Social learning is changing how employees learn at work. Employees are using social tools like social media and enterprise social networks to build personal learning networks with colleagues, ask questions, share resources, and learn from each other. Learning and development professionals are supporting this change by helping teams use social tools to collaborate, share knowledge, and learn together through formal online social learning experiences and informal mentoring in the enterprise social network.

1. Social Learning:
The Changing
Face of
Workplace Learning
Jane Hart
ICELW
12 June 2013
New York

2. C4LPT
2

3. Social
Learning:
the
changing
face
of
workplace
learning
What
is
social
learning?
How
is
social
learning
changing
the
way
we
learn
at
work?
How
are
L&D
suppor>ng
this
change?
3

4. Social
learning
…
at
home
…
4

5.
Social
Learning
…
at
school
…
5

6. Social
Learning
..
at
work
6

7. Social
media
can
make
social
learning
a
more
powerful
experience
...
Social
learning
doesn’t
require
the
use
of
social
media
Use
of
social
media
tools
doesn’t
mean
social
learning
will
take
place
7

8. 8

9. 10
9

10. 9
10

11. 8
11

12. 7
12

13. 6
13

14. 5
14

15. 4
15

16. 3
16

17. 2
17

18. 1
18

19. Individuals
are
using
social
tools
to
build
a
trusted
network
of
friends
and
colleagues
-­‐
aka
a
Personal
Learning
Network
19

20. ask
and
answer
quesBons
of
each
other
exchange
resources,
ideas
and
experiences
brainstorm
and
solve
problems
together
keep
up
to
date
with
what
their
colleagues
are
doing
learn
from
each
other
–
oEen
without
even
realising
it
20

21. “25%
of
doctors
use
social
media
daily
to
scan
or
explore
new
medical
informa>on.
Social
media
never
will
replace
tradi>onal
means
of
research
and
learning
…
it’s
an
addi>onal
—
and
valuable
—
channel
that
can
add
to
a
physician’s
knowledge
base.”
Journal
of
Medical
Internet
Research
21

22. Individuals
are
using
social
tools
to
..
“learn
the
new”
and
to
keep
up
to
date
with
their
industry
and
profession
22

23. Individuals
are
using
social
tools
to
..
find
soluBons
to
their
own
performance
problems
23

24. INDIVIDUALS
are
using
social
tools
to
..
share
what
they
find,
learn,
create
and
know
24

25. INDIVIDUALS
are
using
social
tools
to
..
parBcipate
in
wider
online
educaBonal
opportuniBes
25

26. 26

27. 27

28. TEAMS
AND
GROUPS
are
using
social
tools
to
..
support
collaboraBve
working
and
learning
28

29. Consumeriza>on
of
IT
Consumeriza>on
of
Learning
29

30. 5
characterisBcs
of
how
Knowledge
Workers
like
to
learn
in
the
workflow
con>nuously
immediately
socially
autonomously
30

31. Source:
Josh
Bersin
31

32. 32

33. Growth
of
Enterprise
Social
Networkss
&
CollaboraBon
PlaXorms
offers
new
opportuniBes
for
L&D
to
support
constant
learning
…
33

34. 34

35. Ac>vity
stream
Real-­‐>me
updates
Member
commen>ng
Threaded
discussions
Member
liking
Sharing
of
resources
Sharing
links
Sharing
files
Polls
and
surveys
Content
crea>on
tools
Member
profiling
Private
messaging
No>fica>ons
Group
spaces
within
the
network
Internal
and
external
networks
35

36. Helping
teams
to
work
and
learn
together
36

37. “You
can’t
train
people
to
be
social;
only
show
them
what
it
is
to
be
social
..
and
work
purposefully
together.”
37

38. From
packaging
to
scaffolding
….
in
partnership
with
team
leaders
38

39. 39

40. Social
collaboraBon
40

41. Help
teams
to
share
their
knowledge
41

42. Help
teams
to
“narrate
their
work”
42

43. Help
teams
to
co-­‐create
resources
43

44. Show
teams
how
this
all
happens
as
part
of
their
daily
workflow
and
not
as
an
“extra”
acBvity
44

45. Help
teams
understand
what
purposeful
or
produc>ve
collabora>on
means
45

46. Personal
Knowledge
Management
(PKM):
“A
set
of
processes
individually
constructed,
to
help
each
of
us
make
sense
of
the
world
and
work
more
effecHvely”
46

47. 47

48. Social
Onboarding
get
to
know
co-­‐workers
and
company
culture
ask
&
answer
ques>ons
access
resources
AND
start
contribu>ng
48

49. Social
Mentoring
informal
ad
hoc
mentoring
as
needs
arise
self-­‐ini>a>ng
in
the
ESN
49

50. Formal
Online
Social
Learning
(or
Social
E-­‐Learning)
=
Social
Tools
+
Social
Learning
Pedagogy
50

51. Organising
a
formal
online
social
learning
experience:
1
–
scaffolding
the
learning
experience
2
–
offering
as
much
autonomy
as
possible
3
–
focusing
on
enabling
the
social
interac>on
4
–
suppor>ng
the
experience
with
content
as
appropriate
5
–
driving
it
with
a
performance
outcome
in
mind
51

52. variety
of
content
sources
(ad
hoc)
web
mee>ngs
peer
sharing
of
blog
posts
and
other
resources
self-­‐selected
projects
self-­‐created
community/groups
peer-­‐assessment
Formal
Online
Social
Learning
Experience
52

53. Suppor>ng
WORK
TEAMS
ENTERPRISE
COMMUNITY
MANAGEMENT
Levels
of
applicaBon
of
social
technologies
ENTERPRISE
SOCIAL
NETWORK
(ESN)
or
COLLABORATION
/
SOCIAL
KNOWLEDGE
PLATFORM
Suppor>ng
COMMUNITIES
OF
PRACTICE
Suppor>ng
PROFESSIONAL
NETWORKING
SOCIAL
ONBOARDING
SOCIAL
MEDIA
+
E-­‐LEARNING
SOCIAL
MEDIA
+
TRAINING
SOCIAL
MENTORING
FORMAL
ONLINE
SOCIAL
LEARNING
EXPERIENCE
53

54. Enterprise
community
management
:
joining
up
working
and
learning
54

55. 1
BEING
INVOLVED
IN
THE
STRATEGIC
PLANNING
OF
THE
ENTERPRISE
COMMUNITY
55

56. 2
PROMOTING
THE
USE
OF
ESN
FOR
TRAINING,
SOCIAL
ONBOARDING
&
SOCIAL
MENTORING
56

57. 3
PROMOTING
THE
USE
OF
THE
ESN
FOR
WORK
TEAMS
&
COMMUNITIES
OF
PRACTICE
57

58. 4
SUPPORTING
THE
USE
OF
THE
ESN
58

59. 5
BUILDING
THE
NEW
PERSONAL
&
SOCIAL
SKILLS
REQUIRED
FOR
PRODUCTIVE
COLLABORATION
59

60. 6
BUILDING
A
COMMUNITY
SPIRIT
60

61. 7
MONITORING
THE
HEALTH
OF
THE
ESN
61

62. 8
MEASURING
THE
SUCCESS
OF
THE
ENTERPRISE
COMMUNITY
(&
ESN)
IN
BUSINESS
TERMS
62

63. Social
Learning
is
changing
the
face
of
workplace
learning
What
new
opportuniBes
does
it
provide
for
you
and
your
organizaBon?
63

64. Social
Learning
Handbook
2013
Jane
Hart
Social
Learning
Handbook
2013
www.C4LPT.co.uk/slh2013
Contact
Jane
Hart
Twirer:
@C4LPT
Email:
jane.hart@C4LPT.co.uk
64