8 Comments

  1. Thank you, Sylvain, for sharing these great insights and examples. You show us that the tools are out there, and now it is up to us to use them. Especially as development professionals, we need to go with the times, so we can prepare our organizations to not just keep up, but exceed and lead.

    • Yes CT, we both need to be at the heart and at the forefront of this transformation process! ;o) Sylvain

  2. Thank you, Sylvain, for sharing these great insights and examples. You show us that the tools are out there, and now it is up to us to use them. Especially as development professionals, we need to go with the times, so we can prepare our organizations to not just keep up, but exceed and lead.

    • Yes CT, we both need to be at the heart and at the forefront of this transformation process! ;o) Sylvain

  3. Thanks for sharing Sylvain. The use of social technology i believe will push us to be more transparent and connected with our learners (employees), those that break the paradigm of “knowledge is power” by replacing it with “sharing is power” will be the winners in business. As you say HR and in particular Talent and L&D have to be the ambassadors of this change. Its great that companies like GE and Google are leading and sharing in this regard. This is really helping to change from the fixed to the growth mindset.

    • Tony, very good point. Your connection to the shift from “fixed mindset” to “growth mindset” is a good one, as social technologies have intrinsically the ability to enable this shift. They empower each actor in the system to co-design and co-create. And if we, as T&D leaders develop the learning architectures that foster this evolution, we will be unleashing not only a wave of engagement but one of performance.

  4. Thanks for sharing Sylvain. The use of social technology i believe will push us to be more transparent and connected with our learners (employees), those that break the paradigm of “knowledge is power” by replacing it with “sharing is power” will be the winners in business. As you say HR and in particular Talent and L&D have to be the ambassadors of this change. Its great that companies like GE and Google are leading and sharing in this regard. This is really helping to change from the fixed to the growth mindset.

    • Tony, very good point. Your connection to the shift from “fixed mindset” to “growth mindset” is a good one, as social technologies have intrinsically the ability to enable this shift. They empower each actor in the system to co-design and co-create. And if we, as T&D leaders develop the learning architectures that foster this evolution, we will be unleashing not only a wave of engagement but one of performance.


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