Social learning social training and social workplace learning new directions


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Social learning social training and social workplace learning new directions

  1. 1. SOCIAL LEARNING SOCIAL TRAINING AND SOCIAL WORKPLACE LEARNING Social learning is the idea that we learn and gain insight primarily through our social interactions with other people. These people can be our co-workers, our managers, or even our spouses. Research shows that 70% of learning and development takes place from real-How We Learn life and on-the-job experience, tasks and problem solving; 20% of the time development comes from other people through informal70% real-life and on-the- and formal feedback, mentoring, or coaching; and only 10% ofjob experience, tasks and learning and development comes from formal training (*Robertproblem solving Eichinger, Michael Lombardo). Social learning is a very viable option for how we learn and develop20% informal and formal in our professional careers. Beyond our own personal benefit, socialfeedback, mentoring, or learning has been linked to increased growth and retention incoaching organizations as well. We can think of social learning in two main camps: social training and social workplace learning.10% formal training anddevelopment Social Training Social learning occurs as social training in the form of job instruction, on-the-job training or personal development (workshops/seminars/classes). Usually training tends to be formal, classroom-oriented, and instructor-led. Social training takes training a step further by introducing informal learning as a complimentary function. We consider this the push method - learning, even at a social level, is being pushed upon the participant in informal ways. These informal modes of learning are illustrated through workplace study groups after the workshop, filling out a survey to demonstrate training retention, answer a question and sparking a discussion weeks after training has occurred. Social training is designed to help build competency in an area just like any other formal training would. It is usually tracked, managed and monitored to facilitate maximum learning. Social Learning: Social Training and Social Workplace Learning ©2011 New Directions Consulting 1
  2. 2. A great example of social training occurred with a client recently. Looking for a unique way to develop a leadership program with a leading pharmaceutical company, we invited the classroom of aspiring leaders to join a virtual group through LinkedIn. Before the class and after the class, participants were encouraged to join the group to discuss articles, concepts, theories, and best practices in real-time, with real peers. Occasionally the instructors posted an article or provocative question, other times participants would post value-added content to the group themselves. Learning was occurring outside of the classroom. This is social training - its taking the combination of the concepts that were instructor-led, and puts them in a social context for participants to comment, share, and gain insight from one another. Social Workforce Learning Social Learning also occurs as social workforce learning in thePush vs. Pull form of sharing, connecting, and collaborating not because an instructor has encouraged you to do so, but in a self-directed,Push: Learning forced self-managed, autonomous way. Social workforce learning canupon a participant, either manifest itself as we use social technology to collaborate with oneformally or informally, via another, gain greater information on a specific area, or to speedan instructor or coach. up a work process. If youre of the earlier generation you have seen this physically manifest itself as a younger generation has come in and used social technologies to expedite, improve, orPull: Self-directed and collaborate in new, innovative ways to maximize their efficiency.self-managed learning The tech generation has an amazing capability to gain quicksought out by an individual information, poll friends, reach decision making at breathtakingfor personal development. speeds, and then repost that information and insight with their peers with three clicks of a button.* Jane Hart (Social Learning Handbook) Social workforce learning is considered the pull method of social learning because it is not forced onto anyone, but is instead sought out for personal development at the most informal level. Whereas social training is meant to build competency, social workforce learning is all about job enhancement. Likewise social training is all about learning; social workforce learning is about doing ones job better. Both are social learning, just of a different nature. Social Learning: Social Training and Social Workplace Learning ©2011 New Directions Consulting 2
  3. 3. 4 Channels of Implementation Whether its social training or social workforce learning all have to meet the requirements of the 4 channels of social learning which are: Research & Gather  research and gathering  creating and developing  communication and feedbackCollaboration & Sharing Channels of Create & Develop  collaboration and sharing Implementation Social learning has actually been happening without technology for many centuries (think Socrates and the Senate, the Salons of Communication France and Italy, The taverns of the Revolutionary war, Speakeasies of the 1920s, and even our local barber shops). The & Feedback conversations have always happened, were just now experiencing a heightened sense of community, sharing and access because as some have put it, "we are now only six pixels of separation away from one another." A clear technical bent compared to the original six degrees of separation. How does social learning fit with social technology? The main buckets of social technology that support social learning include (but are not limited to):  Social Networking Platforms (Facebook, LinkedIn)  Microsharing (Twitter, Texting)  Social Bookmarking (Digg, Evernote)  Filesharing (iCloud, SharePoint)  Communication Tools (FaceTime, Smartphones)  Blogging (WordPress, Blogger)  Podcasting (iTunes)  RSS Feed (GoogleReader,FlipBoard)  Photosharing (Flickr, Animoto)  Presentation Sharing (GoToMeeting)  Video/Screencast Sharing (YouTube, Googles Hangout)  Community Space (Forums, Second Life) Social Learning: Social Training and Social Workplace Learning ©2011 New Directions Consulting 3
  4. 4. Social Learning ModelBelow is a model of what is described above. As Jane Hart says in herbook, Social Learning Handbook, "learning is no longer aboutwaiting to be taught or trained, but about individuals having thepower in their own hands to deal with their own learning problemsmuch more quickly and efficiently than before." Flexing one’s style tomeet the needs of the person they’re trying to influence or teach is alot like using the right bait to suit the fish. Each fish is different andlikes certain kinds of bait - a great fisherman uses different baitdepending on what fish he desires to catch. The same is true withemployees; we need to use the right educational platforms that helpour employees learn the best. Taking that adage a step further,imagine a work environment where you no longer need as much baitbecause employees are developing and learning on their own. Its notunrealistic to think that we are entering a time of hybrid learningwhere formal and informal, social and instructor-led all form togetherto create a learning renaissance. Social Learning: Social Training and Social Workplace Learning ©2011 New Directions Consulting 4
  5. 5. Questions to consider:  Is your organization beginning to embrace and adapt to the paradigm change around social learning, or are you thinking it has no place in the workplace?  How is your organization guiding the social learning workplace, or are you crossing your fingers that it will all work out okay?  Are there social learning activities that could be used in your organization if someone took the initiative to make it happen? w w w . N ew Direct ionsConsult ing. com Social Learning: Social Training and Social Workplace Learning ©2011 New Directions Consulting 5