1.
Community, Coaching,
Curation: New L&D roles
brightwave.co.ukbrightwave.co.uk

2.
Who we are
Caroline Freeman
Head of Learning
Design
Steph Bright
Community
Engagement
Coordinator
Rob Keery
Community
Marketing
Manager

3.
o Challenges for L&D
o Curation
o Coaching
o Community management
o Social learning exercise in groups
Agenda

4.
The context:
o Increasing complexity
o Pace of change
o Information overload

5.
Pressure on L&D to
deliver more, faster

6.
Learners have a digital life-
they expect instant access
to relevant information

7.
Most of the learning that occurs in the
workplace can’t be ‘managed’ by anyone
other than the person who is learning.
L&D professionals need to re-think their role
if they’re to help extend and improve the
learning that’s already happening outside
their world.
70:20:10
- Charles Jennings internettimealliance.com

8.
L&D’s role is moving from
delivering training to
supporting performance
…but that performance still needs to
be aligned with organisational
objectives

9.
The opportunity
Technology can now leverage and
support informal learning through
mobile access, platforms for
sharing content and the xAPI

10.
New skills required
Jane Hart c4lpt.co.uk/blog

11.
Key new skills
o Curation
o Coaching
o Community development

12.
Curation

13.
Curation in an L&D context

14.
The value of curation
In today’s world of content abundance, the
skill of how to find, make sense, and share
content that we need to be effective in our
work is critical.
Beth Kanter

15.
Tools for learning content curation
o Bespoke tools like Scoop.it
o Social media platforms like Twitter and Linked in
o Social learning platforms, like Brightwave’s tessello

16.
How do you make it work?
o Understand your audience and what matters to them
o Become a trusted source – ‘pull’ not ‘push’
o Keep it fresh
o Build a community

17.
Find out more:
Beth Kanter
http://www.bethkanter.org/content-curation-101/
Harold Jarche
Jarche.com
Robin Good
http://curation.masternewmedia.org/

18.
Coaching

19.
I cannot teach
anybody anything, I
can only make them
think
Socrates

20.
Coaching is unlocking
people’s potential to
maximise their own potential
-John Whitmore Coaching for Performance

21.
How does it work?
o Coaching assumes the person being coached has the
answers
o The coach asks open-ended questions
o It encourages awareness and responsibility
o It can create ‘resonance’ in the brain of the person being
coached

22.
How can you implement it
organisation wide?
o Train managers as coaches
o Make it part of job descriptions
o Educate the business about the value of
coaches
o Create a peer support network

23.
How can technology help?
o Online interactions can augment face to face
o Allow ‘anytime’ interactions
o Record of progress

24.
Individual and team coaching
were top two L&D tools for
2014
Growth of coaching
-Corporate Learning Priorities Survey - Henley Business School

25.
Community management for social
learning

26.
Social learning
“With the rise and rise of social media, it’s
almost inevitable that the ‘20’ will become
more important as a channel for learning.”
-Charles Jennings

27.
o External social networking platforms
o Internal networking –Yammer
o The Social LMS
Social learning tools

28.
o Ability to support geographically dispersed
communities
o Increased knowledge sharing – less time
knowledge searching
o Reduced time spent administering formal
training
o Accessible anywhere
o Self-directed not dictated
o Content sourced by community
The benefits

29.
The challenge
How do we as L&D professionals:
o Harness the power of social,
o Provide the tools to support it,
o Help implement it successfully within the
workplace and,
o Identify, assign and upskill people in the
roles needed to do so?

30.
The community
manager

31.
o Brands adopting social media recognised
need for someone to manage and develop
new social communities
o Umbrella of Marketing
o Recent surge in field of community
management
Background

32.
Framework
Feverbee -
http://course.feverbee.com/PSCommunityStrategyTemplate.pdf

33.
How does this framework translate
to L&D?

34.
Launching a social
learning community

35.
Phase 1: Considerations
o How will social learning help meet your
business needs and reach your learning
objectives?
o Will social learning fit with your existing
culture?
o Do you already have a social platform?
o Do you have the resources to implement a
social learning strategy?

36.
Phase 2: Choosing a tool
o Integrating all social and collaborative
initiatives into one common platform
o Functionality over design
o Analytics –quantifiable data to measure your
objectives

37.
Phase 3: Defining roles
o Who will support each aspect of the
framework?
o Do you have the internal resource as an
L&D team or does your L&D provider?

38.
Phase 4: Launching
o Initial roll out and engagement
o Pushing out relevant content
o Supporting individuals as they adopt new
way of learning and working
o Modelling behaviours of use
o Developing ongoing programme of activities
and events

39.
Phase 5: Developing the community
o Not reacting
o Managing all aspects of the framework via a
community management calendar plan

40.
Phase 6: Proving ROI
o Measuring the success of the community in
terms of business performance not just in
terms of social activity

41.
o Pick one of the roles that you perform in some way in your
job
o Get into groups with people of the same role – no more
than 5 in a group
o Discuss your experiences in that role – what have been
the successes and challenges
o As a group, decide what you think the top two challenge s
are
o Choose a spokesperson
o Share
Social learning exercise – stage 1

42.
o Form new groups of 3 people, try to get a mix of roles
o Choose one of the challenges – can you suggest
solutions that have worked for you? Or completely new
solutions?
o Share
Social learning exercise stage 2

43.
Thank you
brightwave.co.uk