Factor 1: Confidence culture
A trusting culture of sharing and respect for others' experiences. Here all these concepts come into play, such as height, appreciation, collective intelligence, etc. If one has a clear set of rules and a common goal here, great things can arise, which is more than a mere addition of individual contributions.
Various association chains are introduced during the co-operation and are followed by various thought extracts, just-in-time. Ideally, one can no longer identify in the end from whom the idea originated. It should be unique as a collaborative work in this form.
Factor 2: Mindset without competition and hierarchies
A personal mindset that, for the moment of collaboration, eliminates any competitive and hierarchical situation and is able to communicate with others on the same level.
In this context, keywords like
- self-determined work (and learning),
- and network competence
as central individual areas of competence. A complete digitalisation also enables a more efficient and mobile workflow, which ultimately benefits a more balanced work-life balance.
Factor 3: The optimal working environment
A work environment that supports this type of work in transformative work. There are a variety of tools in various fields. For example, we regularly use ether pads in parallel to video conferences. There, several people can write in a “document” in real time. Alternatively, depending on the application scenario, we also use the Google Office package, where you can also work together on texts, presentations, Excel sheets - in real time or with a time delay.
This saves not only time, because one does not have to wait on the processing of others or does not know exactly which version is now the newest. This form of cooperation also encourages collective creativity (see above). In this context, keywords such as transparency, efficiency and effectiveness are used. Another variant that we use in time-critical projects is the sharing of Trello as a project management environment.
Here you can define tasks, appointments and responsibilities dynamically, comment and work together. Combined with Slack as eMailReplacement and, if necessary, Evernote, in order to digitalize personal thoughts or transcripts and exchange them with colleagues when needed, various digital workflows are conceivable here which make the work much more fun and efficient at the same time.
It has been known for years that most people learn through doing. “Learning-by-doing” or “learning-on-the-job” accounts for about 70 percent of personal learning. Why are we still holding on to institutionalized education?
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We learn only 10 percent through institutionalized education
70 percent of the learning is done by doing so, 20 another percent is appropriate, by asking other people directly what they would do at the place. And only 10 percent of all the know-how can be worked out in formal settings, ie at school, college, vocational school, further education, etc.
At the same time, everyone discusses almost exclusively the 10 percent in the subject of education. You are inventing all sorts of new words for it, in order to develop new formats, which allow the 10% to be a more important dimension. Meanwhile, it does not change the formula 70: 20: 10.
A certificate demonstrates what you have on it?
However, it is unfortunately the case that a normal person, who has been socialized in the formal education system, thinks that the actual education takes place only in the classroom. And only one certificate can demonstrate what you have on it.
Because this acquisition is usually no fun, one pushes the next further education ever further. Often, what has been learned there has little reference to their own working or living world.
But how do the professionals, who change from one job to the next without ever having worked out a certificate in this area?
The answer: You just started working in the area. As simple as that.
Even motivated, you start to research the web and ask yourself somehow. Either in self-talk or in forums or in communities, or in the growing personal network, they gather together the know-how they need to go step-by-step.
Autodidactics: High learning curve
The learning curve is immense here, if one is always faced with a next challenge, which requires a little more skills than one already brings. In this way one gets into personal flow and develops further. And if a small course or a compact offer beckons at the edge of the path, which brings a justament closer to the next step at the moment, then you take it with you. Not for the sake of the certificate, but for the sake of the flow.
Especially in times of change in the world of work, which undoubtedly awaits us all: to look here in one's own environment, how one could develop personally, can often be the faster career step than to wait until a new training offer is properly accredited. The formal routines are so slow: one can almost assume that the development has progressed further in the course of bureaucratic processes since the offer was conceived.
But how do you document your personal learning curve without "official" certification? How can one Company to assess to what extent employees have self-motivated qualifications?
By simply documenting his work continuously. By blog, XING, LinkedIn, Google+, Twitter, Slideshare etc., you can not only reflect your work, but also network with peers.
So you automatically slip into the social learning mode - and that's the best anyway. If you keep your profile on the professional networks clean and connect it with the social services, you might not even have to apply yourself in the future. The companies then approach one by themselves. They are looking for qualified personnel there.
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