A wonderful article was recently posted by Marcia Conner and Steve LeBlanc over at Fast Company entitled “Where Social Learning Thrives“. The entire piece purports that a fun, productive and consistent culture will help ensure social learning takes flight. What struck me, however, is the following line itself: Social learning thrives in a culture of service and wonder. It is inspired by leaders, enabled by technology and ignited by opportunities that have only recently unfolded. There are those companies that certainly have instilled a fun, productive and consistent culture (see Zappos, SouthWest Airlines, Google, etc.) but what happens to your social learning quest if your company culture is, well … anti-fun, anti-productive and anti-consistent? Is it the CLO who single handedly is required to change the
Culture Archive
Recently, via pretty much any social network and email system I belong to, the ‘How Millennial Are You’ quiz was making the rounds. For disclosure purposes, I scored 82/100. I am currently 38 years young and for most of my existence on Earth, I have lead pretty much anything I have come into contact with including but not limited to school presidencies, athletic captainships, corporate world roles and community endeavours. Not boasting, just providing some colour for you the reader about this humble ENTJ blog scribe. My natural leadership DNA tendency is to include, involve, engage and be mindful of the human element … at all costs. Without the team, nothing gets accomplished. There’s an unattached adage I live by, which is “we’re not here
Winter Olympic fever has enveloped my beloved city of Vancouver, but I’ve managed to take a break from the action to opine about an issue that clearly needs more than a mere blog post to help modify or even evolve. Whether small, medium or large in size, organizations have been or are set to grapple with remote based leadership issues. I believe there are some compelling reasons why this is going to snowball quite soon, as mentioned below, but more importantly there are some Enterprise and Learning 2.0 implications to consider as well. In my opinion, three of the main causes to affect the issue of remote based leadership include: Outsourcing/Offshoring At least in Canada, two key points were raised in the study entitled “Basic Trends
Inside the organization, a dilemma now exists and is rapidly taking shape. Employees want to connect with one another. Reasons are plentiful, including but not limited to the following: Increasing job demands > less time to get it all done Global workforce redistribution > 24 hour clock syndrome Cross functional – cross pollination projects > less formal/hierarchical teams Formal information overload > email & intranets are being ignored Micro-blogging is starting to become a very effective way in which organizations can mitigate some of the aforementioned points. The problem, however, is that due to the rise in popularity of Twitter and its consumer driven use as a life-casting tool, the inherent company benefits get lost in the shuffle. First of all, let’s discuss technology. I