Uploaded byJane Hart
Supporting Social & Collaborative Learning in the Workplace
1. The document discusses supporting social and collaborative learning in the workplace. It explains that learning happens through many different ways at work, including independently, through collaboration with colleagues, and instruction. 2. It outlines three key factors for successful social learning: people who want to learn with each other, an organizational culture that supports social learning, and appropriate technology. 3. The role of L&D is to enable knowledge sharing, collaborative problem solving, and relationship building. This includes working with managers to help them become effective social leaders, helping groups become effective social teams, and fostering relationships across the organization.
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Supporting Social & Collaborative Learning in the Workplace
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- 4. (c) C4LPT, 2016 4 Where does successful social learning take place? 1 Where there are people who want to learn with and from one another MOTIVATION 2 Where the organisation encourages, supports and rewards social learning CULTURE 3 Where there is appropriate underpinning TECHNOLOGY It’s not about the technology –it’s about people It’s not about learning – it’s about working It’s about social collaboration
- 5. (c) C4LPT, 2016 5 What is the role of L&D? to enable and support knowledge sharing collaborative problem solving relationship bullding 1. Work with managers to help them become effective social leaders 2.Help groups to become effective social teams 3. Foster relationships across the organisation
- 6. 1 - WORK WITH MANAGERS TO HELP THEM BECOME SOCIAL LEADERS To identify the productivity and performance goals that will be used to measure success of social collaboration (c) C4LPT, 20166 Benefits of social collaboration ability to foster continuous learning and performance improvement ability to capture and retain organisational knowledge improved communication reduction in face-to-face meetings and less reliance on email ability to gain valuable insights into work status, problems and issues arising
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- 8. Connect Share CollaborateInnovate 1 - WORK WITH MANAGERS TO HELP THEM BECOME SOCIAL LEADERS (c) C4LPT, 2016 8 To be aware of the 4 stages in the development of an effective social group
- 9. 1 - WORK WITH MANAGERS TO HELP THEM BECOME SOCIAL LEADERS To understand what social engagement means, and the participation rates they can expect (c) C4LPT, 20169 “You don’t need 100% adoption to be successful – you need meaningful outcomes. All the planning and preparation in the world will not get 100% adoption – and that’s OK” Susan Hanley, 5 approaches to overcome barriers and ensure success with enterprise social “User participation often more or less follows a 90-9-1 rule; 90% of users are lurkers (ie they read or observe, but don’t contribute), 9% of users contribute from time to time but other priorities dominate their time. 1% of users participate a lot and account for most contributions.” Jacob Nielsen, 90-9-1 rule for participation inequality
- 10. 1 - WORK WITH MANAGERS TO HELP THEM BECOME SOCIAL LEADERS To understand why people don’t engage (c) C4LPT, 201610 Personal reasons They think what they have to say is obvious They see sharing as extra to their daily work They don’t see the WIIFM (What’s In IT For Me) They believe that knowledge is power and that by sharing they are losing some of that power Organisationalreasons Being told to participate Being forced to participate Lack of trust Overmonitoring of activity
- 11. 1 - WORK WITH MANAGERS TO HELP THEM BECOME SOCIAL LEADERS (c) C4LPT, 201611 1-1 advice coaching/ mentoring community of managers social leadership programme Support the manager in the best way … for him/her
- 12. 1 - WORK WITH MANAGERS TO HELP THEM BECOME SOCIAL LEADERS (c) C4LPT, 201612 1-1 advice coaching/ mentoring community of managers social leadership programme
- 13. 2 – HELP GROUPS TO BECOME EFFECTIVE SOCIAL TEAMS Why? What? How? (c) C4LPT, 201613 How to share effectively What to share How to share Where to share How to add value Becoming comfortable with sharing through liking and commenting
- 14. 3 – HELP GROUPS TO BECOME EFFECTIVE SOCIAL TEAMS (c) C4LPT, 201614 “Talking about what you are Doing in an open way for those interested to find and follow” Bryce Williams, When will we work out loud? Soon! “Articulating our decisions helps us learn. Articulating them to others helps more .. Helping others better articulate decisions helps them learn – and if we’re paying attention, we might learn something too.” Jane Bozarth, How working out loud helps us learn Examples of working out loud Sharing thinking around a new project Sharing a draft of document Sharing a difficult experience Sharing a story that reinforces a difficult decisions How to work out loud
- 15. 2 – HELP GROUPS TO BECOME EFFECTIVE SOCIAL TEAMS How to make use of an ESN as part of everyday working (c) C4LPT, 201615 Use it to cut down on email Use it to cut down on face-to-face meetings Use it for social performance support Use it for daily learning workout Use it to praise one another
- 16. (c) C4LPT, 2016 16 group conversations 1-1 support guided social learning experience/ social challenge 2– HELP GROUPS TO BECOME EFFECTIVE SOCIAL TEAMS embed yourself in the work of the group Support the team in the best way for them
- 17. (c) C4LPT, 2016 17 group conversations 1-1 support guided social learning experience/ social challenge 2– HELP GROUPS TO BECOME EFFECTIVE SOCIAL TEAMS embed yourself in the work of the group Support the team in the best way for them
- 18. (c) C4LPT, 2016 18 group conversations 1-1 support guided social learning experience/ social challenge 2– HELP GROUPS TO BECOME EFFECTIVE SOCIAL TEAMS embed yourself in the work of the group Support the team in the best way for them
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- 20. (c) C4LPT, 2016 20 facilitated discussions 2 –HELP GROUPS TO BECOME EFFECTIVE SOCIAL TEAMS innovation workshops ideation challenges hackathons Help groups with collaborative problem solving and to innovate
- 21. (c) C4LPT, 2016 21 facilitated discussions innovation workshops 2 –HELP GROUPS TO BECOME EFFECTIVE SOCIAL TEAMS ideation challenges hackathons Help groups with collaborative problem solving and to innovate
- 22. (c) C4LPT, 2016 22 coordinate regular (informal) learning events (e.g. lunch ‘n’ learns, book clubs) organise company networking events orchestrate unconferences and open space meetings organisecompany learning and networking retreats 3 - FOSTER RELATIONSHIPS ACROSS THE ORGANISATION Offer a range of learning and networking events to build social and collaborative culture
- 23. (c) C4LPT, 2016 23 orchestrate unconferences and open space meetings organise company learning and networking retreats 3 -FOSTER RELATIONSHIPS ACROSS THE ORGANISATION coordinate regular (informal) learning events (e.g. lunch ‘n’ learns, book clubs) organise company networking events
- 24. (c) C4LPT, 2016 24 coordinate regular informal learning events (lunch n learns) organise cpmpany networking events orchestrate unconferences and open space meetings organisecompany learning and networking retreats 3 - FOSTER RELATIONSHIPS ACROSS THE ORGANISATION
- 25. (c) C4LPT, 2016 25 coordinate regular informal learning events (lunch n learns) organise cpmpany networking events orchestrate unconferences and open space meetings organisecompany learning and networking retreats 3 - FOSTER RELATIONSHIPS ACROSS THE ORGANISATION
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- 27. (c) C4LPT, 2016 27 Suppportingall the ways people learn at work Facilitating Collaborative Classrooms Running Learning Challenges & Campaigns Building & Supporting Communities Helping Teams with Collaborative Work Facilitating Discussions Facilitating Innovation Workshops & Hackerthons Enabling Flexible (and Social) Internal Content Curating External Content & Learning Opportunities Helping Individuals Learn From Daily Work Developing Independent Learners Offering a Learning Concierge Service OrganisingCompany Networking Events Orchestrating Large-Scale Learning & Networking EventsCoordinating Informal (Learning) Events Supporting Manager-led People Development
- 28. Where do I start? (c) C4LPT, 2016 28 “I naturallywork out loud and I enjoy sharing my ideas and knowledge with others. As I share an idea or a plan with more and more people, it forms into something more concrete, it morphs from a rough sketch in my mind to a high quality plan that I’m excited to execute. Every person I share with adds their comments and experience, adding to the richness of whatever I’m working on or thinking about. However, I work in an environment where many people are reluctant to share, I think because it’s not in our organization’s culture and has never been the practice here. We don’t have an ESN. So I see an opportunity to champion this idea, to start small by sharing my own work and starting an initiative where my team does the same. We can pilot the initiative within our own group, which will also give the other members of the L&D team a chance to feel comfortable with it and see the positive results. From there, I can see some opportunities to pilot the initiative with a few small and large teams across the organization both in person and by turning on the “discussion” feature in SharePoint (which is now turned off). This shift in L&D’s role from developing and delivering training courses for teams to facilitating collaboration will be a great start for our organization. I think it could help us gather some momentum in the shift towards a modern role for L&D and toward breaking down the silos that we are all acutely aware of but don’t quite know how to defeat.” Carolyn Gregoire, L&D Partner It starts with you. Be the change!
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