The	
  Social	
  Learning	
  Revolu2on	
  	
  
Jane	
  Hart,	
  GREAT	
  Conference	
  
	
  Lisbon,	
  16	
  September	
  ...
C4LPT.co.uk	
  
2	
  
2013	
  recipient	
  of	
  the	
  	
  
Colin	
  Corder	
  Award	
  for	
  
Outstanding	
  ContribuAo...
3	
  
5	
  
What	
  is	
  the	
  social	
  learning	
  
revoluAon?	
  And	
  what	
  does	
  
it	
  mean	
  for	
  the	
  workpl...
6	
  
7	
  
Training
Department
Learning & Development
	
  
Since	
  the	
  laOer	
  half	
  of	
  the	
  20th	
  century	
  the...
8	
  
computer-based training
online learning
e-learning
learning management
systems
Most	
  are	
  now	
  using	
  techno...
9	
  
Meanwhile,	
  out	
  on	
  the	
  Social	
  Web	
  things	
  are	
  very	
  
different	
  …	
  
10	
  
11	
  
1	
  
2	
  
3	
  
4	
  
5	
  
6	
  
7	
  
8	
  
9	
  
10	
  
The	
  Top	
  10	
  of	
  the	
  Top	
  100	
  Tools	
...
Individuals	
  are	
  using	
  social	
  tools	
  to	
  build	
  a	
  trusted	
  network	
  
of	
  friends	
  and	
  colle...
ask	
  and	
  answer	
  ques2ons	
  of	
  each	
  other	
  
	
  
exchange	
  resources,	
  ideas	
  and	
  experiences	
  ...
“25%	
  of	
  doctors	
  use	
  social	
  
media	
  daily	
  to	
  scan	
  or	
  explore	
  
new	
  medical	
  informaAon....
Individuals	
  are	
  using	
  social	
  tools	
  to	
  ..	
  
	
  
“learn	
  the	
  new”	
  and	
  to	
  keep	
  up	
  	
...
Individuals	
  are	
  using	
  
social	
  tools	
  to	
  ..	
  
	
  
find	
  solu2ons	
  to	
  their	
  
own	
  performance...
INDIVIDUALS	
  are	
  using	
  	
  
social	
  tools	
  to	
  ..	
  
	
  
share	
  what	
  they	
  find,	
  learn,	
  	
  
c...
TEAMS	
  AND	
  GROUPS	
  are	
  using	
  social	
  tools	
  for	
  ..	
  
	
  
knowledge	
  sharing	
  and	
  collabora2o...
For	
  those	
  ac2ve	
  on	
  the	
  Social	
  Web,	
  “learning”	
  will	
  
never	
  be	
  the	
  same	
  again	
  
19	...
20	
  
“knowledge	
  dumps	
  tarted	
  up	
  
with	
  trivial	
  interac6ons”	
  
Clark	
  Quinn	
  
This	
  is	
  why	
 ...
Even	
  InstrucAonal	
  designers	
  are	
  frustrated	
  at	
  having	
  to	
  create	
  courses	
  and	
  
ensure	
  tha...
As	
  a	
  result	
  some	
  
employees	
  are	
  now	
  
paying	
  their	
  children	
  to	
  
take	
  their	
  e-­‐learn...
23	
  
	
  
	
  
an	
  increasing	
  number	
  of	
  people	
  who	
  are	
  bypassing	
  L&D	
  and	
  IT	
  to	
  solve	...
24	
  
So	
  the	
  answer	
  for	
  L&D	
  is	
  not	
  just	
  about	
  adding	
  new	
  tools	
  and	
  
technologies	
...
25	
  
…	
  	
  it’s	
  about	
  	
  re-­‐thinking	
  pracAces	
  and	
  supporAng	
  workplace	
  learning	
  more	
  
wi...
26	
  
What	
  is	
  the	
  social	
  learning	
  
revoluAon?	
  And	
  what	
  does	
  
it	
  mean	
  for	
  the	
  workp...
27	
  
1	
  
	
  Moving	
  from	
  a	
  focus	
  on	
  learning	
  
	
  to	
  a	
  focus	
  on	
  performance	
  
28	
  
They	
  are	
  stopping	
  being	
  order-­‐takers	
  and	
  
	
  becoming	
  performance	
  consultants.	
  
29	
  
They	
  are	
  carrying	
  out	
  a	
  performance	
  analysis	
  	
  …	
  	
  
(not	
  to	
  be	
  confused	
  wit...
30	
  
They	
  are	
  idenAfying	
  a	
  range	
  of	
  soluAons	
  to	
  performance	
  
problems;	
  training	
  courses...
31	
  
They	
  are	
  increasingly	
  focusing	
  on	
  performance	
  support	
  
opAons	
  	
  …	
  on	
  appropriate	
 ...
32	
  
They	
  are	
  measuring	
  the	
  success	
  of	
  their	
  “intervenAons”	
  	
  
in	
  performance	
  terms	
  
33	
  
2	
  
	
  Moving	
  from	
  a	
  focus	
  on	
  managing	
  learning	
  
to	
  building	
  a	
  learning	
  network...
34	
  
They	
  are	
  breaking	
  free	
  of	
  their	
  learning	
  plaiorms	
  and	
  management	
  system	
  
as	
  it	...
35	
  They	
  are	
  recognising	
  that	
  new	
  enterprise	
  tools	
  offer	
  new	
  opportuniAes	
  …	
  
AcAvity	
  stream	
  
Real-­‐Ame	
  updates	
  
Member	
  commenAng	
  
Threaded	
  discussions	
  
Likes	
  and	
  Relies...
So	
  they	
  are	
  being	
  used	
  for	
  social	
  onboarding	
  	
  	
  …	
  
get	
  to	
  know	
  co-­‐workers	
  an...
They	
  are	
  being	
  used	
  for	
  social	
  mentoring	
  
informal,	
  ad	
  hoc	
  mentoring	
  
as	
  needs	
  aris...
39	
  
Live	
  chats	
  –	
  YamJams	
  –	
  
real	
  Ame	
  conversaAons	
  
	
  
Hotseats	
  
	
  
Book	
  clubs	
  
	
 ...
They	
  are	
  also	
  being	
  used	
  for	
  online,	
  social	
  workshops	
  
1.  scaffolding	
  	
  
2.  autonomy	
  	...
41	
  
In	
  other	
  words	
  L&D	
  departments	
  are	
  building	
  an	
  Enterprise	
  Learning	
  Network	
  
embedd...
42	
  
3	
  
	
  Moving	
  from	
  a	
  focus	
  on	
  instruc2on	
  
to	
  suppor2ng	
  knowledge	
  sharing	
  and	
  
c...
They	
  recognise	
  that	
  “learning”	
  is	
  not	
  something	
  separate	
  from	
  
work;	
  it	
  is	
  an	
  integ...
44	
  
They	
  are	
  helping	
  teams	
  to	
  	
  work	
  and	
  learn	
  together	
  –	
  and	
  share	
  their	
  
kno...
“You	
  can’t	
  TRAIN	
  people	
  to	
  be	
  social	
  –	
  only	
  
show	
  what	
  them	
  what	
  it	
  is	
  like	
...
They	
  are	
  helping	
  teams	
  understand	
  how	
  to	
  
collaborate	
  purposefully	
  and	
  producAvely	
  
throu...
“A	
  set	
  of	
  processes	
  	
  
individually	
  constructed,	
  	
  
to	
  help	
  each	
  of	
  us	
  make	
  	
  
s...
48	
  
50	
  
Personal/	
  
Professional	
  
Learning	
  
OrganisaAonal	
  
Learning	
  
organised:	
  designed/delivered/managed...
51	
  
Personal/	
  
Professional	
  
Learning	
  
OrganisaAonal	
  
Learning	
  
KNOWLEDGE	
  SHARING	
  	
  
in	
  work	...
52	
  
C4LPT.co.uk	
  
The	
  	
  
Workplace	
  Learning	
  	
  
Revolu2on	
  
	
  
Jane	
  Hart	
  
The	
  Social	
  Learning	
  Revolu2on	
  	
  
Jane	
  Hart,	
  GREAT	
  Conference	
  
	
  Lisbon,	
  16	
  September	
  ...
The Social Learning Revolution and 3 ways L&D are re-thinking their activities
The Social Learning Revolution and 3 ways L&D are re-thinking their activities
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The Social Learning Revolution and 3 ways L&D are re-thinking their activities

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Here are the presentation slides I used in the Workshop at the GREAT Conference in Lisbon, Portugal on Monday 16 September 2013

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The Social Learning Revolution and 3 ways L&D are re-thinking their activities

  1. The  Social  Learning  Revolu2on     Jane  Hart,  GREAT  Conference    Lisbon,  16  September  2013  
  2. C4LPT.co.uk   2   2013  recipient  of  the     Colin  Corder  Award  for   Outstanding  ContribuAon  to   Learning  
  3. 3  
  4. 5   What  is  the  social  learning   revoluAon?  And  what  does   it  mean  for  the  workplace?     3  significant  ways  that  L&D   are  re-­‐thinking  their   acAviAes  
  5. 6  
  6. 7   Training Department Learning & Development   Since  the  laOer  half  of  the  20th  century  the  Training  Department  has  been  responsible  for   organizaAonal  learning,  and  very  liOle  has  changed  …   Although  some  have  changed  the  name  –  its  funcAon  remains  largely  the  same  –  to   organise  structured  learning  events.  
  7. 8   computer-based training online learning e-learning learning management systems Most  are  now  using  technologies  to  automate  the  training  funcAon  …  
  8. 9   Meanwhile,  out  on  the  Social  Web  things  are  very   different  …  
  9. 10  
  10. 11   1   2   3   4   5   6   7   8   9   10   The  Top  10  of  the  Top  100  Tools  for  Learning  2012  
  11. Individuals  are  using  social  tools  to  build  a  trusted  network   of  friends  and  colleagues    -­‐  aka  a  Personal  Learning  Network   12  
  12. ask  and  answer  ques2ons  of  each  other     exchange  resources,  ideas  and  experiences     brainstorm  and  solve  problems  together     keep  up  to  date  with  what  their  colleagues     are  doing     learn  from  each  other  –  oOen  without  even   realising  it   13  
  13. “25%  of  doctors  use  social   media  daily  to  scan  or  explore   new  medical  informaAon.     Social  media  never  will   replace  tradiAonal  means  of   research  and  learning  …  it’s   an  addiAonal  —  and  valuable   —  channel  that  can  add  to  a   physician’s  knowledge  base.”     Journal  of  Medical  Internet   Research   14  
  14. Individuals  are  using  social  tools  to  ..     “learn  the  new”  and  to  keep  up     to  date  with  their  industry  and   profession   15  
  15. Individuals  are  using   social  tools  to  ..     find  solu2ons  to  their   own  performance   problems  16  
  16. INDIVIDUALS  are  using     social  tools  to  ..     share  what  they  find,  learn,     create    and  know   with  one  another   17  
  17. TEAMS  AND  GROUPS  are  using  social  tools  for  ..     knowledge  sharing  and  collabora2on   18  
  18. For  those  ac2ve  on  the  Social  Web,  “learning”  will   never  be  the  same  again   19   conAnuous  -­‐  on  demand     self  organised  and  autonomous     unstructured,  “messy”  learning   informal,  social  learning     ge^ng  things  done     opportuniAes  for  wider  open   educaAonal  opportuniAes     lines  between  working,  learning  and   playing  are  blurring     serendipitous,  accidental,  unconscious  
  19. 20   “knowledge  dumps  tarted  up   with  trivial  interac6ons”   Clark  Quinn   This  is  why  there  is   growing  frustra2on  with     current  e-­‐learning  
  20. Even  InstrucAonal  designers  are  frustrated  at  having  to  create  courses  and   ensure  that  every  link  is  clicked  -­‐  because  manager  think  that  this  means  that   their  people  will  have  “learned”  the  content.  
  21. As  a  result  some   employees  are  now   paying  their  children  to   take  their  e-­‐learning  for   them.  
  22. 23       an  increasing  number  of  people  who  are  bypassing  L&D  and  IT  to  solve  their  own   learning  and  performance  problems  more  quickly  and  easily  -­‐  and  in  ways  that   suit  them  best.   The  social  learning  revolu2on  is  …    
  23. 24   So  the  answer  for  L&D  is  not  just  about  adding  new  tools  and   technologies  to  instrucAonal  pracAces  …   People  don’t  like  to  be  told  to  be  social!  
  24. 25   …    it’s  about    re-­‐thinking  pracAces  and  supporAng  workplace  learning  more   widely  and  in  more  modern  and  relevant  ways.  
  25. 26   What  is  the  social  learning   revoluAon?  And  what  does   it  mean  for  the  workplace?     3  ways  that  L&D  are     re-­‐thinking  their  ac2vi2es  
  26. 27   1    Moving  from  a  focus  on  learning    to  a  focus  on  performance  
  27. 28   They  are  stopping  being  order-­‐takers  and    becoming  performance  consultants.  
  28. 29   They  are  carrying  out  a  performance  analysis    …     (not  to  be  confused  with  a  Training  Needs  Analysis)  
  29. 30   They  are  idenAfying  a  range  of  soluAons  to  performance   problems;  training  courses/e-­‐learning  are  the  last  thing,  not  the   first  thing  they  choose  
  30. 31   They  are  increasingly  focusing  on  performance  support   opAons    …  on  appropriate  devices  
  31. 32   They  are  measuring  the  success  of  their  “intervenAons”     in  performance  terms  
  32. 33   2    Moving  from  a  focus  on  managing  learning   to  building  a  learning  network  
  33. 34   They  are  breaking  free  of  their  learning  plaiorms  and  management  system   as  it  constrains  their  thinking  about  learning  ...   …  and  which  measure  learning   rather  than  performance   outcomes  …     …    and  which  are  silos     for  knowledge  and   experience  -­‐   separate  from  work   WORK                  LEARNING  
  34. 35  They  are  recognising  that  new  enterprise  tools  offer  new  opportuniAes  …  
  35. AcAvity  stream   Real-­‐Ame  updates   Member  commenAng   Threaded  discussions   Likes  and  Relies   Sharing  of  resources   Sharing  links   Sharing  files   Polls  and  surveys   Content  creaAon  tools   Group  spaces   within  the  network   and  external  networks   36   ..  since  they  take  a  more  modern,  social  approach  to   collaboraAon  
  36. So  they  are  being  used  for  social  onboarding      …   get  to  know  co-­‐workers  and   company  culture   ask  &  answer  quesAons   access  resources   AND  start  contribuAng   37  
  37. They  are  being  used  for  social  mentoring   informal,  ad  hoc  mentoring   as  needs  arise   self-­‐iniAaAng  in  the  ESN   38  
  38. 39   Live  chats  –  YamJams  –   real  Ame  conversaAons     Hotseats     Book  clubs     Online  Lunch  ’n’  Learns     Daily  Aps  or  learning   resources   They  are  being  used  for  an  on-­‐going  stream  of  social  and   collaboraAve  learning  acAviAes  ..  
  39. They  are  also  being  used  for  online,  social  workshops   1.  scaffolding     2.  autonomy     3.  social  as  focus   4.  content  as  support   5.  performance-­‐oriented  
  40. 41   In  other  words  L&D  departments  are  building  an  Enterprise  Learning  Network   embedded  within  their  Enterprise  Social  Network.  
  41. 42   3    Moving  from  a  focus  on  instruc2on   to  suppor2ng  knowledge  sharing  and   collabora2on  in  the  workflow  
  42. They  recognise  that  “learning”  is  not  something  separate  from   work;  it  is  an  integral  part  of  it.   43  
  43. 44   They  are  helping  teams  to    work  and  learn  together  –  and  share  their   knowledge  and  experiences  –  and  in  doing  so  helping  to  build    a  collaboraAon  culture  
  44. “You  can’t  TRAIN  people  to  be  social  –  only   show  what  them  what  it  is  like    to  be  be  social.”     45  
  45. They  are  helping  teams  understand  how  to   collaborate  purposefully  and  producAvely   through  modelling    not  shaping   46  
  46. “A  set  of  processes     individually  constructed,     to  help  each  of  us  make     sense  of  the  world     and  work  more  effecGvely”   47   They  are  helping  individuals  with  their  Personal  Knowledge  Management   Harold  Jarche  
  47. 48  
  48. 50   Personal/   Professional   Learning   OrganisaAonal   Learning   organised:  designed/delivered/managed   (structured,  formal)   TRAINING   self-­‐organised  and  self-­‐managed   (un)structured,  informal,  social     LEARNING   To  summarise,  whereas  L&D  has   tradi2onally  only  valued  the  learning   that  has  been  organised  by  them    …  
  49. 51   Personal/   Professional   Learning   OrganisaAonal   Learning   KNOWLEDGE  SHARING     in  work  teams  and  groups   …  the  Social  Learning  Revolu2on   means  that  L&D  is  no  longer  solely   responsible  for  learning    in  the  workplace;   it  is  becoming  a  shared   responsibility   organised:  designed/delivered/managed   (structured,  formal)   TRAINING   self-­‐organised  and  self-­‐managed   (un)structured,  informal,  social     LEARNING  
  50. 52   C4LPT.co.uk   The     Workplace  Learning     Revolu2on     Jane  Hart  
  51. The  Social  Learning  Revolu2on     Jane  Hart,  GREAT  Conference    Lisbon,  16  September  2013  

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