10 Great Links I Read and Used This Week

I work with some very clever content experts who want to help create training that is as social and collaborative as our solutions. As a learning designer, this meant taking them along the continuum from Training to Performance Support. However, I needed some help in how to talk to learners and content experts, to explain how interesting and fun it is to support informal and social/cooperative learning in the workplace. I put the question out to my Twitter network and had some excellent responses.

Julian Stodd linked me to some great pieces he had written on tone of voice and types of moderation of social learning spaces.  However, I found and used his piece on ways of talking ROI and Social Learning as a starting point to talk about learning outcomes and change.

I also had some engaging conversations with Alison Seaman and I’d recommend her excellent blog to anyone interested in constructivist-inspired adult learning. Alison sent me a link to the very interesting Peeragogy Project by Howard Rheingold.  In particular I enjoyed reading the Google Doc Lit Review and have kept it linked as a very useful reference.

Other stuff I found useful:

  • Harold Jarche’s Principles of Networked Unmanagement talks of transparent networks, cooperation, and a better way of working. I used this as the basis of a discussion on change management consulting in our office. What made it great was Harold’s ability to distill much of his thinking into one succinct piece.
  • Connie Malamed’s “Alternatives To ‘Correct’ and ‘Incorrect” gave my wife and I lots ideas to consider when designing online C-Suite team coaching. Remember in school, when there were only right and wrong answers? Real life is much more grey; so why does so much e-learning fail to reflect this.
  • I wanted to take a bunch of Excel data and turn it into a Wordle, without having to type out/copy and paste the frequency of words manually.  I found the answer in a Google Group discussion.
  • Chief Learning Officer magazine had a great piece on Revamping 70-20-10 which helped to clarify a few concerns I had with the rigidity of the formula. It essentially talks about encouraging employees to take control of their own learning and recognise that performance development is aided by many different areas.