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MSLOC -- Master of Science in Learning and Organizational Change at Northwestern University
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Transforming Yourself, Transforming Organizations
The Master of Science in Learning and Organizational Change (MSLOC) program at Northwestern University is designed to strengthen the ability of experienced working professionals to use innovative people management and learning practices to lead strategic and sustainable organizational change.
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You Have Everything You Need by MSLOC alumna +Georgianne Hewett

In this blog post Georgianne shares her recent experience being coached by #MSLOC alumna +Jessica Catz.

"Fortunately, because I now belong to an inspiring community of learners, I connected with Jessica Catz, a professional development coach and change consultant, and an MSLOC alumna. Like any effective coach, Jessica assured me that everything I needed to clarify my purpose was within me. Employing a few deft questions, she got me to re-articulate the reasons why I had sacrificed “comfortable” and invited so many big changes in my life. Honestly, I went into the conversation seeking her advice and guidance. But, with great skill, she managed to get me to guide myself. Within a one-hour conversation, I had recognized what had derailed me and how I could get back on track." - Georgianne
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Exploring Innovations in Networked Work and Learning ... not quite a course, more than a conversation

Join +Jeff Merrell, #msloc430 instructor, in the open section of his Creating and Sharing Knowledge class. It kicks off on January 25, 2015 but you can join in as much or as little as you would like.

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This community is an open section of MSLOC 430 - a graduate course in the Master's Program in Learning and Organizational Change at Northwestern University. In it we'll explore enterprise social networking innovations and their impact on work and learning.

Why? We see two things when we look for new ideas that leverage enterprise social networking technology to transform the way we work and learn: Innovations addressing how we work or solve work-related problems coming from business and management practitioners – such as working out loud, idea jams, crowdsourcing and open design.

Innovations addressing how we learn coming from education or organizational learning practitioners – such as MOOCs, connected courses, virtual communities of practice and communities of inquiry. Our goal is to think about these two streams of innovations as one. To explore the potential innovation that comes from criss-crossing domain boundaries.
MSLOC430 Enterprise Social Networking
Not quite a course. More than a conversation.
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Do Workplace Learning Groups Have an Image Problem? Individual Mental Models of Organizational Communities of Practice

Research by +Sharon Bautista , #MSLOC alumna

Large corporations are turning to organizational communities of practice (OCoPs) with increasing frequency to promote organizational learning, as well as innovation and competitive advantage. Consequently, OCoPs are becoming more embedded within these organizations, assuming characteristics historically associated with more formal work teams. Based on interviews with 10 individuals from different organizations and industries, the findings of this study suggest that employees maintain distinct mental models of OCoPs versus work teams for several reasons. For organizations and leaders interested in fostering OCoPs, this study suggests some tactics for conveying the benefits of and sustaining such communities.
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Tapping into social collaboration technology typically used by large companies, the Master of Science in Learning and Organizational Change program at +Northwestern University is pioneering the use of the cutting-edge +Jive Software social collaboration software for an educational purpose. For MSLOC, Jive provides an online space where students and faculty build a strong and robust learning community.
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Have them in circles
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The lid is popped off: Design challenges of the open section of #msloc430 #edtech

The idea of designing an open section of #msloc430 began with a blog post a few months ago during working-out-loud week. The official launch of activities began on Sunday, Jan. 25 with the Week 1: Exploring technology, networks and community in the…
The idea of designing an open section of #msloc430 began with a blog post a few months ago during working-out-loud week. The official launch of activities began on Sunday, Jan. 25 with the Week 1: ...
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Much of my career has been spent getting to know organizations. As a consultant, my role is to understand how organizations are structured, how they recruit talent, what their culture is like, how engaged their employees are, and how they develop leaders. I started to notice that there were ...
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MSLOC People on the Move: From Classmates to Colleagues

In this special edition of +MSLOC -- Master of Science in Learning and Organizational Change at Northwestern University People on the Move, we highlight the story of +Beth Seraydarian  and +Kevin Schnieders.

Beth came to the MSLOC program interested in transitioning from external human capital consulting to a role focused on internal talent and organizational development. Recently she joined EDSI, a training and consulting firm focused on helping people and companies in transition. Just one year after starting graduate school, she became a Talent Development Specialist at EDSI.

The CEO of EDSI? Beth’s MSLOC classmate Kevin.

It’s no surprise that many MSLOC students, alumni and faculty team up outside the confines of the classroom. The curriculum encourages students to engage with one another to collaboratively solve organizational challenges presented in class. Students showcase their creativity, leadership and problem-solving skills while learning with their peers. And they begin to understand the working styles and capabilities of their classmates.

In this interview, Kevin and Beth discuss their journey from being teammates on an MSLOC Foundations team - a course that uses problem-based learning to foster collaboration among students - to becoming colleagues, all the while living in two cities 500 miles apart.

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Nature Versus Nurture: Brokerage Antecedents in Organizational Networks

+Susan DeBourcy, 2014 alumna of the MS Learning and Organizational Change program, explored the behavioral motivations, personality traits and organizational structures common amongst successful brokers in organizations in her masters research project.

ABSTRACT: Employees who act as brokers within their organizational networks play a critical role. They serve as communicators, ambassadors, knowledge sharers, interpreters, and innovators of their organizations. They translate across functions and sustain their networks’ overall cohesiveness. By spanning “structural holes” that isolate individual employees, work groups, and business units from one another, research has demonstrated that brokerage yields significant benefits to both organizations and individuals. Savvy organizations, therefore, incentivize and support network brokers. To help organizations to understand the behavioral motivations, personality traits, and organizational structures common among successful brokers, this research surveyed employees using Social Network Analysis and organizational culture typing. The findings indicate that specific characteristics, particularly interpersonal sensitivity, inquisitiveness, and skepticism, higher position levels, and specific organizational structures, particularly hierarchical cultures, impact brokerage.

#SNA #personality #networks
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MSLOC People on the Move
+MSLOC -- Master of Science in Learning and Organizational Change at Northwestern University students and alumni are change leaders who work in diverse organizational settings and roles. They advance in their careers by leveraging the strong MSLOC network, MSLOC career services and the leadership and strategic thinking skills developed during their time in the program.

Congratulations to members of the MSLOC community who are on the move:

+Jim Green  (MSLOC Student), Clinical Sales Operation Specialist at Sorin Group

Nicole Haris (MSLOC Alumna), Director of Talent Management for Asia Pacific, Middle East and Africa for McDonald’s Corporation

+Kelly Ross  (MSLOC Faculty & Alumna), Founder of Ross Associates

+Katherine Pitt  (MSLOC Student), Change Management Consultant at Health Care Service Corporation

+Bryan D. Wazbinski (MSLOC Student), Continuous Improvement and Change Management Professional at Accenture

+caroline mcgrath  (MSLOC Alumna), PhD candidate in Organizational Behavior at RMIT University in Australia
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Are Face-to-Face Teams More Creative than Virtual Teams?

New research by +Akshata Narain, #MSLOC alumna published on The Knowledge Lens.

One of the few big decisions made by Yahoo’s new CEO, Marissa Mayer, in September 2013 was to ban its employees from working from home. This decision was heavily criticized by many experts, referring to it as a step backwards for workplace flexibility. Mayer defended her decision by stressing that "people are more collaborative and innovative when they're together face to face” (Kleiman, 2013).

Traditionally teams met face to face. However with the advancements in technology and high demand for workplace flexibility, virtual teams became more prevalent. While virtual teams may be more cost-effective than face-to-face teams, there have been several discussions lately, like the one above, regarding the efficacy of virtual teams. Given this, most of the companies interested in building a global workplace will be interested in determining if virtual teams actually work. This study has been designed to evaluate if virtual teams are as creative as face to face teams and identify factors that increase and decrease creativity in virtual teams. The results of the study, based on an online quantitative survey, show that participants found face to face teams to be more creative than virtual teams.
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