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

The Social Learning Revolu2on Jane Hart, GREAT Conference Lisbon, 16 September 2013

C4LPT.co.uk 2 2013 recipient of the Colin Corder Award for Outstanding ContribuAon to Learning

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

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.

8 computer-based training online learning e-learning learning management systems Most are now using technologies to automate the training funcAon …

9 Meanwhile, out on the Social Web things are very diﬀerent …

11 1 2 3 4 5 6 7 8 9 10 The Top 10 of the Top 100 Tools for Learning 2012

Individuals are using social tools to build a trusted network of friends and colleagues -‐ aka a Personal Learning Network 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

“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

Individuals are using social tools to .. “learn the new” and to keep up to date with their industry and profession 15

Individuals are using social tools to .. ﬁnd solu2ons to their own performance problems 16

INDIVIDUALS are using social tools to .. share what they ﬁnd, learn, create and know with one another 17

TEAMS AND GROUPS are using social tools for .. knowledge sharing and collabora2on 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

20 “knowledge dumps tarted up with trivial interac6ons” Clark Quinn This is why there is growing frustra2on with current e-‐learning

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.

As a result some employees are now paying their children to take their e-‐learning for them.

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 …

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!

25 … it’s about re-‐thinking pracAces and supporAng workplace learning more widely and in more modern and relevant ways.

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

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 with a Training Needs Analysis)

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

31 They are increasingly focusing on performance support opAons … on appropriate devices

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 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

35 They are recognising that new enterprise tools oﬀer new opportuniAes …

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

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

They are being used for social mentoring informal, ad hoc mentoring as needs arise self-‐iniAaAng in the ESN 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 ..

They are also being used for online, social workshops 1.  scaﬀolding 2.  autonomy 3.  social as focus 4.  content as support 5.  performance-‐oriented

41 In other words L&D departments are building an Enterprise Learning Network embedded within their Enterprise Social Network.

42 3 Moving from a focus on instruc2on to suppor2ng knowledge sharing and collabora2on in the workﬂow

They recognise that “learning” is not something separate from work; it is an integral part of it. 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

“You can’t TRAIN people to be social – only show what them what it is like to be be social.” 45

They are helping teams understand how to collaborate purposefully and producAvely through modelling not shaping 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

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 …

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

52 C4LPT.co.uk The Workplace Learning Revolu2on Jane Hart

The Social Learning Revolu2on Jane Hart, GREAT Conference Lisbon, 16 September 2013