Outsourcing is being superseded by crowdsourcing — which is enabling anyone to take a job anywhere. Having people all across the world collaborate in this way will not only disrupt industries but also change societies.
From institutions driven by scalable efficiency to institutions driven by scalable peer learning. Today’s large institutions are more often than not barriers to effective participation in scalable knowledge flows so it is no wonder that passionate and creative talent is increasingly fleeing established institutional homes to set up shop as independent contractors and entrepreneurs. On the other hand, institutions can provide unique opportunities to scale pull platforms and build ever growing networks of long-term trust based relationships on top of these platforms. If institutions viewed their primary rationale as fostering scalable peer learning, they could create “learningscapes” that would help individuals develop their talent much more rapidly than these individuals ever could on their own.In my POV, the onus of enabling organizations build scalable learning or become learning organizations lies with the L&D department. The need for training programs to cater to a set of fixed requirements will/has already diminished. A set of fixed skills and a stock of knowledge no longer suffice in the workplace today. The days of routine expertise is over. Adaptive expertise and a growth mindset are the needs of the hour. And unless L&D can gear up and help organizations make the move from delivering training programs to designing a more holistic learning ecosystem, and facilitating the growth of adaptive expertise to foster scalable learning, L&D runs the risk of becoming redundant at worst or be seen as a cost center to complete tick-mark activities at best.
- Performance Consulting
- Content Capabilities
- Social Media Capabilities
- Workplace Learning Capabilities
The model of ‘learn then work’ is replaced here with ‘work then learn, then work in an improved way’. Learning is not only embedded in the workflow, but new learning is continually extracted from experiences and exchanged with colleagues, customers and the entire value chain.
Narration is turning one’s tacit knowledge — what you know — into explicit knowledge — what you can share. … Narration of work is the first step in integrating learning into the workflow.
More on the different models and frameworks that can facilitate narration of work as well as peer-to-peer learning in the next post. Heutagogy and Peeragogy are likely to be the premises of workplace learning in the future.