Social learning harnesses the power of learning from others by observing, retaining, and replicating their behaviors and skills. It provides a more flexible, cost-effective approach than traditional learning methods. To implement social learning, companies should (1) allow observation of best and worst practices, (2) provide on-demand access to retain knowledge, (3) use video modeling for skill replication with feedback, and (4) motivate participation through leaderboards and senior leader involvement. Social learning benefits include greater engagement, collaboration, and sharing of best practices. It can be used for skills like coaching, process execution, customer interactions, and performance support. Companies should integrate it both formally and informally, measure participation, and encourage communities of

1. Making Your Workforce Smarter
and Faster With Social Learning
Chris Nekvinda, PhD
Director of Global Learning, Cannon Financial Institute

2. Learning With Friends
Chris Nekvinda, PhD
Director of Global Learning, Cannon Financial Institute

3. Agenda
Source- Simon Sinek, Start With Why

4. Why
▪ Drivers of Change
▪ New Paradigm- Connectivism
▪ One to Many; Many to One

5. Drivers of Change
Need for
Innovation
Focus on Skill
Development
Technology
Advancements
Shift to Free
& Open
Content
Changing
Workforce
Demographics
Productivity
Measurement

6. Social Learning IS NOT
Social Media

7. Why Social?
“People learn from one another, via observation, imitation,
and modeling.”
“Social learning is the bridge between behaviorist and
cognitive learning theories because it encompasses
attention, memory, and motivation.”
Source- Bandura , Social Learning Theory;
Siemens,- Connectivism: Learning as Network Creation
Downes- An Introduction to Connective Knowledge
“Connectivism is a learning theory for the digital age. The
theories of behaviorism, cognitivism, and constructivism
provide an effect view of learning in many environments.
They fall short, however, when learning moves into
informal, networked, technology-enabled arena.”

8. Connectivism
▪ Learning has an end goal - namely the increased ability to "do
something well"
▪ Learning is a process of connecting specialized nodes or
information sources
▪ Knowledge, expertise, wisdom may reside in non-
human appliances
▪ Knowing where to find information is more
important than knowing information
▪ Nurturing and maintaining is critical
▪ Connectivism requires a diversity of opinions
▪ Different approaches and personal skills are needed to learn
and perform effectively
▪ Currency (accurate, up-to-date knowledge) is the intent of all
connectivist learning
Source- Adapted from :
Siemens,- Connectivism: Learning as Network Creation
Downes- An introduction to Connective Knowledge
Connectivism.ca

9. How Do We Harness
This Power?

10. 4 Requirements for Social Learning
Observation
Retention
Reproduction
Motivation
Source- Bandura , Social Learning Theory

11. Delivering On Each Requirement
▪ Observation
– What Great Looks Like
– What Not-So-Great Looks Like
▪ Retention
– On-demand, embedded access (Intrinsic IS BACK)
– Intuitive search
– Be intentional with tagging and key words
▪ Replication
– Video modeling with expert and peer feedback
▪ Motivation
– Leader-board- Combine results and behavior
– Know your audience
– Encourage senior leaders/sponsors to use informal video

12. Benefits
▪ More flexible and cost effective than traditional
modalities
▪ Better control of the message
▪ Greater engagement and participation
▪ Improved collaboration
▪ Sharing of institutional best practices

13. The “Social” Bridge

14. Five Ways Social Is Being Used
Conversational
Skills
Process and Task
Execution
On-Demand
Performance
Support
Client Interaction
Skills
Coaching

15. What - Best Practices
For Deployment

16. Integrating in Your Environment
Formal Informal

17. Design Best Practices
▪ Formalize the informal
– Stand-alone
– Blended
– Prepost activities
▪ Senior leader group participation
▪ Create shared experiences through cohorts
– Context matter
– Communities and groups
– Define cohort groupings based on performance or learner
characteristics
▪ Use video for skill development and coaching
▪ Measure- production and engagement
▪ Drive and encourage participation
– Respond in the community instead of email
▪ Use featured content to control the message of change

18. Formalize The Informal

19. Integrating in Your Environment
Formal Informal

20. Social As Performance Support
▪ One size does not fit all
▪ Performance-Centered Design not Instructional Systems
Design
▪ Embed within existing tools
▪ Help your colleagues where they are- not where you
are
▪ Sales Enablement
▪ Position the support initiative on job skills, not just
process

21. Embedded Performance Support

22. Peer Learning and Support
Source: IBM

23. The herd will correct incorrect
information

24. Best Practice
…Use Community
Learning instead of Social
Learning…

25. Measure engagement and activity
in the platform frequently

26. Participation Metrics

27. Community Engagement
BusinessResults
100%50%
1st
Quartile
2nd
Quartile
3rd
Quartile
4th
Quartile
Best Practice
Super Star
Under
Review
Producing Star
Movable
Middle
DIAGNOSTIC METRICS APPROACH
0%

28. Coaching

29. Coaching

30. Lessons for Monday Morning
1. If “Social” is a bad word, use “Community
Learning”
2. Start with the end in mind and the business
results you need to achieve, then the job skills
required to deliver those results
3. Design social experiences that facilitate authentic,
just-in-time support and promote collaboration;
no moderation
4. Be fearless in your measurement and
accountability

31. Questions?