Following Harold Jarche's example of Friday's Finds, I thought where better to collate and synthesize my week’s learning from Twitter than on my blog. Here’s the first of the series...
@jhagel: The paradox of organization - @davegray: paradox fuels power to rethink, reframe, and see more than one side of things http://bit.ly/1rEX1vU
“For example, an organization must have a way to attract and retain members, or it will cease to exist. At the same time it must constrain people’s behavior, or it won’t be able to get anything done. This means any organization has the oxymoronic goal of being an attractive prison.”
@charlesjennings: The role and value of learning content is changing. (article in TIQuarterly) @TrainingIndustr #learning #training http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014fall/#/10 …
“The role and relative value of learning content is changing fast… A second driver for a new use of content is the jettisoning of the idea that training is primarily about knowledge transfer. It is not. Training is primarily about “enabling to do.”
@edutopia: Growth Mindset, Jedi edition: http://edut.to/1sWB33V . #Pinterest #YodaWisdom
@socialmediaweek: "@iZoliswa: #QuoteOfTheDay 'Technology is the campfire around which we tell our stories. #SMWJHB #SMW14"
@kaushikcbasu: When at last you meet a man with solutions to all your problems, the chances are you've met a man who doesn't know the meaning of solution.
@kaushikcbasu: "Same law for all" is no guarantee of fairness. A law that prohibits all from sleeping on park benches is clearly not targeted at the rich.
@kaushikcbasu: Those who say that a more equal world would be boring don't realize that the bottom 90% of the world would give anything for that boredom.
@AbhijitBhaduri: When CEOs tells HR to learn the "language of the business" why does it includes everything except people issues. #SHRMI14
@Josh_Bersin: How Diversity Makes Us Smarter. Very important read. http://www.scientificamerican.com/article/how-diversity-makes-us-smarter/ … #diversity #HR @sciam
“Members of a homogeneous group rest somewhat assured that they will agree with one another; that they will understand one another's perspectives and beliefs; that they will be able to easily come to a consensus. But when members of a group notice that they are socially different from one another, they change their expectations. They anticipate differences of opinion and perspective. They assume they will need to work harder to come to a consensus. This logic helps to explain both the upside and the downside of social diversity: people work harder in diverse environments both cognitively and socially. They might not like it, but the hard work can lead to better outcomes.”
“And becoming comfortable in that situation – staying curious and open and continuing to explore and improve – that’s the essence of real learning.”