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A Good Way to Change a Corporate Culture - Peter Bregman - HarvardBusiness.org
A story about changing an organizational culture through stories. The stories we tell show what's important; telling new stories shows new priorities.
Learning 2.0 Strategy : eLearning Technology
7 aspects of learning 2.0 strategy, with a recurring theme of focusing on small, simple, tactical changes rather than trying to do a top-down approach. This makes sense; web 2.0 isn't a top-down exchange of information, so learning 2.0 shouldn't work best with that kind of hierarchy either. Focus on the behaviors you can change and the tactics that can be immediately successful, then let the organizational culture and strategy follow.
An open letter to Baby-Boomer Managers from Gen X/Y Employees : UberNoggin
What matters to Gen X/Y employees at work, written as a letter to Baby Boomers. Very much about what we value and what drives us crazy when working.
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4. We don’t respect titles; we respect people.
The internet has served as a great social equalizer. In most online communities your value (and therefore reputation and power) are based on what you contribute not who you are. A well-read 18 year old who knows his stuff and is constantly active in the editing process of a Wikipedia article may be revered more than the heavily credentialed professor who interjects, corrects, and condescends to the community of the page. These relationships break down entitlements and, instead, center on accomplishment and contribution.
So if you want to respected, simply play your part and contribute. You’ll be known for the actions you take that probably earned you that title in the first place.
Don’t Fear the Conversation: Four Reasons People/Companies Reject Social Media and Shouldn’t : UberNoggin
Four common objections to using social media for organizations, with responses.
The Bamboo Project Blog: Privacy, Social Media and Learning
Businesses and organizations may worry about social media and Web 2.0 tools in terms of privacy and confidentiality, but their fears are largely unfounded. If people are going to share your secrets, they have plenty of other ways to do so besides social media--and those other ways are likely more effective.
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Social media is actually a really poor method for talking about things I shouldn't be discussing because through search and the very nature of social networks, it makes it extremely unlikely that I can keep this activity a secret for very long.
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Consider what would happen, though, if we turned to social media for the majority of our interactions within an organization. If we're posting questions and answers on a blog or wiki, using social networks to interact and share information, as a learning professional I can monitor those channels to see where additional learning interventions might be appropriate.Not as a punishment, mind you, but as a sort of ongoing just-in-time learning needs analysis and opportunity for coaching. If a lot of questions suddenly start popping up on the network, that's a pretty good sign that as a learning professional I may need to do something.
Steven M Smith - The Satir Change Model
Five-stage model for organizational change (originally developed for family therapy, but applies to businesses and larger organizations too).
1. Late Status Quo
2. Resistance
3. Chaos
4. Integration
5. New Status Quo
Sage Advice on Wiki Adoption: Keys to Success
Best practices for wiki adoption in organizations:
* Start with what you already do
* Don't mandate--let it grow naturally
* Invite Senior Leadership
* Find the Champions
* Practice what you preach
The Heart of Innovation: The Top 100 Lamest Excuses for Not Innovating
Common excuses for not innovating or changing, plus a technique for addressing these excuses.
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Current reality, however, is only one form of reality. And just because it's current doesn't mean it's the way it will always be. Or should be.
Real innovators challenge excuses. Real innovators challenge the status quo. They do not concede to current reality.
Dave’s Whiteboard » Blog Archive » When you need incompetence fast
Summary of a model for creating incompetence--i.e., what NOT to do
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- Don’t let people know how well they’re performing.
- Give people misleading information about how well they’re performing.
- Hide from people what’s expected of them.
- Give people little or no guidance about how to perform well.
Information
Building a collaborative workplace
Collaboration in the workplace doesn't need to just be the formal, structured, team-based approach. This whitepaper also described "community collaboration," where people focus on learning rather than tasks and "network collaboration," such as the loose networks formed through social media. Includes a checklist for how collaborative an organizational culture is.
eLearning Guild Annual Gathering 2008 - Day 1- Social Learning Discussion « eLearning Weekly
Tips and tricks for implementing social learning tools (Web 2.0 tools for learning) in organizations, focused on how to get people in the organization to buy in and actually use the tools.
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- Oftentimes, when social learning is discussed at an organization, some workers shy away. They see their knowledge as their power, and they’re afraid to give up that control. How to overcome this? Emphasize their ability to help others and play a bigger role in helping the organization, instead of hoarding the knowledge. (Sometimes easier said than done.)
- If you’re getting pushback on social learning technologies (ex. blogs and wikis), you may want to have evangelist(s) at your organization who take lead and emphasize the potential of these tools, show examples, etc.
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"What is the perfect social learning implementation? There is no such thing. Use whatever tools and methodologies that help your teams collaborate best."
21st Century Learning: 9 Principles for Implementation: The Big Shift
9 principles for implementing transformational change in education, changing the culture to support 21st century learning. Principles include "People before Things (or test scores)" and "As the Individual Grows so Will the Collective Wisdom of the Community"
A List Apart: Articles: The Rules of Digital Engagement
Communication for virtual teams, including ideas for dealing with conflict and keeping morale up. I agree with the idea of debriefing on long projects regularly rather than just at the end of a project; you can adapt and correct course more easily, plus everyone stays more connected.
What's Wrong With This Picture?
Explains how TTWWADI (That's The Way We've Always Done It) affects decisions. One example is how modern rail widths are based on ruts from Roman chariots from 2000 years ago. Any real change in education (or any organization) has to fight against TTWWADI.
KMWorld.com: The Future of the Future: Boundary-less living, working and learning
Blurring the lines between work, life, and learning. I don't think most of us are completely at this boundary-less balance yet, but working from home certainly does change where my boundaries are.
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The bottom line: Organizations can no longer focus strictly on working, while ignoring living and learning. Neither can you, as a knowledge professional. The enterprise of the future must bring all three of those areas into balance.
Living means loving what you do and finding fulfillment in it. Working means doing what you love, in a way that is both challenging and rewarding. Learning means continually making new discoveries and putting those discoveries to work, both personally and professionally.
In essence, you and your organization, and your extended network, are now co-dependent. Your ability to grow is limited if your organization and network aren’t growing. Likewise, if you aren’t growing, you are inhibiting the growth of the organizations to which you belong. Think brain trust, as opposed to assembly line.
In the Middle of the Curve: Archive of Moodle Posts
Wendy Wickham's list of posts about implementing Moodle, from start to finish, including the change management that was necessary.
For higher pay, learn to say you're sorry - Oct. 17, 2007 - Ask Annie
Fortune Magazine article that cites a study showing a direct correlation between income and a willingness to apologize. So how do we create organizational cultures where people feel open to admit mistakes and apologize (and hopefully learn from those mistakes)?
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People earning over $100,000 a year are almost twice as likely to apologize after an argument or mistake as those earning $25,000 or less, the survey found.
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They were also asked whether they would apologize in three situations: when they felt they were entirely to blame for a problem; when they thought they were only partly at fault; and when they believed they were blameless.
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The Bamboo Project Blog: More on Scarcity vs. Abundance Thinking
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More on scarcity, abundance, and organizational culture. This has a great table comparing the two outlooks of scarcity and abundance.
- christyinsdesign on 2007-10-11
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Scarcity Abundance It’s every man for himself We can work together I never have time I take time for the things that matter Mistakes are disasters I can recover and learn from mistakes Ideas are hard to come by and must be kept secret I can always have a great idea Our company is lacking Our company has everything it needs to succeed Look at all the resources we need Look at all the resources we have The market is full of threats The market is full of opportunities People are out to get me People are out to help me -
I think that it's this picture of abundance that I find so engaging about the Internet and social media. A lot of people give generously of their time, their expertise and their support to write their own blogs, comment on others, create videos and podcasts and beautiful art that enriches the rest of us. And they do it for nothing.This is abundance thinking. This is a belief that there is an endless flow of ideas and information that we can connect and shape to create new things all the time.
The Bamboo Project Blog: Is the Scarcity Mentality the Biggest Barrier to Social Media in Nonprofits?
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Although specifically about nonprofits, much of this applies to other organizations as well. Coming from a scarcity outlook is opposed to the abundance mentality of web 2.0 tools. This is part of what needs to change in organizational cultures to really take advantage of the possibilities with new technology.
- christyinsdesign on 2007-10-11
Wikipatterns - Wiki Patterns
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Tools for building a community around a wiki
- christyinsdesign on 2007-09-29
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