Diversity, and the need to productively diversify, presents ongoing dilemmas in the professional world. Numerous fields that were previously relatively homogenous are slowly achieving greater parity in terms of race, gender, disability status, and other sources of distinct experience (Bijak et al, 2007). As organizations change in their demographic composition, a variety of growing pains can occur. This is particularly the case in organizations that have not prepared or adjusted for their changing workforce and its needs.
We have already arrived there. Long lost are the days where achievement, wealth, and position relied solely on an individual, or entity’s, capacity to rival against another to obtain the optimum available resources for themselves. Such an orientation primarily defined material success in the industrial and post-industrial eras and had its remnants extended into the beginning of the 21st century. It served its purpose in the frame of reference of the predominant capitalist’s value-system that prevailed in societies. But as we already entered the knowledge economy, recognized by its rapid technological advances, globalization, and extended communications networking and infrastructure, we cannot help to become increasingly aware of rapidly changing trends that kick dust in the eyes of the rat-race that once was.
Exchanging knowledge is a great way to learn from and with other people, generate innovative ideas and solve complex problems. In addition, we all bring a vast amount of knowledge and experience with us that can add tremendous value to each and every member of a team or group that participates in knowledge exchange sessions. However, the benefit of structured knowledge exchange sessions goes far beyond that. We are all human beings and thus it is also a great deal of fun meeting other people, sharing knowledge and enjoying the time while learning from each other.
The availability of technology, scientific progress and economic development are the key drivers from the 20 century industrial towards the 21st century knowledge society. We can already experience the consequences of this transitions in many areas of our life. One of those areas which will dramatically gain relevance in the future is individual and organisational learning. We at CQ Net even thing that learning understood as a process (Hager 2004) will be the very foundation of growth and progress in the future. Putting ourselves into the shoes of a knowledge worker, we will explore the shortcomings of the current way of learning and outline a scenario for a 21st century learning approach.
We’ve all had positive moments in our lives that you just won’t forget. It doesn’t matter if those moments were part of personal life or professional life, occurred during studies or other forms of education: Situations that are associated with fun, inspiration, hope, interest, admiration, and pride are etched into our memory and can be recalled in great detail and with great emotional depth many years later. This is in strong contrast to a large number of lectures, meetings, trainings, etc. whose content we are only able to memorize after multiple repetitions and great effort, for a short period at most.
