Last week I was in New York City where I gave the keynote at the International Conference on E-Learning in the Workplace. The title was Social learning; the changing face of workplace learning. Embedded below is the slideset I used, and beneath it are some further notes and commets on the slides.
Notes on slides
4-7 Social learning is NOT new; it’s the continuous process of learning from one another that we has happened since we were children. But social media can make it a more powerful experience.
8-28 The Top 100 Tools for Learning survey has shown that people are using a variety of new tools to learn in many different ways ..
29 .. Which has meant that individuals and teams are now bypassing IT and L&D to solve their own learning and performance problems much more quickly and more easily.
30 – Continuous, self-organised, social learning is becoming the key way that many people (prefer to) learn nowadays – rather than intermittent training.
31-32 Although, as Josh Bersin’s Continuous Learning Model diagram shows, e-learning might be used to start the process of continuous learning within an organisation, coaching, mentoring, communities of practice and social networks are much more significant. Harold Jarche’s chart shows that learning within work teams – as a part of getting work done – is also key.
33 – 45 The growth of enterprise social networks and collaboration platforms now offers big opportunities for L&D to widen their scope and support continuous learning within teams, groups and communities in the workplace. But supporting social collaboration requires a different approach for L&D. It’s not about packaging up courses or resources FOR teams, but working in partnership with team leaders to “scaffold” the opportunities for learning to take place
46-47 – And for effective collaborative working and learning to take place, it won’t be just about implementing the technology, but also about helping the team members acquire a range of new personal and social skills (for more on this, see Connected Worker)
48 -52 For those in L&D who don’t feel ready or able to work directly with teams, then they can support more social approaches through Social Onboarding or Social Mentoring, or even through organising formal social online learning experiences
53 There are therefore a number of “levels” of application of social tools for learning.
54 -62 But one significant way L&D can begin to join up learning and working is through enterprise community management, and some of the activities involved are mentioned in the slideset.
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Jane Hart is an independent workplace learning advisor, writer and international speaker, and is the Founder of the Centre for Learning & Performance Technologies. She focuses on helping organisations with Modern Workplace Learning and individuals with Modern Professional Learning workshops. Find out more about Jane at JaneHart.com.