Harnessing the potential of social learning

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Invited presentation, WOLCE, 28 September 2011

Published in: Business, Education, Technology

Harnessing the potential of social learning

  1. WOLCE, Birmingham, 28 September 2011 Harnessing the potential of social learning Jane HartCentre for Learning & Performance Technologies www.C4LPT.co.uk
  2. C4LPT, 2011 2
  3. Social Learning is NOT …• a new training trend• bolting “social” onto a course• upgrading to a new LMS It is a fundamental shift in the way we view workplace learning
  4. Learning "Social Business" is not about technology, or about "corporate culture." It is a socio-political historical shift that is bigger, broader and much more fascinating. A new perspective is changing how we think about society, politics, interpersonal relationships, science, government and business. New approaches are emerging. Learning and self-expression are exploding. Values are changing. Leadership is changing. The economy is changing. Change itself is changing — it is accelerating and becoming the norm.” Social Business doesn’t mean what you think it does Deb Lavoy, 7 September 2011C4LPT, 2011
  5. what evidence do you have that workplace learning is changing?C4LPT, 2011 5
  6. C4LPT, 2011 6
  7. Consumerization of IT “Today already 47% of business technology users at North American and European companies report using one or more website(s) to do parts of their jobs that are not sanctioned by their IT department. We expect this number to grow to close to 60% in 2011 as frustrated workers work around IT to self-provision technology” How democratization of technology empowers employees, Forrester, 2011C4LPT, 2011 7
  8. Consumerization of Learning “between one-third and two-thirds of your employees are meeting their needs by working around you” Jensen & Klein, Blind Spots, CLO Magazine, April 2011C4LPT, 2011 8
  9. how can IT and L&D deal with this? Ignore it – it’s not important Ban it – it’s disruptive Embrace it – it’s an important aspect of learning in the workplaceC4LPT, 2011 9
  10. who is using these tools? how are they using them? what can L&D do to support a broader approach to workplace learning?C4LPT, 2011 10
  11. Who? Smart WorkersC4LPT, 2011 11
  12. IMPROVING PRODUCTIVITY FINDING & USING Personal Finding content CONTENT Team productivityproductivity Keeping up to date with new content Sharing links, resources & ideas Co-creating content JOINING & BUILDING CREATING & SHARING NETWORKS & COMMUNITIESC4LPT, 2011 CONTENT 12
  13. 8 key featureshow the Smart Workeruses social media …and what L&D can doC4LPT, 2011 13
  14. 1 - The Smart Worker : recognises she learns continuously as she does her job “today’s work environment doesn’t tolerate learners stepping out of their workflow to learn unless it is absolutely vital to do so” Gottfredson, 2011 Value informal and social learning ... in the workflowC4LPT, 2011 14
  15. 2 - The Smart Worker : wants immediate access to solutions to his performance problems “People don’t want to study a problem they want to solve it.”Create more relevant contentEncourage effective use of Social Web C4LPT, 2011 15
  16. 3 - The Smart Worker : is happy to sharewhat she knowsTap into growingphenomenon ofsharingEnable sharingLet groups organisetheir own contentC4LPT, 2011 16
  17. 4 - The Smart Worker : relies on a trusted network of friends and colleagues Help individuals build their own Personal Knowledge Networks Help groups set up their own Communities of PracticeC4LPT, 2011 17
  18. Provide a framework for conversations and discussions to take placeEncourage others to set up learning communities 5 - The Smart Worker : learns best with and from others C4LPT, 2011 18
  19. 6 - The Smart Worker : keeps up to date with his industry and profession Help individuals with their Personal Knowledge Management Encourage others to curate contentC4LPT, 2011 19
  20. 7 - The Smart Worker :constantly strives toimprove her productivityEncourage use of personal devicesCarry out workflow auditsOffer a performance consulting serviceC4LPT, 2011 20
  21. 8 - The Smart Worker : thrives on autonomy "Human beings have an innate drive to be autonomous, self- determined and connected to one another. Control leads to compliance; autonomy leads to engagement A sense of autonomy has a powerful effect on individual performance and attitude.“ Let go! Encourage self-reliant learners/workersC4LPT, 2011 21
  22. To harness the potential of social learning …IS NOT TO BUT• Think it needs to be “designed” • Encourage open conversations,• Bolt it onto your course content collaboration, sharing, co-creation of content … in the workflow• Only allow moderated commenting on expert content • Help/ support individuals/teams to address their own learning and• Mandate/force social performance needs and work participation smarter• Measure success in terms of • Measure success in terms of social activity performance improvement• Manage it in a LMS • Enable it all in with social and• Believe, it’s all about the collaboration tools/platforms “learning” • Believe, it’s all about “performance” COMMAND & CONTROL ENCOURAGE & ENGAGE
  23. bit.ly/janeatwolce

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