Posts Tagged 'Innovation'

CEOs: Scratch the learning from the past. Embrace lifelong learning in your workpace

This environment did not train the workforce we need today and tomorrow:

OldSCHOOL

 

We need to start fostering a learning environment and culture within our own organizations that encourages life long learners. Without this culture & environment we will not be able to generate the innovation and solutions that allow us to be leaders in the market yet alone keep up the pace demanded by changing technologies and a public who demands inter-connectivity via technology. 

Learning organizations both grow and attract star innovators and performers. Organizations that refuse to change wisely & rapidly often fade or fail. There are no magic bullets when it comes to developing a learning culture and environment. It’s really damn hard work, that doesn’t seem to pay off immediately, but it does require a vision and courage to change.

 

Slideshare: Meeting the Needs of a Rapidly Changing Workforce with the Learning Organization of the 21st Century

Why you shouldn’t panic about robots & software taking your job… just yet

Elon Musk of Tesla has recently noted that Artificial Intelligence poses an Arnold Schwartzenegger sized threat to our well-being as a species. However, for now…People will always be needed when navigating through the complexity of emotions and unpredictable human interaction is needed.

I’d like to expand more on the list and its description below or add to it. So this post is just an initial exploration of this subject.

So how do you insure that you have value in your organization once the move to automate work and tasks begins?

  1. Remember that successful businesses rely on people – Therefore, shine where people, humanity & emotions matter. All that talk on the value of Emotional Intelligence is relevant in the upcoming techpocalypse. Robots or software still can’t manage people. They also can’t read and respond to emotion… (yet. That’s a joke – sort of I think they may be working on robots that can emote and respond to emotion).
  2. Demonstrate your ability to make key decisions or act when processes and procedure come up short or doesn’t work. – Any task or process that can be documented or automated is up for grabs where automation is concerned.  – EXAMPLE: Creating standardized reports from excel data. 
  3. Become an innovator or connector of ideas or ways to improve process to meet your group’s business needs. Most software & robots can’t innovate or come up with innovative ideas. As the article posted below states your ability to be creative sets you apart from automation.

 

EmpathyvsRobots

Images from the Morguefile

 More to think about (related posts):

Great postHow to Keep Software from Stealing Your Job

SlideShare – 17 Cartoons That Will Change Your Business by @BrianSolis @Gapingvoid from Brian Solis Slide 18 of this presentation really speaks to the importance of empathy and solving real problems in business. Sometimes the best solutions come from solving human suffering or difficulties and “that requires empathy.”

SALT keynote – Think Future

SALT – Speaker- Massood Zarrabian – OutStart

My main takeaways:

  1. DON’T SLOG ALONG OR FOLLOW –>CREATE FOR THE FUTURE. Develop a future concept. Ahead of the curve. Don’t get stuck developing only for older generations. Also it pays to be ahead because you may be rewarded with simply having the reputation for being a visionary or a leader in your field.  I would add that this is more than doubly true for any companies that develop content, media or tools for education/educators.  I’ve been working in education for sometime and it’s my observation that if any field is slow to adapt, it’s just education,schools, and universities. Just because the teachers in the schools aren’t using a tool or technology… doesn’t mean that you want to avoid it with a hot potato. Instead,  look for alternatives, tools or learning experiences that are ‘secure’ but on the cheap. Provide consultation services to school districts and schools that demonstrate or show them the best methods and practices. Engage the teacher and parent community and challenge them to come up with creative uses for the tools and technologies.  For those teachers who are trying to engage in using new methods and tools. I say,  Ignore those people who might chide you because of jealously or incurable skepticism – do in your heart what you feel is right. The results will speak for themselves.
  2. MODULAR IS IN. Develop modular content. Or content in modular fashion so that you can easily repurpose and or repackage it later.  This speaks to the power of integrating CMS’s with LMS’s. (Content management system = Drupal, LMS=Sakai or Moodle).  Don’t develop tools or systems that are hard to take apart or redesign. This can be difficult if you’re working with a vendor to develop your tools.

Think Future…

Mind Map for This Presentation

Waiting for the 2nd Marshmallow

First Congregational Church, 1126 SW Park, Portland, OR

Power to change your mind
2010 Illahee Lecture Series
Jonah Lehrer

Going to lectures for entertainment made me feel “of a certain age.” But I don’t regret going to this one. The lecture addressed our ability to exercise the skills we need as not so hapless primates to use our minds to:

  1. Identify when we’re being manipulated by powerful emotional messages. Like advertising :)
  2. Make the right long term decisions to despite the irresistible pull of the “now.” Remember Mischel’s Marshmallows and the children who could wait for the 2nd Marshmallow? See example/resources linked below.
  3. Change our position or situation when attempting to solve problems creatively.

Another important point about creativity and effective problem solving that Lehrer reiterated was.  Being an outsider to the system often gives you an edge when you need to creatively solve problems.  (Innocentive.com leverages ‘outsiders’ all the time to do this)

Here’s the mindmap of my notes on the lecture. (You can click to view a larger version)

Power to Change Your Mind - Lecture (Click to view larger version 800 x 379)


View the larger version on this mindmap (sorry it took so long)

The talk really got me thinking of the ‘ideal’ place for creating great products. Here’s a snapshot of what it would look like. This is just a start.

  • Have access to a lovely park, meadow or wooded area.
  • Play is encouraged.
  • Good mix of playful types. Not too many people who are overly concerned with looking ‘silly.’
  • Place for yoga or meditation.
  • People kindly remind you when you’re ‘banging your head against the desk.’
  • Useless rules are questioned or even broken.
  • Sometimes take the time to solve problems that have nothing to do with your field.

Resources after the fact:

Fighting Management Preconceptions about Social Learning

I just found this wonderful preso on Social Learning. I kept on slapping thigh laughing as I read… “Oh yeah, that’s a good one!” For me the highlights were:

Yes, Play is OK - you need it to grow innovative, collaborative and fast-adapting employees.

“Control is an illusion” – Okay… this is where I slip into incredulous teenager mode: Duh! You can control what people are learning and sharing about as easily as you can keep water in a sieve.  The presenters note that “80% of learning happens outside” of formal learning systems in their control. This is “Informal Learning” in action. The faster leadership realizes that building a company culture where learning is valued, the quicker they will start fostering a truly effective organization. Also, it’s very important to build the expectation that employees are really responsible for learning (their job and how to enhance their work).

People already share bad information - no kidding. Everyone has experienced the grapevine effect in a workplace. Human beings honestly seek knowledge about the goings on, some need it to function and work effectively without fear. They will even speculate on management’s behavior when they have no information, which is why transparency is less dangerous than keeping your lipped buttoned.

I also really liked the fact that they provided some solutions for measuring ROI (Return on Investment).(CRUD: I actually wrote this section but it got lost in the blog ether when I was trying to save my post)  I think it’s possible to tie a company’s increased success to social learning initiatives through anecdotal stories.  Also, connecting increased levels of innovation could also be possible. Think James Burke’s Connections (the show from the early eighties). Much of the show argued that the worlds most famous and influential innovations such as the combustion engine would not have happened if people did not make connections with each other.  I think if you analyzed the history or development of a particular innovation at your company you can actually trace the connections that were needed to make the innovation happen. You may be able to identify whether or not these connections would have happened with the social networking  efforts in place.

Some excellent points were made, but I suspect that no amount of brilliant arguments will convince the hardcore curmudgeons that insist that Social Learning/Networking is bad and evil. My only question… Can I work for the folks who made this presentation?

The Open Sourceness of Everything

\Ancient Remixes\

This comic strip is a rather cheap and quick cartoon I created in ToonDo in less than 10 minutes.

I attended this thought-provoking talk yesterday by Michael Amick (Dean of Academic and Technology Services at Central Lakes College) titled “Remix Culture Appreciation (aka Art Appreciation).”

He emphasized the idea that “re-mixing” of art (and in a larger sense concepts, ideas, inventions, etc.) is essential to human creativity.
During the lecture I had to think. “How many things in this room would actually be possible if no one had copied someone else to create them?”

No, really?

I tend to think that the Internet has empowered us to be immensely powerful in our creativity. I’m a big fan of Jame’s Burke’s Connections series, and one thing I learned from watching these shows is that advances in human technology and cultures happen when individuals, peoples and cultures interact and share ideas. If you think of the potential creative productivity of hundreds of millions of people having access to the Internet, some of whom are intensely creative and innovative, the possibilities are mind-blowing.

Today in the breakfast lecture Brian Lamb shared the simple example of the Free Learning site. This site was originally a link resource list created by one individual in Malaysia. Other interested folks in England and Canada volunteered their time to create an active wiki/resource/search engine for free materials. Lamb notes that this project was developed without a budget, without a project planning team.

And we haven’t gotten to some of the larger possibilities. I wonder what would happen if many people contributed to solving some of the larger issues we face today: climate change, economic collapse. What if there were several or dozens of dedicated individuals, including experts, who orchestrated discussions and problem-solving attack groups? Of course, I wholly realize that what I’m suggesting here frightens more people that it excites and invigorates. As a species we are so ‘inside-ourselves’ that we often cannot appreciate or even trust these attempts at such broad collaboration, and yet, as Brian Lamb pointed out in his lecture, Wikipedia is a prime example of mass cooperation among human beings.

I’d like to spend more time blogging/writing about this topic, but time is short right now. I need to move on to the next lecture at this conference (ITC).

Speaking of re-mixes here’s a really good example of re-mixing from the movie Amadeus. It’s also a good example of how people can get pissed off when their work is re-mixed, but this just demonstrates how Mozart’s character probably wasn’t so diplomatic. Then again why did he have to be? He just saw a better way of doing it.

Work in Learning/Learning at Work

Written in response for Rupa’s Work and Learning Blog Carnival :)

I recently met someone who was just starting a new job. She lamented the fact that she had to sit through an entire week of orientation training.

“Wow, they still do that?” I responded.

She said she just finished the fourth day of the training and it was brutal, boring. To her point, most of that information would just be lost or forgotten trivia shortly after the training sessions. But I suppose this approach alleviates the training organization’s responsibility. Once you expose the students to it, it’s simply up to them to learn and absorb it.

It makes sense to have some orientation as a group for newbies, but to cram everything into one session at the beginning doesn’t make any sense. What about doing the following instead:

  1. Hit the main/and crucial points (anti-sexual harassment, benefits information, safety, brief rah-rah about company philosophy/policy) in a one day session. Give everyone their continental breakfast with bagels, croissants and fruit.
  2. During the session point out or give the students a reminder of where to get training and information about the different areas both online or in actual face to face sessions.
  3. Set up a training plan and schedule for individuals that covers both general company/organization information and specific job related information. The latter is the responsibility of the manager and immediate parent group. It’s a pain in the ass, managers, but it is your job.
  4. Most importantly set each new employee up with one or two buddies and mentors. Make mentorship an job responsibility expectation for all company employees. These mentors are responsible for meeting with the employee, more frequently at first, in order to gauge their progress. The mentors should have a checklist or progress plan for the new employees to check whether or not they’ve completed training or reviewed guidelines for their area or role. I think having a mentor specific your job role would be important as well. This is someone who a new employee can shadow to learn about specific group or job role training items. My first group at my old job did an excellent job of facilitating this buddy training.
  5. Finally, actively cultivate a culture of social learning through networking. Younger and newer employees who haven’t be indoctrinated by a culture of competition and hoarding information seem to take to this more naturally.

The best jobs I’ve ever had actually provided the above training/mentorship in some shape or form. I think that there’s the old Protestant Work Ethic assumption that learning is not work, and that you’re not supposed to do it on company time. It’s a stupid assumption, I know, but old habits in old dogs are hard to break. I think that some forward-thinking companies are now challenging this assumption. They now see learning/training as the vehicle that allows their employees to become more productive in a shorter period of time. They also view learning and sharing as a key element to fostering creativity and innovation amongst their employees, but wherever you have management who only cares about the appearances of productivity (not a bright bunch to begin with) and short term goals, you won’t find a culture of learning an growth.


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