Social learning: the changing face of workplace learning

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.

17 thoughts on “Social learning: the changing face of workplace learning

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  4. Derek Bailey

    Social Learning :the Changing face of the workplace
    A fascinating presentation of high calibre reflecting professionalism and in depth perception and knowledge, meticulously crafted to distil a complicated subject in to manageable chunks.
    Excellent and very impressive.
    One learnt much but better than that has given rise to deep reflection on one’s own practice.
    Thank You Jane for Sharing
    Namaste

  5. Rae Jobst

    Thanks for sharing these slides Jane – I like the way you have tied the key concepts of social learning, social media and enterprise based learning communities or networks together.

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  8. Ara ohanian (@aohanian)

    Thanks for sharing Jane, not all of us could make it to your session. You make a compelling case for social learning, its supporting infrastructure and the ways we can develop ourselves to get there. I have one question for you. Do you think that all L&D professionals and all organizations will be able to make the transition to this new learning workspace?

    1. Jane Hart Post author

      Thanks Ara. As to your question, it is probably unlikely that ALL L&D pros will want to make this transition, but as L&D in its existing form disappears from organisations, it will be those people who are prepared and interested to make the change who will survive.

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  10. Kerri Simmons

    Great article on Social Learning! At a fundamental level, humans connect through shared experiences, and that connection helps people retain information. I believe that social learning works best when individuals and teams have a genuine purpose, need or interest (e.g., dealing with a common issue or problem) rather than doing something because they’re being told to. The social learning strategies I design leverage what people are already doing: sharing and collaborating….it is all good things! Thanks for sharing! Kerri@sweetrush.com http://www.sweetrush.com

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