This document discusses community management for social learning in the workplace. It outlines the rise of social learning through external networking platforms, internal networking tools like Yammer, and social features integrated with learning management systems. The benefits of social learning include increased knowledge sharing, reduced training costs, and accessibility from any device. However, companies face challenges in harnessing social tools, providing support, and identifying roles to manage social learning communities. The document then provides a framework for launching a successful social learning community, including determining needs, choosing tools, defining community manager roles, launching the initial community, ongoing development, and measuring ROI.

1. Community management for social
learning

2. o Social learning theories – education
o 70:20:10 – applying models to the
workplace
o Social media and networking
o Mobile and multi-device
The rise of social learning

3. o External social networking platforms
o Internal networking - Yammer
o Integrating social features with a traditional
LMS
o The Social LMS
The rise of social learning tools

4. 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

5. 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?

6. The community
manager

7. 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
o Skills being transferred to L&D?
Background

8. Framework

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

10. Launching a social learning
community

11. 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? If not, how can you change it?
o Do you already have a social platform or
similar system?
o Do you have the resources to implement a
social learning strategy?

12. Phase 2: Choosing a tool
o Integrating all social and collaborative
initiatives into one common platform
o Functionality over design
o Analytics – does the platform have the
capability to provide the quantifiable data
you need to measure your objectives?

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

14. Phase 4: Launching
o Rolling out the community and driving initial
engagement
o Pushing out relevant content
o Supporting individuals as they adopt to this
new way of learning and working
o Modelling behaviours of use
o Developing ongoing programme of activities
and events

15. Phase 5: Developing the community
o Managing all aspects of the framework via a
community management calendar plan.

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