the same page is tough
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tabitha: need invite
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Jenna Papakalos: @mariancasey - Yes you need an invite to join the Wave
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Moderator (eLearnspace) to Harold Jarche, Jay Cross, Tony Karrer, TONY ODriscoll, eLearnspace, George Siemens: email me at kcaise@gmail.com and i will send you an invite
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Moderator (eLearnspace): email me at kcaise@gmail.com and i will send you an invite
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Moderator (eLearnspace): i only have 8 left
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Jenna Papakalos: @Rob - yes, here is the Wave URL http://bit.ly/42mF9
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mariancasey to Harold Jarche, Jay Cross, Tony Karrer, TONY ODriscoll, eLearnspace, George Siemens: Thanks I'll send you an email. M
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Rob Robertson: @jeanna & @Sara Thanks!
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Jenna Papakalos: @Rob: welcome!
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virginia yonkers: What about context transfer?
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Moderator (eLearnspace): how do you find the URL for waves?
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John McDermott: You can search for #learntrends with:public
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Jenna Papakalos: It's on Twitter too http://bit.ly/42mF9
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John McDermott: The search entry is in the top center window on wave
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virginia yonkers: What about support? psychological especially
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Sara Jean Ward: i found the URL for the wave posted on yesterday's (Day1) wave
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Jenna Papakalos: @mariancasey: Cool! Interesting marrying into a Greek family. Certainly messes people up when they see my last name.
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Moderator (George Siemens): agree....
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jadekaz: Great explanation
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Jenna Papakalos: I like that. Webvolution
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abhijitk: that's a nice graphic
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Sara Jean Ward: agree (yay WoW!)
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virginia yonkers: And within the co-create are "societies" and "cultures" and "communities"
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virginia yonkers: Not just content and processes, but meaning making and artifacts
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Cynan: who are you calling an oxymoron pal
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Robin Haines:
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Danny Ortegon: roaring silence
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tabitha: hah
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Cate Poole: Are these slides going to be available after the presentation?-I am unable to listen, but am watching.
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Cynan: er... yeah.. except for the desire for all these vendors to lock in users by locking in their content
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Cynan: maybe not all, but many
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@AgileBill4d: re flow - that is very Lean / Kanban like - cool
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vincentBerthelot: KM is dead don't try to reanime it with just the 2.0 behind. We have to innovate !
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virginia yonkers: But I think he's saying we should be able to find others with the content
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virginia yonkers: But then how will content makers make money?
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@AgileBill4d: as consultants, how do we charge for the 'microservices' we provide as part of a network?
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virginia yonkers: So do instructors
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John McDermott: @AgileBill4d, good question
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virginia yonkers: My school doesn't meet my needs so I will outside the firewall and give my students a basket of tools
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Cynan: you don't. do bands get paid for putting demo tracks on myspace? use free services to generate your paying ones
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tabitha: nice yonkers, need more teachers like you!
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jadekaz: bands get paid for putting music on thesixtyone and allowing people to listen free, but pay for downloads
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Jenna Papakalos: Let's take this conference as an example. Synchronous virtual collaboration using Elluminate (facilator to participants), Google Wave (partcipants to participants) and Ning for asynchronous ongoing learner driven interaction.
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virginia yonkers: There are many of us tabitha, it is just the organization doesn't know
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vincentBerthelot: Nice slides !
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jadekaz: great job at capturing concepts through imagery
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virginia yonkers: Information or expertise is the currency?
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Will Thalheimer: Wait. People still have the content in their heads, no?
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Jenna Papakalos: info is currency
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abhijitk: here comes everybody is a really cool
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teresadeca: fabulous! ty, tony!
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Will Thalheimer: People are NOT just the flow.
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vincentBerthelot: The information given by people, dialog ...IS the flow
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@AgileBill4d: could we peek at that last slide one more time please?
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Moderator (Tony Karrer): I didn't quite get the connection between web 2.0 and 3D environments - see like they are pretty separate right now
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jadekaz: So, what can we do about getting out of the box - when we're assigned a training module to create?
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Asif: difficult to imagine what this type of space would look like
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john_royer: how will this evolve to create a more accepted evironment for the majority of businesses?
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virginia yonkers: Where does the social rules and new culture come into this? And how do you overcome management fears in this?
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Maryanne Burgos: What is the advantage of using a 3D environment? What extra does it offer?
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Asif: & how it would be different from the classroom paradigm
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Jenna Papakalos: What are your thoughts on how we are interacting and learning during Learn Trends 2009?
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Moderator (Harold Jarche): the network routes around hierarchy and gets the job done
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Cynan: "its conversation that's the king, content is just something to talk about"
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Will Thalheimer: Okay, but if my learning methods are better for my network partners, they'll be better able to retrieve info when I need it.
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@AgileBill4d: notes at http://tr.im/welearn
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John McDermott: Asif, it is hard to take a physical class to a new site in seconds -- works in a VW
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Sara Jean Ward: @jenna - it gave me a millenial a headache yesterday but i love how it enhanced my learning
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John McDermott: Virtual field trips
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Danny Ortegon: Depth and breadth of Web 2.0 tools may grow too fast to channel effectively??
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Asif: wondering how the gatherings would be represented differently than in a 'classroom' paradigm
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Sara Jean Ward: charge for onboarding!
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jadekaz: situated constructivist learning?
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@AgileBill4d: re economics: good question!
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virginia yonkers: How do you grab the attention and motivate the learner to what YOU want them to learn or need them to learn?
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mariancasey to Harold Jarche, Jay Cross, Tony Karrer, TONY ODriscoll, eLearnspace, George Siemens: I'm at Northwestern and we're still using Blackboard to interact; while students are continuous online during class participating in other networks. How do you bring educational institutions around do this type of thinking?
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Clark Quinn: and how do we discover things from flows that we aren't watching that are relevant to us, the captured nuggets. Or, what's the role for the learning function here?
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lauraoverton: Will this happen overnight or do L&D have a role to play in facilitation and change?
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Sara Jean Ward: 90-9-1 rule makes it so tough to get Web 2.0 going
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Sara Jean Ward: too many lurkers
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@AgileBill4d: thanks!
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Darren Short: HRD functions are used to demonstrating value through student numbers, course numbers, basic evaluations, etc. How does this change the way we demonstrate our value to key decision makers in the company?
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virginia yonkers: Many of my students don't feel they have learned if they find it "fun". THEY equate learning with content.
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tabitha: Im new to elearning what is the 90-9-1 rule
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tabitha: oh
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tabitha: nevermind!
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virginia yonkers: How do you change the students/trainees mindsets?
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mariancasey: The Wikipedia phenomenon
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Moderator (Harold Jarche): lurking is contextual
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jadekaz: Those that are there partiipate. But 90% still don't use social. What is twitter is still a common question.
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mariancasey: Charlene Li identifies the new types of network participants.
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Jenna Papakalos: @Sara Jean: Too funny! Be glad if you can type fast.
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Cynan: come on be fair - I use twitter a lot, but its pretty weird to get your head around
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virginia yonkers: Key point...those that use twitter...
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Ray Deis: Participation Inequality http://www.useit.com/alertbox/participation_inequality.html
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Jon Folkestad: people lurked because they didn't know how to interact. Now that norms and parctices are being esablished people are adding more value
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virginia yonkers: What is participation though? are we still using an old model of back and forth?
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jadekaz: Corp culture or school culture would determine what the percentages are in participating.
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Christy Tucker: Legitimate peripheral participation still has a role
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Will Thalheimer: What models, besides my Situation-
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Asif: more participation means larger online populations, which doesn't necessarily indicate reductions in lurking
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jadekaz: @christyTucker - that's the theory I was trying to remember!
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Larry Gourley 1: Going back to Christy Confetti's presentation from yesterday, there will always be a need for people who can help filter, tag, and align the "firehose" of information with helping companies get things done on a project basis.
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Jenna Papakalos: Learning is learning. Content is content. Technology is just another way to deliver the learning, another access point. How you get to the content is irrevelant. What changes is how the content is designed for optimal learning impact.
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John McDermott: How do we get management buy-in to using VWs? How do we show value?
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Clark Quinn: @Jenna, it's not about the content, it's about the experience!
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virginia yonkers: That assumes they motivated to change rather than just give up and settle
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Will Thalheimer: What models, besides Situation-Based Learning Design, have surfaced to help us design these learning interventions/environments?
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Kay Wood: Good question, Will.
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jadekaz: connectivism
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Gillian: One of the major changes now is that the floor goes to (s)he who types fastest rather than (s)he who shouts loudest?
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Clark Quinn: @Will, I still like cognitive apprenticeship
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David Walkup: well said @jenna Papakalos
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Will Thalheimer: Jenna, it's not just getting at content. What we want is to get info into people's heads in a way that it will be triggered to be retrieved from memory when the "learner" needs it.
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Clark Quinn: that question was about mining, federated search
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Robin Haines: It's all too common for L&D to have a Transactional focus rather than a strategic partnership focus
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Moderator (George Siemens): @Jenna - I take a slightly differetn view - technology has affordances that change what is possible.
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Clark Quinn: e.g. like SD Zoo looking for biological metaphors
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Will Thalheimer: Thanks @Clark Quinn
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Frank Budimir: @Gillian which means that (s)he who needs time to reflect still gets overlooked, heh
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virginia yonkers: I think it is more intrenched in the US than it was 20 years ago (classroom)
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Kay Wood: I read somewhere, "technology is not the driver, but the enabler." Can't recall who said it originally.
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Gillian: @Frank:
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Moderator (George Siemens): @Kay - again, I think tech is more than an enabler. it transforms
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Clark Quinn: I know it sounds like old KM, but I still think there's a role
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virginia yonkers: Still a tension between individual and company goals
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Naomi Moneypenny - ManyWorlds.com: Search is often a failure of navigation design
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@AgileBill4d: "aggregate behaviour" = wisdom of crowds?
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virginia yonkers: I prefer to browse a bookstore than go through amazon
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jadekaz: Technology separates "search" in the enterprise. Have to go to many diff places.
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Clark Quinn: I buy the overall proposition, but I think there're roles for both learning facilitiation, and semantic engineering
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Kay Wood: George, it has transformed my learning experiences for sure, but for many who are terrified of this, I have to sell it as an 'enable' first. Then the transformation occurs, but often slowly.
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virginia yonkers: Browsing a book store I find things I might not have thought of
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Moderator (George Siemens): @Clark - complexity in learning is best addressed through social sensemaking networks...and technology sorted connections/content (i.e. semantic)
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Will Thalheimer: I have found in doing my work-learning audits of clients in big companies, that most informal information gathering is NOT technology-enabled, but rather geographically and socially contiguousness enabled. In other words, if someone knows they need to know, they ask someone in the next cube, they ask someone after a meeting, etc.
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Jenna Papakalos: @Clark Quinn: Agreed! Why proper instructional design is so important.
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Jenna Papakalos: @David Walkup: thanks!
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Moderator (George Siemens): @Kay - that's a fair point. I have an ongoing issue with the "it's not about the tech" view. It. is. all. about. the. tech.
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John McDermott: That is a valuable insight, WIll. Sort of a "mesh of knowledge" view.
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Clark Quinn: @George, agreed, facilitation above and below
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mariancasey: In my research with multinational corporations, many are using Everest Leadership simulation from Forio Solutions to develop soft skills.
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Kay Wood: Will, I agree, but with remote work teams, I have found that technology subs for the "question over the cube."
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virginia yonkers: Tech muddies the water and can either support or set up barriers to learning
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jadekaz: People work around the technology
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Will Thalheimer: My point is that we as learning/performance facilitators ought to help people learn from each other in non-technology ways too. Some management/leadership training/thinking gets at this, but not too much. You and I can do better I think.
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Jenna Papakalos: @Will Thalheimer: Definitely agree. Big propronant of proper design to deliver learning most effectively or just wasting everyone's time.
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Clark Quinn: @Will, yes, it's not just about tech environs, but social environs, physical environs, a coherent performance ecosystem
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Jenna Papakalos: @George Siemens: good point. i like that.
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John McDermott: @will. 100% agree
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Will Thalheimer: @Clark. Yes, I've been using the term ecosystem as well. It's what makes sense.
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virginia yonkers: So back to my question, how do you get the students on board?
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Kay Wood: Will, I agree completely. People to people...that social part is essential for healthy working relationships.
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mariancasey: You can't do any of this without a collaboration culture.
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John McDermott: @virginia: I think it is far more difficult to persuade management than learners. Add fun and content and learners will come
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Sara Jean Ward: ROFL
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jadekaz: culture just important as context
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virginia yonkers: Not my students and not those who I've just studied.
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jadekaz: culture and contxt = collaboration?
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Gillian: @Virginia - find the problem and use the tools that fix it. Learning is not quite incidental but it's less of a thump than dishing out a textbook.
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John McDermott: Hmmm, any insights why?
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virginia yonkers: This is not the currency for success in their minds
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virginia yonkers: If they are having fun, they must not be learning
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mariancasey: plus learner's prior knowledge
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Jenna Papakalos: @virginia: depends on the audience. all goes back to understanding what motivates ppl and how to deliver the message
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Kay Wood: Where I am culture currently trumps just about anything. Changes in culture most often are sllow.
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virginia yonkers: They have more important things to do with their time
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John McDermott: @Virginia: I see that with techies, too.
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mariancasey: Without culture on board, any initiative will fail.
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@AgileBill4d: re diversity training - makes a huge difference - after 26 years of IBM Diversity training, I was blow away by wearing one different avatar - much more powerful
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virginia yonkers: And marian, culture goes all the way to the front line workers
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jadekaz: change mgt portion of HPT model is important
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John McDermott: I think we need to get culture/management on board. We need to help people see value in learning
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vincentBerthelot: Agree with mariancasey
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mariancasey: Agreed. Multigenerational issues also at play here.
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Kay Wood: The idea of a outrageous avatar is bit beyond me. I can't understand what it is like to be a NFL player by dressing as one. I prefer a better looking me.
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Gillian: @Kay - is there a culture emerging as an exo-skeleton? I've met lots of places where the side conversations on FB/Twitter are far prerferable to the ones in work on the official platform.
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virginia yonkers: John, many see the value in "learning" they just don't see the "fun" stuff as learning
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Asif: what is being learned in the image we are looking at?
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tabitha: its question time
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tabitha: hence the question mark
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@AgileBill4d: (don't forget to grab a copy of our collaborative notes 11 of us took at http://tr.im/welearn) social learning in action! lol
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jadekaz: we are the machine - wesch
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John McDermott: Virginia, yes, I have seen that. I still think that is an anachronism from K-20 school we need to try to overcome
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Clark Quinn: @asif collaboratively building questions (and, presumably, answers)
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Asif: @tabitha -- for the user inside the environment
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Kay Wood: @Gillian, few are on the Twitter/FB banfdwagon. Our company reflects its primary client, the Federal government. The ecoskeleton has started to form, but there is great fear. Will our client like us this way?
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Asif: is there an added value to this environment?
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John McDermott: welearn etherpad is full.
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teresadeca: ty, tony and jay!
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Gillian: @Kay - understand that. Try the UK whre there are departments where the preferred medium of comms is internet, not even telephone. It will happen everywhere sometime...
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Mary Myers: Thanks Tony and Jay!
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Moderator (TONY ODriscoll): Thank You ALL!
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Moderator (Tony Karrer): thanks tony
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jadekaz: Thanks! Great job!
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Jenna Papakalos: Thanks Tony!
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Karen Bowden: Sorry, I have to go to another meeting.
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Moderator (George Siemens): Thanks Tony!
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Karen Bowden: TY
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Gillian: Thanks!
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Mitch Oliver: Thank you.
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Moderator (TONY ODriscoll): Appreciate you taking time to listen to my ramblings.
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Clark Quinn: Great stuff, Tony, as always
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Janet: Thanks!
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lauraoverton: thanks Tony
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Moderator (Jay Cross): Bravo!
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