Making Learning Social
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A short presentation on how to make/create learning more social by taking a campaign-led approach. Find out more at www.ht2labs.com/curatr
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Making Learning Social
- 1. BEN BETTSMaking Learning Social Ben Betts MAKING LEARNING SOCIAL
- 2. BEN BETTSMaking Learning Social “The principle that development of experience comes about through interaction means that education is essentially a social process.” J. Dewey (1938)
- 3. BEN BETTSMaking Learning Social “Organisations make significant investments in learning and development, but too little of it actually results in behavioural change in the workplace.” C. Benkert & N. van Dam, McKinsey & Company (August, 2015)
- 4. AUTHORPresentation “Two-thirds of business transformations do not adequately meet their objectives.” C. Benkert & N. van Dam, McKinsey & Company (August, 2015)
- 5. AUTHORPresentation Adults learn predominantly by interacting with peers to acquire new knowledge and skills C. Benkert & N. van Dam, McKinsey & Company (August, 2015)
- 6. AUTHORPresentation Campaign Learning Plan > Do > Measure
- 10. AUTHORPresentation Live events Yammer chats Social Network Classroom MOOCs Apprenticeships Project-Based Learning Coaching Working in the Open
- 12. BEN BETTSMaking Learning Social
- 13. BEN BETTSMaking Learning Social
- 14. BEN BETTSMaking Learning Social
- 15. BEN BETTSMaking Learning Social
- 16. BEN BETTSMaking Learning Social
- 17. BEN BETTSMaking Learning Social Where to start with xAPI? 40+ page FREE guide to xAPI Pick up your copy here today! https://www.ht2labs.com/xapi-guide
- 18. BEN BETTSMaking Learning Social Visit www.ht2labs.com or email me at: ben@ht2labs.com Ben Betts GET A DEMO, START A TRIAL RIGHT HERE, TODAY
Editor's Notes
- http://www.mckinsey.com/business-functions/operations/our-insights/experiential-learning-whats-missing-in-most-change-programs
- Campaign Learning is the name we give to our more agile approach to corporate learning and development. Training is no longer some one off event that gives individuals the skills they need to perform their job forever. If it takes months to build and deliver the perfect course it will be out-of-date within moments of going live, especially in high-growth knowledge businesses. And, worse still, it will be years before you can measure impact (there probably won’t be any impact, just a legacy of content sitting on the shelf waiting to be viewed). The best companies are encouraging their employees to develop their skills continuously, aligning the learning offering with strategic priorities and customer demand. They plan a campaign around these priorities, use a range of tools to inspire, instruct and implement change, then look to measure the impact in real-time. Plan > Do > Measure.
- Social learning matrix….
- Social learning matrix….
- Social learning matrix….
- Social learning matrix….
- Social learning matrix….
- You can design social But open to exploration and discussion Connecting people & ideas
- You can design social But open to exploration and discussion Connecting people & ideas
- You can design social But open to exploration and discussion Connecting people & ideas
- You can design social But open to exploration and discussion Connecting people & ideas