This link has been bookmarked by 266 people . It was first bookmarked on 02 Aug 2006, by doof von daddious.
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12 Sep 14
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shining a light on workplace transformation
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Amanda Bischoff"obsolesces the previous medium by turning it into a sport or an form of art (the automobile turns horses and carriages into sports);
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12 May 14
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08 May 14
Ashley Hartmann"Re-wiring for the Complex Workplace"
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08 Apr 14
Dennis CallahanLooks nice! “@hjarche: Our weekend project. A new website design for http://t.co/JAuLGWFdIX by @tantramar :)”
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06 Apr 14
Luis SuarezOur weekend project. A new website design for http://t.co/oHsy9ChLVq by @tantramar :)
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03 Apr 14
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26 Feb 14
Lorenzo RomeoBlog of Harold Jarche
You saw him talk at Learning Technologies 2014 -
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kathleen johnson"But the new reality is that networks are the new companies. The company no longer offers the stability it once did as innovative disruption comes from all corners. Economic value is getting redistributed to creative workers and then diffused through networks."
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14 Jan 14
Brent MacKinnon"But the new reality is that networks are the new companies. The company no longer offers the stability it once did as innovative disruption comes from all corners. Economic value is getting redistributed to creative workers and then diffused through networks. Knowledge networks differ from company hierarchies. One major difference is that cooperation, not collaboration, is the optimal behaviour i"
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This makes constant learning a critical business skill.
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21 Mar 13
Julian AptowitzCollaboration vs. cooperation in the work place or classroom
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19 Mar 13
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Maria ZaryckyLife in perpetual Beta - the ability to learn is the only lasting competitive advantage
Short Bio: Harold Jarche helps create work environments that foster innovation. He has been described as “a keen subversive of the last century’s management and education models”. People have connected with Harold over the past decade, through his blog (jarche.com) and professional services, for pragmatic ideas on leadership, social business, and collaboration. He also distills heady topics like complexity theory into practical advice -
18 Mar 13
David Wilcox@shirleyayres @Acuity_Design @dansutch see as well as @stephendale on #knowledgesharing
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25 Dec 12
Bette SchneidermanFrom website, "About"
"Work is Learning & Learning is the Work
perpetual Beta requires new models for work & learning
Short Bio: Harold Jarche helps create work environments that foster innovation. He has been described as “a keen subversive of the last century’s management and education models”. People have connected with Harold over the past decade, through his blog (jarche.com) and professional services, for pragmatic ideas on leadership, social business, and collaboration. He also distills heady topics like complexity theory into practical advice." -
05 Dec 12
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17 Nov 12
Doris Reeves-LipscombHarold Jarche blog, 11.16.12
Excerpt: summary by participant of keynote that Harold delivered in Denmark
"Moving from local to global We live in a less barriered world: self-publication, group forming across the world, unlimited information. In the past we linked up with people with similar interests locally, due to simply physical realities… now we can link up with people from around the world. So from a learning perspective our learning group grows (personal addition: this also means that the group that lives inside the personal zone of proximal development grows, as more people can potentially be in this). Groupforming is now becoming networks. This has an effect on mentorship: per mentor you can only have so many learners, but with the growing group more mentors can stand up and the learners themselves can become mentors." -
16 Nov 12
"Open online courses, talent management, social collaboration: The training
world is changing. Traditional training structures, based on institutions,
programs, courses and classes, are under pressure. One of the biggest changes we
are seeing in online training is that the content-delivery model is being
replaced by social and collaborative frameworks.
Here are just some of things happening now that trainers should be prepared
to tackle in the new year:
Increasing Complexity
Helping people be more creative and solve complex problems is now a priority.
While workers still need to be trained and educated, that alone will not prepare
them for a networked workplace that requires continuous learning on the job.
Training departments need to add more thought and resources to enable people to
learn socially, share cooperatively and work collaboratively …
An Expanded Role for Training and Development
Training professionals will need to help create and support social learning
networks, moving out of the classroom to where the work is being done. They will
also need to promote continuous knowledge sharing by modeling how it is done and
setting the example. Trainers will have to become expert learners …
Learning as a Business Imperative
As work becomes more networked and complex, the social aspects of knowledge
sharing and collaboration are becoming more important. Learning amongst
ourselves is getting to be the real work in many organizations. Training
development professionals should be part of that change.
For a more in-depth list of near-term trends that should be taken into
consideration during the next year, download [read] the white
paper:
https://www.slideshare.net/GoToTraining/whats-working-and-whats-not-in-online-training" -
06 Oct 12
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05 Oct 12
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Because it is so difficult to represent our knowledge to others, we have to make every effort to keep sharing it. For example, narrating one’s work does not get knowledge transferred, but it provides a better medium to gain more understanding. Knowledge shared in flows over time enables us to create better mental pictures than a single piece of knowledge stock.
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It needs trained professionals to solve problems through intuitive experimentation and pattern recognition, and then behavioral change knowledge to provide support and involvement in continued monitoring and experimentation.
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As I mentioned in my earlier post, capturing knowledge (as crudely as we do) is only the first step. We also need to enable sharing, take action, and empower people. But I cannot see how we can do this if we don’t try to capture some of what we know in order to get a level of common understanding.
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How do you recognize that moment – that it is time to let go? I consider these four questions:
Do they have the skills and knowledge they need?
Have they demonstrated their ability to do this in other settings or similar ways?
Do they want to do it?
Do they have the resources they need to do the job? -
As Dave Gray wrote in The Connected Company, capturing tacit knowledge is tough:
The learning challenge for the company comes from the dynamic relationship between the two forms of knowledge. Tacit knowledge is where the action is, and in most cases, it’s the people with the tacit knowledge that deliver the results. But the only way tacit knowledge can be broadly shared is by translating it into explicit knowledge — a very difficult task that very few companies have mastered.
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02 Oct 12
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Heather MartinMay take on CMOOCs is that they will b future of lifelong learning - c Harold Jarche | Life in perpetual Beta http://t.co/AxlYBBfy #MOOCMOOC
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01 Aug 12
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05 Jul 12
Naava Frank"y three principles for Net Work, or getting stuff done in this open world:
Narration, Transparency and Power-sharing
Narration is making one’s tacit knowledge (what one feels) more explicit (what one is doing with that knowledge). Narrating work is a powerful behaviour changer, as long-term bloggers can attest.
Transparency is an easy concept to understand but much more difficult to implement in an enterprise. It means switching the default mode to sharing. This can be enabled by social media, but social media also make the company culture transparent. A dysfunctional company culture does not improve with transparency, it just gets exposed.
Distributed power enables faster reaction times so those closest to the situation can take action. In complex situations there is no time to write a detailed assessment. Those best able to address the situation have marinated in it for some time. They couldn’t sufficiently explain it to someone removed from the problem if they wanted to anyway. This shared power is enabled by trust. Power in knowledge-based organizations must be distributed in order to nurture trust." -
23 Jun 12
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There may be another, psychological, reason why investors want to pay for advice: the avoidance of regret. If you choose to put all your money into technology stocks on the back of your own research, and such stocks collapse, you only have yourself to blame. But if you have listened to the advice of an expert, then the decision is not your fault.
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Paul McKeanRT @hjarche: FYI: Pinning my images http://t.co/8OgKNujl to Pinterest http://t.co/76HPV0Pc is copyright infringement http://t.co/sJCwxWNo
FYI: Pinning my images http://t.co/8OgKNujl to Pinterest http://t.co/76HPV0Pc is copyright infringement http://t.co/sJCwxWNo
– Harold Jarche (hjarche) http://twitter.com/hjarche/status/181886787784949760 -
29 Feb 12
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10 Dec 11
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But if it’s a new problem or an exception, then the knowledge worker has to deal with it in a unique way. This is why we hire knowledge workers, to deal with exceptions. Complex, new problems need tacit knowledge to solve them. Exception-handling is becoming more important in the networked workplace. While the system handles the routine stuff, people, usually working together, deal with the exceptions. Exceptions require collaborative approaches to solve.
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08 Dec 11
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02 Dec 11
Jose MoragaBlog de Harol Jarche. Últimas tendencias en educación, conocimiento, aprendizaje, TIC, etc.
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30 Nov 11
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08 Nov 11
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28 Oct 11
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Attitude:
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Accepting that we will never know everything, but that others may be able to help,
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acceptance of a world
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concentrate on knowing who to connect with
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The network
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attitude of openness
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becomes all-important
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reading on the web is quite different
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engage the writers and make our thoughts known
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blog also opens a person up to criticism
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no longer rest on their past accomplishments while the field changes and grows.
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testing Web 2.0 tools
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The example of putting your own learning process out in public or on your intranet shows that you are willing to learn from others
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walking the talk
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peer review
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Page Comments
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