Reposted from the Internet Time Alliance website:

The Internet Time Alliance Jay Cross Memorial Award is presented to a workplace learning professional who has contributed in positive ways to the field of Real Learning and is reflective of Jay‘s lifetime of work. Recipients champion workplace and social learning practices inside their organisation and/or on the wider stage. They share their work in public and often challenge conventional wisdom. The Jay Cross Memorial Award is given to professionals who continuously welcome challenges at the cutting edge of their expertise and are convincing and effective advocates of a humanistic approach to workplace learning and performance.

We are announcing this inaugural award on 5 July, Jay‘s birthday. Following his death in November 2015, the partners of the Internet Time Alliance (Jane Hart, Harold Jarche, Charles Jennings, Clark Quinn) resolved to continue Jay‘s work. Jay Cross was a deep thinker and a man of many talents, never resting on his past accomplishments, and this award is one way to keep pushing our professional fields and industries to find new and better ways to learn and work.

The Internet Time Alliance Jay Cross Memorial Award for 2016 is presented to Helen Blunden. Helen has been an independent practitioner at  Activate Learning  since 2014. Her vision is to help people stay current in a constantly changing world of work and do this by working and sharing their work and learning in a generous, open, and authentic manner. Helen started her career within the Royal Australian Navy across two branches (Training Development and Public Relations) as well as working within Service and external to Service (with Air Force and Army and Defence civilians), then with the Reserves. Helen later worked as a Learning and Development Consultant for Omni Asia Pacific, and subsequently with National Australia Bank as a Social Learning Consultant. Helen is an active blogger and is engaged professionally on various social media platforms.

Here is Helen in her own words:  “In my observations, it‘s not only learning teams in organisations or institutions that need to change and recreate the traditional ways of training into learning experiences. It‘s wider than that. I have smaller businesses, some of whom are vendors who offer training products and services to the public or to organisations who are scratching their heads trying to figure out how to get ‘into the 21st century‘ as their clients ask for more blended programs – shorter programs – but still achieve the same outcomes. Dare I say it, the tools that Jane Hart offers as tools for professional development are not for learning people alone – they‘re for everyone. This is where I‘m grappling to understand the enormity of the change and how, for the first time, you‘re not only helping a client design and develop the learning experience – but you need to teach them how to use the tools so it becomes part of their social behaviour to build their own business, brand and reputation.”

Helen will be formally presented with the award in her home city of Melbourne by Simon Hann, CEO of DeakinPrime, the corporate education arm of Deakin University.

It is with great pleasure that the partners of the Internet Time Alliance present the first Jay Cross Memorial Award to Helen Blunden.

I was talking with a colleague at an event one of the past weeks, and I noted down the concept of ambiguity denial syndrome. And I’m retrospectively making up what we were talking about, but it’s an interesting idea to me.

So one of the ways I start out a talk (including later today for a government agency) is to talk about chaos. I use a fractal, and talk about the properties a fractal has.  You know, that it’s a mathematical formulation that paints an image from which patterns emerge, yet at any point you really don’t know where it’s going to go next.

I use this to explain how our old beliefs in an ability to plan, prepare, and execute were somewhat misguided.  What we did was explain away the few times it didn’t work. But as things move faster, the fact that things are not quite as certain as we’d believe means we have to become more agile, because we can less tolerate the mistakes.

The  point I’m making, that the world increasingly requires an ability to deal with ambiguity and unique situations. And our learning designs, and organization designs, and our cultures, need to recognize this. And yet, in so many ways, they don’t.

At the individual level, we’re not equipping folks with the right tools. We should be providing them with models to use to interpret and adapt to situations (explain and predict). Our learning designs should have them dealing with a wide variety and degrees of certainty in  situations.  And we should be testing and refining them, recognizing that learners aren’t as predictable as concrete or steel.  Instead we see one-shot development of information  dumps and knowledge tests, which aren’t going to help organizations.

At the interpersonal level, we should be facilitating people to engage productively, facilitating the development of viable processes for working and learning together. We know that the room is smarter than the smartest person in the room (if we manage the process right), and that  we’ll get the best results when we empower people and support their success. We need them working out loud, communicating and collaborating, to get the best. Instead, we still see top-down hierarchies and solo work.

In short, we see people denying the increasing complexity that the world is showing us.  Implicitly or explicitly, it’s clear that many folks believe that they can, and must, control things, instead of looking to adapt on the fly.  We have new organizational models for this, and yet we’re not even seeing the exploration yet.  I acknowledge that change is hard, and navigating it successfully is a challenge. But we have lots of guidance here too.

Too many processes I see reflect industrial age thinking, and we’re in an information age. We have greater capacity amongst our people, and greater challenges to address, with less tolerance for mistakes.  We need to address, even embrace ambiguity, if we are to thrive. Because we can, and we should.  It’s the only sensible way to move forward in this increasingly complex world. So, are you ready?

At least, that is, with me. Frankly, I wonder if you even bothered to read this after a title like that! Or at least are highly suspicious at this point. It (should) be just the type of thing you would not expect from me. And there’s a reason for that. There are 3 egregious social media things you shouldn’t do, and the title is related to one of them.

As context, because of this blog, I get occasional emails offering to write guest posts for me. Now, these aren’t really learning folks, these are marketing folks who would want to put  in links to their site.  This used to happen a  lot, so much so I even wrote a post about it.  And I point people to it when they get it (for a number of certain types of requests I’ve made up canned responses I just cut and paste).

So I just got one, and it was nice, because it actually listed the company, pointed to examples of their work, and listed some sample titles.  However, the titles just didn’t sound like me:

The Four Social Media Perversions You Should Capitalize On

7 Tips to Clickbait That Will Guarantee  Results

Posts That Generate Revenue: Using the Words You Can’t Say On Television

…

(Ok, I’m exaggerating a wee bit :).  However, this leads to the first thing to avoid:

1. Don’t offer  guest posts that don’t match the tenor of the blog

Now the second case is implied by a bit of the above. Recently I’ve gotten requests about placing links that are much more, er, mysterious. To paraphrase: I work for a client that works in a related area and I’ve written lots of posts and I’d like to do some for you, and there might even be a small bit of money available.  Read: I’m too ashamed to admit who I work for, I won’t show you an example of my work, and I’ll try to entice you with a mention of money.  Somehow these folks haven’t heard about what builds trust on the net (hint: it’s spelled ‘transparency’).  So:

2. Don’t give  vague offers with  unsubstantiated particulars

I’m more susceptible to people who actually do inquire what it would take to place an ad, but so far I haven’t gone there (I once asked and folks seemed to prefer it without).

Along with this, there are always people who want to show me their product (because it’s in my space) and give them my feedback.  That is, they want me to give them my years of expertise for free. On top of that, they need enough of my time to present their product first.  My response is always “I talk ideas for free, I help someone personally for drinks/dinner*, but if someone’s making a quid, I get a cut”. The point being, I’m not giving my free time and expert opinion (hey, that’s how I feed the family). I’ll offer them my services, and a time or two that’s actually happened. But mostly they plead poverty and move on.

This is a well-known problem. There are other examples as well:  “can I pick your  brain”,  offers of ‘exposure’ in return for speaking, and it’s not on. In fact, it’s ripe for parody.  Thus:

3. Don’t try to get free  work

There’re more, I’m sure, but these seem to be the most frequent. It’s really bad social media behavior. If you want something, tell me what it is, and make the value proposition clear.

And let’s be clear: there are offers I  do take up, but these are clear about what is required as well as the benefit is to me as well as to them, and I can make a conscious evaluation.

So please, feel free to hire me, but don’t expect me to work for free. Fair enough?

(*Sometimes I just request they  pay it forward, if they’re  a young person, since I benefited so much from intellectual generosity when I was a neophyte.)

While it’s easy to talk about how we need to support the transition from novice to expert, it might help to be a little more detailed.  While it’s easy to say that the role of formal learning wanes, and the role of informal learning ramps up, what are the types of support we might look to?

I expanded a core diagram I’ve been using for quite a while, based upon earlier diagrams from  others.  It’s also been used by others, and the core of the diagram is clear, but I wanted to elaborate it. The underlying point is that as individuals gather expertise the value of formal learning drops, and the value of informal learning increases.  Ok, but what does that  mean?

It means that courses make sense for novices, who don’t know what they need nor why it’s important. As they start performing however, their needs change. They start knowing what they need, and why it’s important, and they start just needing those resources.  They can be designed or curated, but they are either performance support in the moment or learning resources that develop understanding or abilities.  For the former, we’re talking about  how-to videos, checklists, lookup tables, etc.  For the latter, we might be talking documents, documentaries, diagrams, or more interactive elements such as simulations.

At this stage we  also  need coaching and/or mentoring, and chances to communicate with our colleagues.  It’s the social work that will play a role in the development of the learner through interactions. Obviously, you can be doing communication in courses as well, and reflecting and collaborating at the practitioner stage as well, these are continua, not boxes as portrayed here.  The point, however, is that the nature of the necessary support and the activities change.

And, of course, once an individual advances far enough, there’s little anyone can be providing for them, instead they need the ‘creative friction’ of interactions with other experts and ideas to generate the new understandings that will advance the individual  and the organization.  Reflecting together, solving problems to gather, and more, are all part of the activities that individuals undertake.

These activities don’t always happen well, and can be facilitated in many ways.  There are cultural factors as well.  There is a clear need for  someone to be undertaking ensuring that these activities are happening in optimal ways in a conducive environment. It doesn’t  have  to be L&D, and it won’t be if all they do is focus on training and courses, but it should be someone who understands a bit about how we think, work, and learn.  And I don’t know another group that is better placed.  Can you?

As I talk about aligning work with how we  brains think, work, and learn, I realize I’m talking about something bigger.  While I want L&D to lead the way (as those are the folks I know), it’s really about leading the way to an organization that’s aligned with  us, with people.  And I think that’s something bigger, and definitely better.

The point being, as we reorganize work to tap into the best of us, we’re creating organizations that are humane in a very specific, and hopefully deep, sense.  Humane for all employees, and further.

The industrial era organization, quite simply, wasn’t. The mechanization of human work, the drive for more efficiency at whatever cost, the top-down imposition of rules, and more, are all contrary to what brings out the best in people. It’s demeaning and unhealthy, but even from a business perspective  it’s rigid and inflexible.

Instead, when we talk about having work with purpose, and socially aware organizations, with tighter coupling to the market, and greater empowerment of employees, we’re talking about our finer human elements.  And, the evidence seems to be that such organizations are more successful.

Interestingly, I searched the term “Human Centered Organization”, and came across this proposal. (And, in fact, it’s now an ISO standard, 27500:2016, not that I’ve made it past the paywall to view the whole thing.) I found the  principles from the summary  to be a a good starting point:

• capitalize on individual differences as an organizational strength
• make usability and accessibility strategic business objectives
• adopt a total system approach
• ensure health, safety, and well-being are business priorities
• value employees and create a meaningful work environment
• be open and trustworthy
• act in socially responsible ways

All of these reflect different areas I’ve either touted or am aware of specific work (and workers) in the area. I’d add that this should not be just internally-facing; this should reflect work with partners and customers as well.

Frankly, many companies I interact with seem driven to confuse me to the point that I make decisions that favor them. I don’t like that, and try to avoid them. A few organizations, instead, offer simple services with clear benefits.  Interestingly, when I engage with the people in the straightforward organizations, they  seem to like their employment circumstances.  When I can engage one of the others to speak to me honestly, or I know them through other channels than a business relationship, they admit they don’t like what they have to do.

OK, so I can be an idealist (and am a native Californian :), but it seems to me that organizations that move to a more humane approach are going to be the ones that will last.  There are known concrete steps to get there, but the path will vary by organization. I suggest that you start thinking about your strategy. Are you ready to get human?

I’ve argued before that there’s a pretty clear path forward for organizations.  The necessity to become agile means that the old ‘command and control’ approach won’t cut it any longer. What’s required is tapping into the ability of people to work together.  The new structure is focused on teams (stayed tuned for my review of Amy Edmondson’s Teaming) that  are given the tasks to solve problems, trouble shoot, design new products and services, and generally continue to adapt.  In short, to learn. And I want to talk about the L&D role here, at least the potential one.

Certain elements are required.  The teams need  a number of things to be effective.  They have  to be given  meaningful tasks, to have the freedom to pursue them, to have the ability to experiment (and fail) as necessary, and to be accountable.  To collaborate successfully to accomplish their goals, they need certain features internally:  they need to have diverse representation, be open to new ideas, have time for reflection, and it has to  be safe to contribute.

This takes a new approach from the organization. It takes leadership to make such a culture, and the culture itself has to make it possible for these to occur and to get people to be motivated to contribute.  Two  elements really contribute: contribution,  and transparency.  People need to know what each other is doing, and be willing to chip in and assist.  This happens both within teams and beyond.

So what is L&D’s role?  First, to model the desired behavior. L&D should be practicing what it preaches in experimenting and continually improving. There should be teams assigned to tasks, and the practitioners should be acting as members of their communities.   They should be evangelizing, piloting, and sharing their successes with this approach, while continually learning more.

Then, L&D should be working with others as teams to meet their client needs.  They should be working to innovate around the solutions.  They should be promoting and executing on pilots that get fleshed out.  And they should be gradually raising awareness about the processes and the culture.

Done well, this movement reduces turnover, increases engagement, and produces better outcomes.  It’s not trivial; there are nuances and challenges that will have to be addresses.  On the other hand, evidence is converging that this  is the future of business. So are you preparing for it, or waiting to be blind-sided?  If you’re looking for guidance in getting going, I’m easy to find.