LILA ~ Learning Innovations Laboratory at the Harvard Graduate School of Education

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  1. Marga Biller

    Human and Artificial Cognition: Systems, Ecologies and Culture

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    Comment November 4, 2019
    How is digital technology shifting the way that we learn within organizations?How do we prepare ourselves and our organizations in local and global ecologies of change? How do we act in that tension between current demands and future demands? How do we do significant cognitive work with sophisticated technologies? Dr. George Siemens points out that we are beginning to think with technology –it is more than a tool that we use, it is a tool that uses and shapes us. As we look towards the future of organizational performance, we need to consider technology agents in addition to human employees and participant
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  4. Marga Biller

    by
    Comment November 4, 2019
    Research suggests that work-relevant learning occurs largely on the job. However, in many situations workers do not learn nearly as much as they might. The "three stances" model helps to explain why. The stances model suggests ways to counter this tendency and enhance learning from work.
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  5. Marga Biller

    2019-2020 LILA Ecologies of Learning in a Transforming World

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    Comment August 2, 2019
    Learning ecologies offers a perspective on how organizations can develop new capabilities, organize work, and manage careers in order to take advantage of the new world order. The idea of a learning ecology recognizes that learning is unfolding all the time in complex ways, through peer relationships, networks, informal coaching, the way people interact in person and virtually, etc. which can be learning-synergistic or not. What people are learning includes not only particular skills and understandings that formal learning might target, but also the "hidden curriculum" – how to informally pick up on the patterns of survival and thriving within the organization.
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  7. Marga Biller

    Join us for the 13th Annual LILA Summit with Rob Cross and Ryan Quinn

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    April 18, 2019
    This has been another intriguing year at LILA as we have taken on the theme of Collective Mindfulness: Shaping the Human Systems in Organizations. I hope that you will join us at this year’s LILA Summit on June 12th in Cambridge where the two keynote speakers are Rob Cross and Ryan Quinn. They will be joined by six past LILA faculty who will share their latest research with participants during small group conversations. In these sessions, you will have an opportunity to exchange ideas on how the research can inform your individual and organizational practices. The Summit is also a great occasion to meet and interact with the broader LILA community, including faculty, researchers, and current and past members, and to get a better sense as to who we are as a learning community and what you might experience as a member.
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  8. Marga Biller

    How to spot collective mindfulness?

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    Comment April 16, 2019
    Mindfulness is a challenge of attention allocation. We tend to have both eyes on the current main thing, everything else is on autopilot. Mindful means were moving the main thing along and keeping one eye out for the yellow flags we might miss.
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  9. Marga Biller

    Becoming Collectively Mindful

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    Comment April 16, 2019
    When struggling to gain collective mindfulness in your organization, it could be useful to examine the role of collective identity in supporting or undermining collective mindfulness. You may find that, even though a clear purpose and goal have been set forth, there are still pockets of the organization that are not moving forward in a collective way. Is it due to a weak collective identity, or maybe to a strong collective identity that overrides collective mindfulness?
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  10. How can organizations prevent burnout?

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    Comment April 10, 2019
    In high reliability environments, employees are being pushed beyond their limits. People become emotionally exhausted when they are asked to pay more attention, look for new signals, and looking for discrepant and rare events. Tim Vogus noted that organizations that engage in high reliability have higher levels of emotional exhaustion. He found that organizations that establish compassion practices prevent burnout and increase high reliability.
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Harvard Graduate School of Education