Wednesday, November 03, 2010

#dl10 The Power of Pull

So far, it's been nice to see old friends again. Ran into BJ this morning and chatted briefly about LMSs and courses.

All Brent is now missing is disco lights.

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DevLearn Twitter feed - all the cool kids are here.

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Emergence of new culture of learning
- We know how to do learning and training when stable. Know nothing when world constantly changing.

Our old institutions aren't hacking it very well. Nor are our schools, etc.

20th century - Push economy. Scalable efficiency the goal.
- predictable, hierarchy, control, organizational routines, minimize variances
- S-curve, stable over decades (few real changes in 60 years)
- More you do something, better you get at it.
- Diminishing returns curve
+ Why we are trying to move faster / harder for same amount of progress
- Carries over to education
+ Predictable curriculum
+ Standards based
+ Authority focused

The 21st c infrastructure is driven by the continual exponential advances in computation, storage and bandwidth.

No stability in sight!

From S curve to rapid set of punctuated moves.
- Never ending.
- unrelenting, exponential.

Change is accelerating. Tiny blips that change the game every year.

Have to re-think everything
Change the way you do everything on a regular basis.
The change often very fundamental / base.

Our challenge - how do we take the tools and this new reality and thrive.

The half-life of a given skill is now 3-5 years.
Ability to predict the future getting worse

How do we move from thinking about stocks of knowledge / knowledge assets and protecting those assets to participating in knowledge flows and creating new knowledge.

From sharing knowledge (explicit) to creating new knowledge (strong tacit component)

Whole purpose of this gathering - participating at the edges.

Big shift
From push to pull
From stocks to flow

(My thought: those who can't figure out how to pull knowledge will be left behind)

Crisis of imagination - embracing change, not fearing it.
- how do you begin to ask "What could I do now?"
- How do we add imagination to our workforce?

2nd shift - the explosion of data.
- Every 2 days, we now create as much information as we did from the dawn of civilization up until 2003. - Eric Schmidt, CEO Google.

Preparing students/workforce for this world of constant change.
- We need to think how we learn, esp the tacit
- What we need to learn
- how new media has changed the game fundamentally

Creating a resilient mindset - ability to change, adapt, re-conceptualize and engage in deep listening with humility.
- Can't run from change anymore.

Gaming - if you are not learning, it ain't fun.
- An environment where people thrive on change.

How kids became champion surfers
- Fail fail fail and fail some more
- Took videos and deconstructed frame by frame
- Used video to deconstruct own performance
- Pulled best ideas from adjacencies (wind surfing, skateboarding, motocross.....)
- Accessing spikes of capability around the world, leveraging networks of practice in an ecosystem
- Attracting others to help them around the world
- Deeply collaborating with each other.

A passionate pursuit of extreme performance with a deep questing disposition and a commitment to indwelling.
- Always looking around for new ideas to pull into their space.
- Indwelling - Marinate in the complex phenomena until you can absorb it.

World of Warcraft - what is happening here?
- First domain we have been able to measure exponential learning

MMOGs are
- Virtual spaces which both define and are defined by the players who inhabit them
- Pay close attention to the 'social life' on the edge of the game.
- The edge is often referred to as a knowledge economy

2 kinds of learning spaces
- in game learning - tinkering/experimentation. Get a feel for the 'system'
- knowledge economy around the edge of the game

Dashboards - WoW way too complicated to figure out what is going on without complex analysis tools and dashboards
- Dashboards always handcrafted by each player and key to masterful play
- Allows players to reflect on own performance

Why do managers get dashboards and we don't?

How do we empower each of us with tools for self-reflection

After-action reviews - key is the replay and analyze the metrics. Discuss what they could have done better.

WoW - blending the tacit and the cognitive
- Collective indwelling and reglection. Marinating together in a problem space with joint action.

Study of chess champions
- Way 1 - study moves and rules. Play in cognitive ways. Think through everything. Constant competition and reflection.
- Way 2 - (the really good people and make it to the next level) play speed chess. 30 seconds or faster per move.That experience leads to extreme champion behavior.
+ What is going on at THAT level?
- Indwelling complements / transcends cognition.

What is happening outside of the game?
- rich knowledge economy around the game.
- forums, blogs, wikis, videos.
- Sheer AMOUNT of activity. 10-15K new ideas posted every night on WoW. How do you process this?
+ Answer: self-organized guilds/knowledge refining community. Folks organize and extract ideas that they feed into the teams.

Are there upper bounds to how much people learn and how fast?

How do you access info / attract info / achieve performance acceleration?

Access - ability to find, learn about and connect with people, products and knowledge to address unanticipated needs.
- Individuals: Social networks that can scale.

How do you find something that you don't even know you need to know?
- Attract people to us who may be able to help one day when we may need it.

How often do you get out of your comfort zone?
- This is amazingly important
- People become too dependent on one facet of their lives.
- Folks tend to isolate themselves from the flows of new knowledge and the people creating them

Achieve - pulling out our full potential by harnessing network effects.

Breaking free of the red queen effect
- Experience curves to collaboration curves
- harnessing networks effects where the more people that participate, the greater the potential returns.

Purpose of the 21st century firm is to achieve scalable capability building (building talent)
- Learning from others as they learn from you
- Accelerate bootstrapping in an ecosystem

Do your organizational routines allow you to experiment? build groups? try things out?

The challenge we have - how do we create contexts? remixable dashboards for us? right kinds of social learning communities? permit rapid learning?

If we want to compete in the 21st century - training and HR has to be at the table
And we have to think about how we are going to transform the organization (not just putting courses on the table)

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