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PKM is therefore the key to successful social learning. PKM is also a key skill of being an effective autonomous learner – as we can see from the many individuals who are already organizing and managing their own personal learning strategies in the organization – and consequently a key aspect of BYOL (Bring Your Own Learning).
Sense-making with PKM. PKM is a set of problem-solving skills for work, focused on getting things done but not necessarily task focused. A PKM Method. Interesting discussion in the chat about whether if you don’t pay for services if you can trust it. Other models for PKM. My side comments are in italics.
First, Harold’s Personal Knowledge Management ( PKM ) model has three components: seek, sense, and share. So workgroups and communities can do a similar approach to continually processing. So that’s a rough cut at my PKM process. I discussPKM in both my Revolutionize L&D book , and my Learning Science book.
Use Personal Knowledge Management (PKM) techniques as a continuous process of seeking, sense-making and sharing. 1 – We run a two-week public online PKM workshop on Personal Knowledge Management techniques for individuals. The PKM framework is based on eight years of practical research and use. Contribute and share.
Given the massive scope of PKM, I needed to narrow my focus. After agonising over the problem for almost a full minute, it dawned on me that the immediate relevance of PKM to the conference attendees lay in how they were going to make the most out of said conference. Extend your network.
We’ll be discussing. Personal Knowledge Management (PKM). online communities. Our Summer Camp provides an opportunity to learn with peers and gain some of the essential skills needed to support learning in the networked world. Be prepared for a more productive September with our Summer Camp. informal learning.
Defining Communities of Practice (CoP). It’s hard to define a Community of Practice, but I think a good start would be to quote a Tweet I recently saw from another MSLOC430 participant. As long as you’re changing your practice, you know you’re in a community of practice. ” I’ve seen this attempted.
Now that my disclaimers are in place, let me explain the premise of the post title and what I intend to discuss in this post. Communities of professionals collaborating and cooperating to learn together will be on the rise. L&D will have to don the hat of community managers and become learners.
They are using various tools for PKM ( Personal Knowledge Management ) and taking onus of their own learning. Refer to Harold Jarche’ blog for a deeper understanding of PKM. Hence, the role of an enterprise community (learning) manager could become even more imperative in the success of a MOOC. a focus on community management.
While the former reflects the redesigning of workplace as a physical manifestation of this change with its focus on enabling communities and collaboration, the second one squarely focuses on empowering autonomous learning and facilitating the building of trusted networks. IMHO, L&D and HR have to work together--very very closely.
Her work with various companies like Tata Interactive Systems, Zensar Technologies, ThoughtWorks and Future Group has given her a width of experience that spans instructional design, workplace learning strategy, knowledge management, social learning and community management, and people development.
Setting up a SharePoint for a community or work team is very different from teaching them about Personal Learning. This sounds a lot like a personal learning environment, personal knowledge management (PKM) and personal work and learning environment (PWLE) and PIM. Yes there are distinctions, but probably not worth considering.
Great dialog between Harold Jarche and Stephen Downes around Harold's PKM process … Stephen Downes wrote in response: … what does the concept of a ‘method’ here imply? All of my articles on PKM are descriptive, not prescriptive. That there is a ‘best’ way to manage knowledge an information? Isn’t that what we’ve learned there isn’t ?
Now that my disclaimers are in place, let me explain the premise of the post title and what I intend to discuss in this post. Communities of professionals collaborating and cooperating to learn together will be on the rise. L&D will have to don the hat of community managers and become learners.
This necessitates individuals to practice Personal Knowledge Management (PKM) and build their Personal Learning Networks (PLN). Since not all L&D members possibly use social media to drive their own professional development, acquiring the skills of PKM will require some time and effort.
A bit more conscious thinking behind why, when and how we use these platforms can transform our daily meandering interactions into purposeful habits around learning, sharing and community building. A group facilitator can channel discussions and encourage participation. When is it most useful to use Facebook?
While the former reflects the redesigning of workplace as a physical manifestation of this change with its focus on enabling communities and collaboration, the second one squarely focuses on empowering autonomous learning and facilitating the building of trusted networks. IMHO, L&D and HR have to work together–very very closely.
Working out loud has been steadily gaining popularity and has become a topic of conversation on many forums including the Facebook community of the same name. It has helped me to develop my personal learning network (PLN) and enabled my PKM. I am a huge believer of the practice because I have experienced the effect first hand.
However, it is the discussions, collaborative project works, and user-generated content and context that often spill over outside the course boundary which differentiates a MOOC from any regular online course. This requires online community management skills on the part of the MOOC facilitator.
A bit more conscious thinking behind why, when and how we use these platforms can transform our daily meandering interactions into purposeful habits around learning, sharing and community building. A group facilitator can channel discussions and encourage participation. Twitter : The trigger question, " What's Happening"?
Communities of Inquiry — This was one of my first posts for a cMOOC I was taking, and one term from the course that I (along with others) was very confused about. I eventually determined that a community of inquiry is similar to the practice I had in my graduate program. It created a discussion about the topic, even if a bit forced.
Informal Learning, Communities, Bottom-up vs. Top-Down Rosenberg's Beyond eLearning - Is that eLearning 2.0? Informal Learning is Too Important to Leave to Chance Personal Learning Top Ten Reasons To Blog and Top Ten Not to Blog PKM and Personal Learning Personal Learning for Learning Professionals - Using Web 2.0 eLearning 2.0
Now that my disclaimers are in place, let me explain the premise of the post title and what I intend to discuss in this post. Communities of professionals collaborating and cooperating to learn together will be on the rise. L&D will have to don the hat of community managers and become learners.
While the former reflects the redesigning of workplace as a physical manifestation of this change with its focus on enabling communities and collaboration, the second one squarely focuses on empowering autonomous learning and facilitating the building of trusted networks. IMHO, L&D and HR have to work together–very very closely.
It has helped me to develop my personal learning network (PLN) and enabled my PKM. The image below (came across it via the Facebook Working Out Loud community ) captures these core characteristics succinctly and beautifully. I am a huge believer of the practice because I have experienced the effect first hand.
The more I thought about it, the more it seemed to me that it is one of the fundamental blocks of building a community of practice. A community grows around a domain where practitioners share their insights, knowledge and doubts, the work processes. Community members learn together, share feedback, take onus of building the domain.
How do you implement personal knowledge management (PKM) for yourself and your organization? What might a PKM program in your organization look like, and how can it leverage social networking tools? What are the keys to promoting PKM to leadership and to getting people to actually practice it? strategy.
Social Business Design: Insights from HP’s WaterCooler - Skilful Minds , July 15, 2009 We need to begin seriously discussing “how Social Media Thinking will impact the greater whole of the company.&#. Creating your PKM processes , July 20, 2009. Introduction to Metadata , July 28, 2009. July 29, 2009. Social Media (62).
Only recently (and in limited ways) have LMS vendors started extending tools and offerings beyond simple content sequencing and discussion forums. Networks do work: learning communities/networks/ecologies. Gurus are people currently in industry or established practitioners of the organizing theme of the community.
Key Social Learning Roles - Daretoshare , April 4, 2010 Premise : Learning communities or networks thrive because its members possess certain skills and capabilities. Community members should be able to perform one or more of the five roles described in the table that follows. I’ll start with my final words (!). As far as inspiring.
I would be very curious to hear thoughts on topics that you feel were big discussion points around eLearning that are not listed below. Social media, social networks, communities for learning both formal and informal is bigger than I think we can even imagine at this point. Sense-making with PKM , March 12, 2009. June 23, 2009.
10 Rules For Writing Multiple Choice Questions - The eLearning Coach , March 18, 2010 This is a back-to-basics article about the undervalued and little-discussed multiple choice question. PKM in a nutshell - Learning and Working on the Web , March 22, 2010 Personal Knowledge Management: A way to deal with ever-increasing digital information.
By encouraging employees to build their own Personal Learning Networks (PLN) and enabling them to use digital tools for more efficient Personal Knowledge Management (PKM), organizations will reap the benefits of this networked learning. They are learning agile, embraces change and are not afraid to put themselves out there.
By encouraging employees to build their own Personal Learning Networks (PLN) and enabling them to use digital tools for more efficient Personal Knowledge Management (PKM), organizations will reap the benefits of this networked learning. They are learning agile, embraces change and are not afraid to put themselves out there.
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