Bertrand Duperrin's Library tagged learning →  View Popular, Search in Google

"During the course of our lives, learning becomes detached from creating experiences and getting feedback. And so it turns from fun to a dreadful exercise with often devastating results: the knowledge taught is forgotten pretty quickly, with the whole education effort becoming a waste of everyone's time. In the corporate world this can be costly, and if you don't know how to use the tools properly or effectively, work becomes more inefficient, expensive and possibly even dangerous.


Which leads me to the following questions:

How can we make training more fun, add rich experience and gain feedback?
How can we enable trainers to add these elements to their materials?
Why is training separate from work rather than embedded into it?"

education work learning training gamification

"«Comment m’y prendre pour qu’ils s’approprient cette nouvelle notion, ce nouveau geste professionnel, de la manière la plus efficiente possible ?»... questionnement incessant du formateur, de l'intervenant, dans la préparation de sa formation.

Comment fait-on pour apprendre ? Comment intégrer ce "comment apprendre" pour "apprendre à apprendre" ?

Quelques pistes, synthèse de synthèses de réflexions... pour faire suite à un échange récent avec un jeune étudiant en sciences de l'éducation."

learning education problemsolving continuouslearning knowledge

"I’ve been reflecting on the new learning model I proposed earlier, and want to share some elaborations with you. In this case, I want to elaborate on the notion of activities, and some associated properties.

Activities provided or chosenFirst, I think it’s important to recognize that gradually, learners will take more and more ownership of choosing activities. If you’re an adult past college, you choose (with, perhaps, some guidance and support) what professional development you do: you choose books to read, conferences to attend, even perhaps choosing mentors whether agreed upon or stealth (people you follow via their blogs or tweets). We shouldn’t assume learners will have that ability, and our curricula should make explicit what good activity criteria are, and helps learners develop those skills, gradually handing off the responsibility for choosing them, with gradually released scaffolding."

learning activities training education

"The Human Resources Department has a lot at stake in the success of an intranet. By making information and forms accessible through the intranet, HR frees up a lot of its time enabling them to focus on more value-added tasks. Useful HR content also increases employee satisfaction."

humanresources intranet communication hrcommunication training learning

"I am actually talking about Learning in the wider, more general context of education, and where a good number of really inspiring stories continue to emerge to highlight how we may be on the tipping point of re-thinking learning itself and its purpose(s), as we have known it for decades, and, most importantly, how we have been dealing with it at schools, colleges and universities. It’s probably a good time now to, at long last, rethink the Essence of Connected Learning."

learning connectedlearning unlearning education

"Pour tirer profit du social learning, mettez en place une culture qui rend l’apprentissage amusant, productif et familier, une culture où apprendre fait partie du travail quotidien. Marcia Conner et Steve LeBlanc ont cherché où le social learning s’épanouit le plus. "

sociallearning culture service education attention learning

"What will be required is a completely new range of services – which we might call non-training services – that are focused on supporting continuous performance improvement and learning in the workflow as people do their jobs.

The Workplace Development Services (WDS) framework has therefore been developed to help organisations understand the range of new services and activities that will be required, as well as the tools and platforms to power these activities, and the new skills and mindset involved."

learning training support collaboration performance socialsoftware enterprisesocialsoftware skills mindset

"Frequent airplane passengers are likely to have read the following message prior to watching an in-flight movie: “the following film has been modified from its original version. it has been formatted to fit this screen.” for purposes of this airborne analogy, let’s fasten our seatbelts, power off any electronic devices, and firmly adjust our trays to the upright position. Better yet, let’s substitute the word film for new employee and the word screen for organization so it reads as: “the following new employee has been modified from its original version. it has been formatted to fit this organization.”"

organization employees leadership onboarding culture behaviors learning operations engagement audience transformation change competencies

"Yaniv Corem joined IBM Research – Haifa in June 2010 after completing his undergraduate work at the Technion – Israel Institute of Technology, and earning his master’s degree in architecture and computer science from MIT. Aside from his enthusiasm for rock climbing and bouldering, Yaniv is passionate about projects that use the "wisdom of the crowd" to solve difficult problems, complete tasks, gather data, and more."

gamification ibm ibmresearch learning adoption rewarding rewards socialanalytics motivation

"A regarder de plus près l’évolution des réseaux sociaux et l’utilisation des outils numériques dans la société, et outre l’aspect mobile déjà exploité par beaucoup et qui est maintenant une certitude, 3 grandes tendances semblent concerner les réseaux sociaux d’entreprise : "

enterprisesocialnetworks interoperability video integration intranet communication learning gaming sociallearning

" Over the last year I've been speaking with many corporate business and HR leaders and have heard a common theme: we need our organizations to be more agile. We need to redesign the organization so we can learn faster, communicate better, and respond more rapidly to change. This quest for the agile organization has changed the nature of what we call a job. "

work management agility expertise specialization learning values humanresources hr roles job

"Tom Kelly, general manager of IDEO, the world-renowned design firm, likes to quote French novelist Marcel Proust, who famously said, "The real act of discovery consists not in finding new lands but in seeing with new eyes." What goes for novelists goes for leaders searching to craft a novel strategy for their company, a new product for their customers, or a better way to organize their employees. In a world that never stops changing, great leaders never stop learning."

leadership learning change CxO CEO ideas R&D innovation

" Since the latter half of the 20th century, we have gone through a period where training departments have been directed to control organizational learning. It was part of the Taylorist, industrial model that also compartmentalized work and ensured that only managers were allowed to make decisions. In this context, only training professionals were allowed to talk about learning.”

But to be fair, it is not just Training Departments that think like this, there are still many people in other parts of the business that believe that “learning” has to be “organised” or “packaged up” (in the form of “training”) to be seen as a valid solution to a problem."

training performance humanresources informallearning learning

"To create real learning organizations, there is a choice. We can keep bolting on bits of informal learning to the formal training structure, or we can take a systemic approach and figure out how learning can be integrated into the workflow – 95% of the time."

formallearning informallearning learning

"MIT today announced the launch of an online learning initiative internally called “MITx.” MITx will offer a portfolio of MIT courses through an online interactive learning platform"

MIT learning education experience

"Un article récent de Jonathan Miles sur son blog intitulé “A group of would be friends” (« Un groupe d’amis potentiels »), dont l’origine est partie d’une discussion sur twitter, s’interroge sur les raisons pour lesquelles les gens ne s’engagent pas dans l’apprentissage. Jane Hart pense que ce phénomène vient du fait que les gens ne sont pas intéressés par leur travail ; par conséquent, comment pourraient-ils être intéressés par l’apprentissage ? On a demandé à Jonathan de raconter son histoire, qui correspond au propos de son post. C’est un bon exemple d'une communauté qui s’épanouit dès lors qu’elle se construit sur l’humain. Et si Jane a tout à fait raison, sa réponse n'est qu'une partie du problème."

learning engagement change communities humanresources

"From legions of independent consultants to cities dotted with coworking facilities, the future of work is virtual, online and global.

As the year draws to a close, you may be assessing your career plans against the backdrop of holiday hoopla and the uncertain employment climate. To get a leg up, grab an eggnog and read on to learn about trends that could change how you’ll be making a living in the years to come:"

consulting work workforce independentworkers independence skills coworking learning

"Vantés comme des programmes de développement personnel, la plupart des approches en matière de gestion de talent (Talent management) ne sont souvent rien d’autres que des plans d’action totalement standardisés, linéaires, ennuyeux et parfaitement interchangeables. La plupart du temps, ils n’ont d’autre objectif que de fabriquer de petits soldats disciplinés qui, un jour, prendront la relève de leur supérieur. Trop rarement, l’objectif réel et vérifié est de développer un éventail de compétences diversifiées. Le concept de Talent management, tel qu’il est majoritairement mis en oeuvre aujourd’hui dans les entreprises, n’est qu’un parcours institutionnel, sans relief, une succession d’automatismes, d’apprentissages prêts-à-porter et de stéréotypes… » "

talents talentmanagement learning training values humanresources openlearning

"Dans un article précédent, je vous ai présenté le modèle 70/20/10, selon lequel le développement des compétences et l’acquisition des connaissances s’effectuent pour 70% « on the job », pour 20% par les interactions avec les autres et seulement pour 10% grâce à la formation formelle.

Entre le social learning dans sa forme la plus pure et l’apprentissage le plus formalisé, il existe toute une palette de possibilités qu’il convient de ne pas délaisser. Comme le conseille le groupe de Princeton à l’origine du modèle 70/20/10, il convient d’adopter une démarche holistique en intégrant dans le même environnement l’informel et le formel."

learning sociallearning humanresources kaizen feedback elearning pdca iterativelearning

"Tomorrow is the Australian Human Resources Institute HR Technology conference. I will be MC for the conference day, and will also run a half-day workshop on Creating Results Using Social Media on the following day.

I thought I would share the visual content we will be using during the workshop. As usual, the slides are not intended to be useful by themselves, but to provide supporting content for the activities and discussions of the session. "

humanresources humanresources2.0 socialmedia learning engagement presentation