Today Jay Cross posted his elevator speech on what he does in his post Enterprise learning:
Most of the businesses and governments live in the last century. They cling to industrial-age beliefs that the world is predictable, management has the answers, and workers are under their control. In the real world, no one has the answers, collective intelligence beats top-down decisions, and management’s task is to inspire people rather than tell them what to do.
Corporations need to replace traditional training, knowledge management, and in-house communications with something more informal, interactive, collaborative, self-service, impromptu, and flexible. Instead of pushing content, they need to be facilitating conversation. I try to help them get there.
So what do you do?
I think when Jay asked “what do you do?” he meant, “how do you define yourself”. I could actually steal Jay’s elevator speech because that it pretty much what I do. Or at least what I’d like to be doing more and more of. But I can’t sell a service that people won’t buy, right? So I’m going to interpret it another way. What I do is try not to get discouraged/feel frustrated by those who cling to the industrial-age beliefs and want me to implement top-down learning systems. Don’t get me wrong, I do have some break-throughs, but I find I face so much resistance.
I know there has been a lot of research on why there is so much resistance to change.
Sometimes I wonder if my argument for change is not solid enough.
Perhaps this might help. The University of Massachusetts Dartmouth Center for Marketing Research recently released a report of their research on the use of social media by the Inc 500. I discovered this report via Ross Dawson who writes that “this is one of the first longitudinal studies, showing changes in adoption of social media tools from one year ago”.
In addition, a little over a month ago, Tony Karrer blogged about a Fortune Magazine interview with GE’s CIO who reports that their professional networking site gets 25 million hits per day and is “is becoming sort of a heartbeat of the company”.
There are definitely no lack of arguments for this change.
My concerns are the following:
- I’ve found I’ve been able to implement change slowly: a little blog here, a little discussion forum there. But is this the most effective way to implement this kind of change?
- Perhaps eventually they’ll think of a larger scale implementation, but I need to show the results and evaluation is a little trickier in this arena. What are the ways that we can concretely assess success with this type of learning?
I’m curious what kind of arguments and approaches have been successful in helping organizations change. I’d love some feedback.
- Enterprise learning | Informal Learning Blog | Jay Cross | 24 August 2008
- People Don’t Hate Change, They Hate How You’re Trying to Change Them | Change This | Michael T. Kanazawa | 9 July 2008
- Social Media in the Inc. 500: The First Longitudinal Study | Center for Marketing Research | Nora Ganim Barnes & Eric Mattson
- 25 Million Hits Per Day: eLearning Technology | eLearning Technology | Tony Karrer | 25 July 2008
- Information Worth Millions | CNN Money’s Fortune | Geoff Colvin | 21 July 2008
Kristina Schneider is organizational learning and performance technologist, merging instructional and systems technology with knowledge, project and operations management. Her book Edublogging: a qualitative study of training and development bloggers investigates the value of edublogging as a form of self-directed learning and its potential contribution to communities of practice.