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Experiments in Social Learning for organizations
 

Experiments in Social Learning for organizations

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Social Learning represents a fantastic opportunity for organizational learning departments to break out of the compliance niche and start facilitating transformational online learning experiences.

Social Learning represents a fantastic opportunity for organizational learning departments to break out of the compliance niche and start facilitating transformational online learning experiences.

This presentation will talk through the advantages of taking a more social approach and describe a new methodology and platform for facilitating social learning.

This presentation was delivered at the Chicagoland ELE Fall Conference, 2013.

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  • Principles are generic, solutions are context specific.
  • Eureka moments are incredibly rare. Usually, you have to work at it.

Experiments in Social Learning for organizations Experiments in Social Learning for organizations Presentation Transcript

  • Experiments in social learning Ben Betts, EngD. Profitability & HT2 @bbetts
  • Work & learning are changing How many people here deal in solutions?
  • Increasingly, work is learning See Harold Jarche’s Blog for more: http://www.jarche.com
  • Solutions require creativity… Think of Archimedes, making a connection…
  • If your organization relies on solutions… Then enabling people to make ‘connections’ is what you do.
  • Connections come from many places Peers SMEs Content
  • Developing ‘connections’ is a social learning process… Trigger Level 1 Explore Level 2 Integrate Level 3 Resolve Level 4 Garrison et al. (2001) ‘Cognitive Presence’
  • What is our role in this? “ The learning professional’s role shifts to identifying short pieces of content that will be a catalyst for learning and establishing the ‘baseline of content’ Bob Baker, former Chief Learning Officer, Central Intelligence Agency ”
  • This means less time & cost If content is just the trigger, we don’t need to focus all our energies on making new. We can re-use existing, curate from the web and make simple, quick insights internally. We’ll rely on social learning to develop the ideas further…
  • Sounds great But… If no-one does it, how will any of the benefits emerge?
  • Back to motivational basics… In order to promote participation in social learning, three basic requirements for individuals emerge: 1. Autonomy 2. Competence 3. Relatedness Deci et al. (1991) ‘Motivation and Education: The Self-Determination Perspective’.
  • Games often do this… I studied the potential for ‘gamification’ to increase participation in social learning
  • Gamification? “ The application of game-like dynamics to non-game environments ” Foursquare ‘Mayor’ badge; an over-used, but relevant example…
  • What might that look like? Here’s one I made earlier…
  • Does it work? • Increases Participation in Social Learning • Points Correlate with Outcomes • Highlights ‘Unengaged’ Learners • In one example, the whole class average is 10% above the norm.
  • This isn’t surprising Social learning, primarily in the guise of tutoring, has always been known to be more effective than teaching a group in the classroom. See Bloom: The Two Sigma Problem for more. Bloom (1980) ‘The Two Sigma Problem: The search for methods of group instruction as effective as one-to-one tutoring’.
  • Gamify everything!
  • Maybe don’t… 3000+ comments and Level 1+ 22% contributions; how many really added to the learning environment? Not at Level 1 78%
  • There’s a sweet spot
  • Human vs. Levels 3&4 35% Gamification Levels 3&4 36% Levels 1&2 64% Levels 1&2 65% Kanuka (2007) Betts et al. (2013)
  • Three takeaways… 1. Social learning can be effective in generating learning experiences that deliver value back to the organization. 2. Move fast; you don’t need to create the perfect piece of content, just spark a connection. 3. Try gamification to promote participation, with a hint of caution…
  • Thank you, questions? Ben Betts, EngD. Profitability & HT2 @bbetts ben@ht2.co.uk