Social learning 101

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This presentation aims to explain the basics of social learning, with focus on informal learning

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  • Unaligned to business goalsSupport/coordinatorFail to see learning as a powerful tool to attaining business goals, motivating employees, and arresting attrition
  • -Teams, managers or employees themselves can create a structured content flow to build a learning path-All kinds of content (text, .pdf, elearning, mobile learning, ILTs, webinars, podcasts, videos etc.) can be blended towards the end goal
  • -Teams, managers or employees themselves can create a structured content flow to build a learning path-All kinds of content (text, .pdf, elearning, mobile learning, ILTs, webinars, podcasts, videos etc.) can be blended towards the end goal
  • Freemium model
  • Social learning 101

    1. 1. Socialize Informal Learning <br />Random thoughts of an L&D professional<br />
    2. 2. Typical Organization Situation <br />Frantic changes <br />Lacuna of key skills <br />Employees inclined to learn<br />However, learning teams are either nascent, inadequate, passive, or simply not empowered<br />
    3. 3. Typical Organizational Learning<br />1 Fragmented learning offering<br />2 With limited budgets, formal learning approved for strategic needs only<br />3 Informal learning gaining strength<br /> However, employees who contribute to learning often are unrecognized and over time lose the incentive to contribute to learning<br />
    4. 4. Opportunity<br />Break the traditional barriers that impact sharing knowledge <br />= Socialize informal learning to facilitate learning by observation, imitation, and modeling (Bandura’s theory)<br />= Create a smart learning organization <br />
    5. 5. storyline<br />Socialize Informal Learning <br />
    6. 6. Storyline<br />Y attends a class<br />
    7. 7. Y thinks it might be helpful to share what he learnt with his colleagues. So he quickly puts together a learning module. Y knows how easy it is to use content development tools these days<br />Cloud Computing <br />Definition:<br />Resources:<br />Session recording:<br />
    8. 8. Y sends it module to his colleagues…<br />Cloud Computing <br />Definition:<br />Resources:<br />Session recording:<br />
    9. 9. …and receives positive feedback for sharing<br />Feedback<br />
    10. 10. Y is now encouraged to share all knowledge that he thinks might be helpful for his colleagues<br />Seminar<br />ILT <br />Webinar<br />Informal<br />Coaching<br />Video<br />
    11. 11. Y motivates other employees to share and an ecosystem of sharing and receiving knowledge develops<br />Seminar<br />ILT <br />Webinar<br />Informal learning<br />Coaching<br />Elearning<br />
    12. 12. However with so much content being created, it became hard to find what one needed.<br />
    13. 13. SEARCH<br />TECHNOLOGY<br />CONTENT<br />
    14. 14. Use cases<br />Socialize Informal Learning <br />
    15. 15. Use Case 1: Onboarding<br />Opportunity: Onboarding solutions are dated, generic, and are not designed for individual<br />Solution: The content library is used to create dynamic and customized (blended) onboarding solutions<br />Contractor 1<br />Tim<br />
    16. 16. Use Case 2: Learning Paths<br />Opportunity: Learning paths either do not exist for most competencies or external training vendors provide one-time solutions<br />Solution: The content library is used to create dynamic and customized (blended) learning paths<br />Proficient<br />Expert<br />
    17. 17. Use Case 3: Competency Gaps<br />Opportunity: External training vendors recommend content to fill the identified skill gaps. The organization receives generic solutions for specific gaps<br />Solution: Be smart about mining the learning that exists to satiate urgent needs. Help training vendors customize learning for specific needs<br />
    18. 18. Use Case 4: Create a Learning Organization<br />Opportunity: Spreading knowledge is sporadically encouraged and siloed<br />Solution: Provide a platform for employees to contribute, provide feedback, iterate, and get recognized <br />Technology<br />Employees <br />Content<br />Employees<br />
    19. 19. Challenges - Resolved<br />Learning as a service provided as a consolidated solution to include organizational knowledgebase + all media + formal trainings<br />Learning becomes collaborative. Everyone gets access to resources that can help similar projects across teams<br />Employees who contribute to learning get recognized based on the number of contributions or rating of their learning resources. They can now mention their contribution to organizational learning in qualitative and quantitative terms <br />
    20. 20. Other Ideas: Content<br />Mantra: Partner, integrate, provide<br />Provide open source raw content to assist content creation (Wikipedia, Internet Archives)<br />Provide instructionally sound templates for creating quick quality solutions across media (mobile, web, ILT)<br />Users should be able to import and recommend external content and act on data fed to it<br />
    21. 21. Other ideas<br />
    22. 22. Person profile<br /><ul><li>Mantra: Make sharing knowledge a professionally savvy activity</li></ul>Provide universal person profile across organizations and neutral ground (web)<br />Market compelling linkages between hiring and knowledge sharing<br />Build solutions around a perpetual employee<br />At best: Ability to export profile contributions <br />At least: Print a certificate<br />
    23. 23. LMS<br /><ul><li>Mantra: Make your LMS, the default LMS. Period.</li></ul>On cloud, behind firewall, as a freemium…whatever!<br />
    24. 24. In conclusion<br /><ul><li>Mantra: More power to the end user, all users</li></ul>Build solutions that cater for the final customer – the employee that spends 9 hours/day in office and has knowledge to share and receive<br />

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