Posts Tagged ‘yammer’
A learning tool from the perspective of this list is:
Any tool that you could use to create or deliver learning content solutions for others, or a tool you use for your own personal learning.
You can view the 2012 top 100 results below (or here if SlideShare isn’t embedded for you):
I read a lot of books, and (will) look back every year on what I’ve read. See my overview of 2012 books for example. If I would have to pick one technology only, it would be books.
This is probably the best podcasting app for Android. It will automatically pull in the shows that I like, sort them in the order of my preference and play them (remembering where I was) in that order. I use podcasts mainly to catch up on technology and am currently subscribed to the following shows: This American Life, 99% Invisible, Radiolab, This Week in Tech, Security Now!, Guardian Tech Weekly, Guardian Science Weekly, Triangulation, EconTalk and FLOSS Weekly.
I’ve recently moved away from Google and now use DuckDuckGo for all my searches (and thus much of my learning). My initial reason was to get back some of my privacy and break out of the filter bubble a little. I’ve now found out it actually delivers a far superior user experience which can be ad-free if you’d like. The bang syntax allows me to directly search at the source rather than use Google as the middle man and DuckDuckGo has endless nice tricks up its sleeve. Instructions on how to make the switch are available for your browser here.
Evernote is the single place where I put all my notes and do all my bookmarking. I like how ever-present it is and the way it syncs to my phone. I dislike the fact that there is no official Linux client (and that there won’t be one any time soon). Evernote also has some severe limitations as a tool for Personal Knowledge Management (PKM), so (inspired by Stephen Downes) I’ve decided I will program my own alternative.
After a long stint with Chrome I’ve recently returned to Firefox. The performance of the latest version actually beats Chrome, they’ve seemed to have fixed most of the memory leaks and Mozilla has no sly commercial interests and truly cares for the open Internet.
I like writing collaboratively and in real time. It is a great way to build concensus and a shared vision. I will likely host my own etherpad installation very soon, but know that I will miss GoogleDocs’ ability to have people comment on particular aspects of the text.
Occasionally I learn by giving presentations. Even though I like using Pinpoint, I keep coming back to a simple Impress template that I’ve created in LibreOffice. I export the presentation as a PDF as bring that along to the presentation on a USB stick. This means I can use any PC or Mac to present and never have to worry about my fonts or layout changing.
There are a few use cases for Twitter for me. When I visit a conference I use it to find out what is happening around me and which people I should try and meet. I use it as a way to publicize my own writings and it has completely taken over the role that Google Reader used to fulfill previously: my source of news. The daily digest that I get for my account gives me two or three interesting reads every single day. I’ve documented how you can use Twitter to find expertise on any topic here.
A lot of my learning comes through writing. The prime tool for this is my blog and WordPress has been my host of choice since the beginning. Automattic, the company behind WordPress, is very interesting.
Inside my company we use Yammer. There are over 30,000 people in the network making it the go-to place whenever I need to know something about our internal workings and don’t even know where to start.
My talk was pitched as follows:
Over the next few years the role of the learning organization will shift, moving away from the current focus on course and curriculum design. Two new responsibilities will appear: 1. Supporting individuals with their self-directed learning and 2. Creating behavioral change interventions for smaller and larger teams. Hans de Zwart will take a fresh perspective on the underlying causes of this shift (like the increasing percentage of knowledge workers or the easy availability of global virtual collaboration tools), he wil give a wide and historical range of examples of existing “do-it-yourself” learning and he will share his thoughts on what this means for you as an HR professional.
I have come to believe that SlideShare is fundamentally broken, so while WordPress.com is hopefully working on providing the ability to show PDF files inline in my posts I’ve decided to just post a PDF version of my slides online.
The talk was divided into three parts:
Why is DIY Learning relevant?
Firstly I showed that the accelerating change of pace is not just a cliché, but that technology actually does progress exponentially. I showed some of Kurzweil’s graphs to back this up.
This means that we are increasingly living in a complex world. According to the Cynefin framework the sensible approach to problems in the complex domain is to first probe, then sense and finally respond. This aligns nicely with Peter Drucker’s definition of the knowledge worker who necessarily is solely responsible for their own productivity: they are the only ones who can understand their own job. For me a logical consequence of this is that you cannot create a learning curriculum for a knowledge worker. With the increasing mobility of labour, you could even argue that businesses will not want to invest in training a knowledge worker but that they will just assume competence.
Next I talked about Ivan Illich and his book Deschooling Society. We are institutionalizing students through the school system. We mistake teaching for learning and diplomas/certificates for competence. Illich’ solution is radical: to replace school with what he calls “learning webs”. He had some very practical ideas about this, that have become easier now that we have the web.
Another reason for DIY learning to come to the forefront is the ubiquity of free (mostly in beer, but also in speech) tools that enable us to connect with each other and organize ourselves. It is simple to set up your own website with something like WordPress.com and tools like Google+ (hangouts!), Facebook and Twitter are amazing in enabling people to take charge of their learning.
Examples of DIY Learning
I shared a set of examples of existing DIY learning efforts from a wide variety of fields.
The first example was from the European Juggling Convention in Lublin. People organized workshops there by using a simple central board and a set of activity templates.
Sugatra Mitra realizes that there aren’t enough good teachers to teach all the children in the world. He is therefore looking for a minimally invasive pedagogy. He has found a simple method: give groups of children a computer with access to the web, ask them an interesting question, leave them alone (maybe give them a bit of “granny pedagogy” support) and come back to find that the children have learned something. Do check out his wiki on Self Organising Learning Environments (SOLEs).
Open Space technology (with its four principles and a law) is another example of how people can learn in a completely self-organized way.
Yammer groups are a great way for communities of practice to construct knowledge together. Anybody can start a group and these are often on topics that are relevant, but don’t get addressed top-down (an example I know of is a group of Apple users in a Microsoft-only company sharing knowledge with each other on how to use Apple products in that situation).
Dale Stephens has shown that there are alternatives to a formal college education with his Uncollege platform.
The reading group I organized in 2010 was the final example I used of a group of people getting together to learn something.
What should you (= HR) do?
All of this means the role of the HR Learning department will need to change. I see three imperatives:
- It is crucial to devolve the responsibility for learning to the learner. Stop accepting their “learned helplessness” and stimulate everybody to become truly reflective practitioners.
- Make sure to provide scaffolding. You should build things that will make it easier for the learners to build their own things. This only works if your approach is very open. Both for the learning materials (think Creative Commons and OER Commons) and for who can join. Efforts should be across organizations and across businesses. Don’t accept the naive (layman’s) idea which always seems to equate learning with content. Instead focus on designing learning experiences. Nurture any communities of practice and invest time in moderation.
- Finally, change the unit of intervention. You should never focus on the individual anymore. The unit of change is now the team (at minimum).
I’ve used the fabulous Pinpoint to create this presentation. This allows me to just get a set of image files and write the presentation in a very simple text based format. The PDF output doesn’t quite look like I’d want it to. Does anybody know whether it is possible to set the width/height ratio of the PDF export (4:3 rather than 16:9)?
I started collecting the licenses for each of the images in the slidepack so that I could attribute them correctly (find my incomplete list here). At some point I just couldn’t be bothered anymore. My blog is just too insignificant and I really do believe I can have more positive impact on this world by doing something (anything!) different with my time. If your picture is used and you are very disgruntled then I would be more than happy to make amends.
Marcel de Leeuwe and I hosted a session at Elliott Masie’s Learning 2012 about Do It Yourself Learning. We enjoyed ourselves tremendously preparing for the session and created a special website for the conference: doityourselflearning.org.
There are a few things happening in the corporate learning world:
- The business is changing faster than the Learning function can keep up with.
- Effectiveness of learning is low with constant questions of the Return on Investment.
- Knowledge work (defined by Drucker as that work that can only the knowledge worker themselves can understand) is so complex that no curriculum can be made that can fit the very personal needs of each professional.
- There is a high mobility for employees, making it hard to defend investing in them.
At the same time the world is changing:
- Much of the world is globally connected.
- Effective tools for collaboration are ubiquitous and cheap.
This means that learners will start organizing their own learning. They will become their own designers and the role of the learning function will have to change.
We thought of five imperatives for the learning function to enable DIY learning and empower their staff:
- Devolve responsibility
- Be open
- Design experiences
- Provide scaffolding
- Stimulate reflection
To give people some idea of what DIY could look like we listed a set of examples: Self Organizing Learning Environments (SOLEs), MOOCs, Open Space Technology, a Juggling Convention, Yammer, World Without Oil, Uncollege, a virtual reading group and Livemocha.
We are always looking for new examples.
A DIY Manifesto
Through a very energetic process (first collaborative and then argumentative) the group of participants came up with a tentative set of statements for a Do It Yourself Learning Manifesto:
A big you thank you to everybody who participated!