Archive for December, 2015

Letting go of Control

December 30th, 2015

In this video, Harold Jarche explains his Personal Knowledge Mastery or PKM framework. The video is succinct and gives a solid context for understanding  the importance of PKM for personal and professional development.

For organizations, the challenge will be for management to adopt a new mindset that reduces even eliminates control of how their employees connect, learn and share in and outside the organization.

Harold’s post opens up the issue of democracy in the workplace. Organizations are formed using a hierarchical (top down) control model. In the emerging network era workplace, transparency and trust are the drivers for survival of the organization.


Network Learning Era

December 14th, 2015

Our work and business environment is more complex than ever. Communication (digital) technologies, automation and  outsourcing practices are all aspects of living in the network era.

We work, play, consume and communicate in an always on, networked world.

There are myriad reports and research reports that describe how we (organizations and workers) are in a transition from the knowledge/information era to the network learning era.

In the network era, how well you connect, create and collaborate with others determines your value. Soft skills of empathy, creativity, sharing and sensitivity are the foundation for success. Technology skills and tools just help you along the way.

Embracing a continuous learning mindset is a prerequisite for learning workers and organizations. More than ever we need to strengthen our ability to learn how to work with others more effectively and organizations need to learn how to open up their hierarchical silos and tap into the creative and innovative capabilities of their staff.



Modern Workplace Learning – Workshops for Non-Profits

December 8th, 2015


Jane Hart has developed a body of work that she refers to as Modern Workplace Learning (MWL). Harold Jarche has become internationally respected for his writing on the digital network era and its impact on the workplace. Harold’s framework is called Personal Knowledge Mastery (PKM) or the “seek-sense-share framework. I’ve taken online workshops with both Harold and Jane and I’m a member of the Modern Workplace Learning Association.

Workshop Series: Modern Workplace Learning

Using both Harold and Jane’s “frameworks”,  I’m creating a workshop program targeting the nonprofit sector.  The primary goal is to introduce the guiding principles and practices of the MWL and PKM frameworks. I believe nonprofits as change agent organizations are obligated to support workplace learning because it leads to improved performance and engagement outcomes for their constituents and for themselves.

Constituents served by nonprofits need workers who can guide and support them in using continuous learning skills to help meet their health and livelihood needs. In this way consumers of nonprofit services will have improved skills and opportunities to manage their life in the digital network era.

In my lengthy experience in the nonprofit sector, I’ve not seen an organized framework approach that supports workplace learning. What I’ve experienced is intermittent supervision and yearly performance reviews as the standard approach to ensure job requirements are met. Those processes have little to do with workplace learning.

The skills and mindsets integral to modern workplace learning can be practiced and learned. They will be a significant components of my workshop program.. I also believe that MWL and PKM frameworks, once integrated into nonprofit worker’s repertoire will lead to the development of new services that will enhance user’s (the public/community) capacity to meet the challenges of employment and health in the digital network era.

In the business and corporate world, workplace learning is the role of the Learning & Development (L&D) department. Like other industrial age institutions, L & D is becoming extinct as workers can and do manage their own learning and professional development. The L&D industry is slowly letting go of their control of the workplace learning environment with the recognition that their traditional training programs are unwelcome and ineffective.

By default, nonprofit workers use their own devices to connect and learn, however there is little evidence of nonprofit practitioners working within and supported by a continuous learning framework. Also, I’ve not seen leaders within organizations using a structured approach that supports workplace or organizational learning.

Poverty, addictions, homelessness and mental health are complex problems. More than ever, these social problems require a continuous learning mindset of practitioners. Nonprofit practitioners, most of whom are steeped in humanistic values and hired for their engagement and counselling skills will need to move from a knowledge worker mindset to a learning worker mindset.

My modern workplace learning workshops will introduce workers and organizations to a structured (or personally constructed framework) approach for increasing performance and engagement results. In the spirit of working out loud, I will be sharing more about my workshop building process over the coming months.


PKM, Workplace-Network Learning