Making the Case for a PLN Model in Organizations (an artifact)

Here I have presented an infographic as my artifact to showcase what I have been doing for the last four weeks and to encourage business leaders such as new entrepreneurs and organization heads to adopt a Personal Learning Network (PLN) model for their organizations.

First, I begin with a brief anecdote showing how a small well-connected network of patriots (not the U.S. American Football team) moved mission critical information by leveraging key talent within their organization. This one challenge set before them led to the formation of a very powerful nation.

Second, we connect the power and success realized in this network and apply that concept to the network designed for learning and business performance.  I thought it best to use the lava lamp as a visual to convey the dynamics of networks and explain how nodes of information and knowledge constantly morph and how some of these nodes reside outside of the organization but can be pulled into play at any given moment as a critical information, skill or knowledge source.

However, the task of creating such a network in organizations is not an easy undertaking; therefore, we must move onto explaining and addressing the barriers that need to be overcome to ensure the organization is poised as a true learning entity.  The basic premise: 1) have leadership that is willing to set guardrails rather than restrictive regulations which keeps the organization on track as a team; 2) empower those responsible for technology to commit to supporting the smooth and secure flow of inbound and outbound information at all times; and 3) encourage - in a serious manner - all employees to develop a healthy culture of trust and teamwork while also bonding with business partners and customers.

Finally, we present the vision for a high performing organization who challenges its people to be champion minded in using their talents freely to improve their organization and communities they serve.  

We leave everyone with this one important consideration: think about starting small in the key value areas within the organization and let the goodness of the high intensity network set the tone for the rest of the organization and its future team members.