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from training to performance to social

by Working at jarche.com on Sep 23, 2012

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  • TravisCord Travis Cord at Military Pilot Great presentation! As a product of a military training system, I do believe there is still a need for formal education at the beginning of learning. Once there is a foundation of knowledge learned, the social/collaborative/through others portion is what needs to happen to continue development. The military has the traditional part down pat, the second part...not so much. 1 year ago
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  • jarche Harold Jarche at jarche.com Self-directed learning/development is important because knowledge is evolving faster than can be codified in the formal systems and depreciating in value over time. Thanks, Rawn, that is a very astute point! 1 year ago
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  • rawnshah Rawn Shah, Chief Strategy Officer Harald, nice work here.

    I'd like to offer something. I did a talk last year comparing three 'eras' of how we learn:

    - In 'earliest' times, it was based not on formal training but apprenticeship under a master. Generally the emphasis was Accrual of Experience. [When this actually is is variable because civilizations have moved back and forth on this. E.g. Arab world around 7th-9th century was into their Renaissance period, while Europe was in the knowledge dark ages. Similarly for China, Incan Peru. My point being there is no 'one time' across humanity]

    - To scale learning (too few many students to educators), it moved towards the Academy/University and formal indoctrination towards an Accrual of Knowledge, keeping some practical experiential aspects but systematizing as much to create general models and overarching concepts to 'simplify' knowing how to do something

    - Most recently we are coming back to include both Experience and Knowledge, but also self-directed learning/development because knowledge is evolving faster than can be codified in the formal systems and depreciating in value over time (per Hagel, Seely-Brown & Lang). The shift here is to Accrual of Awareness/Analysis. Your slide 30 speaks to this.
    1 year ago
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  • jarche Harold Jarche at jarche.com Yes, you're right, Deb, it's all connected. While there are more opportunities for finding innovative ideas out in loose social networks, it still takes time to turn these into cohesive models (communities of practice) and then apply them (work teams). Lots of back and forth flow is required, and organizations should reduce barriers to this flow. 1 year ago
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  • dllavoy dllavoy great deck, harold, and I appreciate how you bring complexity into it. One thing, Its not my experience that innovation happens exclusively in broad social networks. I think collaborative teams have much to do with it too. its really about having all of these operating and flowing amongst each other, no? I suspect that's what you meant anyway, but it sparked some thinking. Great job, thanks. 1 year ago
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  • jarche Harold Jarche at jarche.com Sounds very interesting, Niels. Let's stay in touch. 1 year ago
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  • npflaeging Niels Pflaeging, Management exorcist, change curator, thought innovator, speaker, author, globally working advisor on leadership transformation. Former Beyon at nielspflaeging., BetaCodex Network Harold, this is (another) great paper! I think it would benefit from integrating the concept of the three structures of an oranization (from my paper now entitled Org Physics - Explained). Found your work here very inspiring - I would like to research that link between organizational structures and learning more profoundly. Maybe it makes sense for you as well. 1 year ago
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  • jarche Harold Jarche at jarche.com According to the Wikipedia article on the Cynefin framework:

    The Cynefin framework has five domains.[7] The first four domains are:

    Simple, in which the relationship between cause and effect is obvious to all, the approach is to Sense - Categorise - Respond and we can apply best practice.

    Complicated, in which the relationship between cause and effect requires analysis or some other form of investigation and/or the application of expert knowledge, the approach is to Sense - Analyze - Respond and we can apply good practice.

    Complex, in which the relationship between cause and effect can only be perceived in retrospect, but not in advance, the approach is to Probe - Sense - Respond and we can sense emergent practice.

    Chaotic, in which there is no relationship between cause and effect at systems level, the approach is to Act - Sense - Respond and we can discover novel practice.
    1 year ago
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  • EmmanuelleErnyNewton Emmanuelle Erny-Newton Also: your slideshow made me think of how Jonathan Haidt talks of cooperation in his book 'The righteous mind'; he dissociates three types that we can find in nature: the herd, the pack, and the hive. Interestingly enough, what differentiates them is also the structure. The pack is hierarchical, the hive is not. Here's the link to Haidt's talk at Google : http://www.youtube.com/watch?v=2APK3tlPL_0 1 year ago
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  • EmmanuelleErnyNewton Emmanuelle Erny-Newton I love it!
    A question raised by slide 20: for 'Chaotic', you say 'There is no relationship between cause and effect at a system level' - is there really no relationship ? Is it not rather that cause and effect relationships are obfuscated by the sheer number of variables?
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from training to performance to social from training to performance to social Presentation Transcript