This presentation is intended to demonstrate the need for companies to move into a social learning environment to move away from rigid, non-flexible learning to efficient, flexible and cost effective ways of sharing knowledge and help build staff development and cut cost of traditional learning Much of what is presented here is not new but is based on published articles from Marc J. Rosenberg, Ph.D. instructional design and author of ‘Beyond e-learning: approaches and technologies to enhance organizational knowledge, learning & performance.’

1. GROW
Social Learning
‘Sharing knowledge is power’

2. Social Learning
A compelling business case

3. ~ 10% of what people know is acquired by formal classroom instruction
Employees learn best ‘on-the-job’ but between the job and the classroom looms
a gap
Companies spend millions of dollars on developing and delivering the training
that research shows is in-effective
Innovative companies like IBM & Vistaprint have created successful ‘social
learning environments’ which has resulted in:
 A knowledge-centric global community
 Ability to deliver job-relevant information to the global organization
 Novice employees actively participate in learning, experienced
employees become subject matter experts
 Reduce duplication of efforts, increase efficiencies
 Employees learn more quickly due to the readily available knowledge as
apposed to scheduled classes
 An estimated 20% savings on learning costs in the first year after launch

4. Social Learning
What does it mean?

5. Collaborative learning, mediated through social media (e.g. Web
2.0 applications)
Tools & technologies used should be so intuitive ‘even a CEO
can do it’. If the technology is as easy as it should be, the
adoption will take care of itself.
Using blogs, ‘Wiki’s’, podcasts and other easy to use tools which
makes learning easy for novice staff and makes facilitates
sharing of best practices by experienced staff
G

6. Social learning is available 24/7 so the solution must be mobile and
immediate and trouble-free/intuitive to use
Membership must be valuable.
Refrain from references to learning but rather use references
commonly used on social networking such as ‘friends’, ‘profiles’,
‘joining’ instead of becoming a learner, creating a sense of belonging
Tap into existing training Subject Matter Experts (SMEs) to support
set-up and offer availability of experts
Align with formal learning. Formal learning can be the starting place to
move into the informal social learning environment
Develop a long term strategy to build & nurture the knowledge sharing
culture. Reward knowledge sharing
Source: Marc J. Rosenberg, Ph.D. instructional design and author of ‘Beyond e-learning: approaches and
technologies to enhance organizational knowledge, learning & performance.’

7. Everybody (e.g. within a group) should be able to post
Maximum freedom within the context of a secure platform
Use change management process to ensure adoption, using SMEs as ‘infectious
agents’ (will also help with quality control of the content)
A ‘community of practice’, sharing work product examples
Facilitating virtual induction programs
‘Providing expertise and feedback
Easy portal to access information and tools
Blogs & hot topics maintained by the users

8. Social Learning
‘Take away’ message

9. Offers improved access to business critical knowledge
Supports staff development with experienced staff sharing ‘best
practices’, enabling new staff to shorten the duration of their
learning curve
(btw: it is a misunderstanding to think trainers are the SMEs.
Senior staff are the SMEs, we are merely facilitators)
Builds a sense of belonging & community, supports retention
Sets staff up for success by building the learning & development
bridge
Can help cut cost and improve efficiencies by shifting to social
network to facilitate learning

10. For more topics to help you and
others grow, go to
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