This document discusses moving from traditional corporate learning and development to social learning. It notes that traditional L&D is broken as most work will be done by contractors, freelancers, and partners rather than employees. To fix corporate learning, the document advocates shifting to learning ecosystems centered around a collaborative workscape. This allows continuous, informal learning through conversations and knowledge sharing to better support a changing business structure.
36. Take stock, take charge
Delight customers
Collaborate, team-work
De-stress, smile
Inspire performance
Unmanagement Take the pulse
Sprint
Decide wisely
Coach
Nurture serendipity
Net-work
Conduct, don’t control
37. The Principles of Radical Management
Delight customers
Communications:
conversations
Managers enable
self-organizing teams
From value
to values
Dynamic
linking
38.
39. 20th Century 21st Century
Corporation Customers
Corporation
Customers
40. What else have you observed in your travels?
Jay’s network
on LinkedIn
44. Largest U.S. Employers Manufacturing
Service
1960 2010
GM Walmart
AT&T Kelly Services
Ford IBM
GE UPS
U.S. Steel McDonald’s
Sears Yum!
A&P Target
Esso Kroger
Bethlehem Steel HP
IT&T Home Depot
Westinghouse Sears
General Dynamics PepsiCo
Chrysler Bank of America
Sperry Rand GE
International Harvester CVS
45.
46.
47.
48. Why do you say traditional corporate learning is
broken?
49.
50.
51.
52.
53.
54.
55. Most work will not be performed by employees
Alumni
Contractor
Outsource
Consultant
Core
Temps
(employees)
Contingent
Team
Freelance
Team
Customers
Partner
56.
57. Future Business Structure
Alumni
Contractor
Outsource
Consultant
Core
Temps (employees)
Contingent
Team
Freelance
Team
“Jobs” only
exist here Partner
69. Global health services company
30,000 employees
66,000,000 customers
objective: culture of collaboration & participation
replace formal learning with informal & social
70. CREDO
• We are open and transparent.
• We narrate our work. Need to share.
• Continuous learning, not events.
• We value conversation as a learning vehicle.
• We are a vanguard of change within the Company.
• We drink our own champagne (or mimosas).
• Business success is our bottom line.
• Learning is work; work is learning.
• We are not a training organization.
• We value time for self-development and reflection.
• We recognize that reflection is a key to learning.
• We establish business metrics for every engagement
and report back publicly on outcomes.
When the mind goes wandering, NYT, November 16, 2010\nMatthew Killingsworth & Daniel Gilbert\n
When the mind goes wandering, NYT, November 16, 2010\nMatthew Killingsworth & Daniel Gilbert\n
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NB: *can’t* come from ‘training’. How cope? Informal! Develop their ability to learn, and learn together!\n
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Redefining the concept of the employee in the era of co-creation. Open relationships and social business requires us to redefine as well the notion of employee.  The concept of employee is a social construct rising to majority status only in the last century. Prior to that, most people were independent worker, owners of their own farms or small businesses, and not dependent on a corporation. Today contingent workers are rapidly approaching the majority of all workers and most of us will be a part-time employee, consultant, contractor, or occasional employee at some stage in our life. If we maintain the notion of a regular employee, who should they be?  What would motivate them to be one?  How do we pay for co-creation or co-ideation when it is more and more unacceptable for a corporation to own our inputs. Why shouldn’t we be our own masters? (Kevin Wheeler)\n
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Redefining the concept of the employee in the era of co-creation. Open relationships and social business requires us to redefine as well the notion of employee.  The concept of employee is a social construct rising to majority status only in the last century. Prior to that, most people were independent worker, owners of their own farms or small businesses, and not dependent on a corporation. Today contingent workers are rapidly approaching the majority of all workers and most of us will be a part-time employee, consultant, contractor, or occasional employee at some stage in our life. If we maintain the notion of a regular employee, who should they be?  What would motivate them to be one?  How do we pay for co-creation or co-ideation when it is more and more unacceptable for a corporation to own our inputs. Why shouldn’t we be our own masters? (Kevin Wheeler)\n
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Later migrated to Jive & Sharepoint behind the firewall\n