Periodically, I receive questions concerning various aspects of continuous learning. Some of these have been asked by members of Quora and answered by me. Quora is a question-and-answer website where questions are posed, answered, edited and organized by the community of users. At Quora, there is a topic called Continuous learning where questions have been asked and I have answered them. In some cases, others have also responded to the questions: Please visit, read and, if you like, ask or answer a question: http://www.quora.com/Continuous-Learning

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UNIVERSITY OF GOTHENBURG PROFICIENS MANAGEMENT AB Department of Sociology and Work Science
On Continuous learning and Learn Flow
in social media:
Answers to Questions asked at www.quora.com
2014-10-23
Dr. Ove Jobring
Email: ove.jobring@gu.se

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Background and purpose
Periodically, I receive questions concerning various aspects of continuous learning. Some of these have been asked by members of Quora and answered by me. Quora is a question-and- answer website where questions are posed, answered, edited and organized by the community of users. At Quora, there is a topic called Continuous learning where questions have been asked and I have answered them. In some cases, others have also responded to the questions: Please visit, read and, if you like, ask or answer a question: http://www.quora.com/Continuous-Learning
Questions answered are compiled under the following sub-areas.
Definition and clarifications: .................................................................................................. 3
Methodological issues ............................................................................................................ 4
Who's using what? .................................................................................................................. 7

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Definition and clarifications:
What is the concept of continuous learning?
Related issues:
What does continuous learning mean?
What is continuous professional learning?
What is meant by continuous learning?
What does continuous learning mean?
The answer to this will likely vary according to whom you ask. We are always learning, whether this is our intention or not. We do it during conversations and when reading the newspaper and watching the news. For me, it is related to the workplace, a possible definition would then be; Continuous learning refers to the ability to continually develop and improve one's skills and knowledge in order to perform effectively and adaptably to changes in the workplace.
Continuous professional learning, then, is a matter of fostering proficient continuous learning. This could be supported in a variety of ways, such as methodology and systematics, and by improving forms of reflection and feedback.
What are you learning, continuously?
We are always learners, this is the reality. In everyday life, we are not in control of every part of our learning. Receiving the answer to every question that we ask, verbally or just by thinking, means that we learn. Just like here at Quora. We probably learn different things, and to different degrees, on the basis of our life and work situation. So, whatever you learn will depend on the circumstances and the context, as well as what you, or others, demand in terms of knowledge.
What are the benefits of continuous learning?
Related issues:
Why is continuous learning beneficial to individuals?
The argument is that we are always learning - whether it's to our advantage or not - hopefully it’s mostly to our advantage! By supporting and strengthening our continuous learning in the workplace our ability enhances to more productive and effective work procedures.
We can support our continuous learning through increased awareness of our personal knowledge management, managing our daily environments more effectively. And we can support our continuous learning by developing our abilities for networking.
In doing so, continuous learning will be beneficial to us as individuals.

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Methodological issues
How can we engage in continuous learning through reflective practice?
The term continuous learning is occasionally used synonymously with informal learning, which is relevant. The latter is often mentioned in connection with reflective practice as a way to support learning. It was Argyris and Schön who drew attention to the topic via a number of books. Their knowledge is, of course, relevant to continuous learning. The practical implementation of their philosophy has been expressed in different ways. It often involves supporting reflective elements in work. This might involve building in routines, as defined meetings, for co-workers to share their experiences, e.g. after having attended conferences. Key elements of the reflectivity include systematic and thoughtful feedback and work with consultative leadership styles and forms of coaching - all with the aim of supporting the individual's reflection.
Up-to-date environments, formed through social media, create new opportunities for reflective practice as the development of personal knowledge management through which we can manage our daily digital environments more effectively, and our networking proficiency.
What does continuous learning require?
Related issue:
Is continuous self-improvement a skill that can be learned?
Continuous learning requires skills and generic competence that underpin your proficiency in how to learn. Continuous self-improvement is a skill that can be learned.
Continuous learning requires skills and generic competence that underpin your proficiency to actively learn.
Generic competencies include:
- Analytical skills and the ability to visualize, gather information, articulate, analyze, solve complex problems, and make decisions
- Evaluating information; search, interpretation, determining suitability, doing systematic reviews, etc.
- Communication Skills: Describe, defend, compare, annotate.
- Critical appraisal: Develop arguments, assess, choose, compare.
- Team Skills: Working in groups, defining problems, analyzing data, applying theories.
- Problem Solving; identifying and defining problems, developing strategies, solving problems.
Continuous learning requires, then, support in terms of fostering and enhancing individuals’ abilities and skills in a range of areas: Personal knowledge management, networking and facilitation, and supervision. In the long-term, it is about implementation of programs by which all employees’ systematically practicing abilities in such areas, and maintaining and supporting the process using what we could call a circular approach.

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How is continuous learning measured?
Related issue:
Do you know about any useful methods of assessing the degree of continuous, ongoing learning in an organization?
The more we focus on continuous learning - the more this issue is to be raised. There is no simple answer here, but some developments and trends include:
- EQF: the European Union and the organization Cedefop are developing the concept of EQF European Qualifications Framework - to some extent applicable.
- CPD points (continuing professional development points) which, as I understand, is primarily implemented in the UK - in some respects also evaluating informal learning and, in that case, relevant.
- Peer reviewing, in order to assess peers now occurring in several communities, one example being endorsements in LinkedIn.
- Learning analytics in several varieties. One is the continuing logging of individuals’ activities, with the track record being assigned a value. (There are such programmes available on the web). Another is more conventional and analyzes entire groups’ behaviours/activities, which provides a reference value regarding individuals in relation to others’ actions.
- Formative assessment - i.e. continuous assessment is increasingly being discussed in schools - apparently mainly based on the notion of continuous feedback (sometimes combined with learning analytics).
There is also ongoing work in the field. Recently, the European Commission launched Pilot Project - Open knowledge technologies: Mapping and validating knowledge - ECOKT2014 | Digital Agenda for Europe,
http://bit.ly/1uxewxO
Hopefully, it will provide us with fruitful knowledge.
Learning: How can we use Twitter as a learning tool in organizations?
Twitter can be used in many different ways. I personally use it essentially for monitoring educational trends and communicating a limited number of relevant events. One of the established bloggers in the field is Jane Hart (mentioned here by Kelly Meeker). In July 2014, she wrote under the heading: “Enabling and supporting workplace learning on your Enterprise Social Network”, about the Enterprise Social Network, ESN:
“Many of the key features of ESN technology are very similar to public social networking tools, like Facebook. At their core lies an activity stream that supports a constant stream or flow of real-time, threaded conversations through user updates and replies. In fact, the activity stream has now replaced the old-school discussion forum as the way in which people have conversations, and many believe that ESNs will ultimately replace email as the primary vehicle for employee communications.”
http://www.c4lpt.co.uk/blog/2014/07/05/going-social/

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Twitter is the equivalent of an activity stream. The stream provides information and news about what is happening in an ESN (or intranet); it provides an overview of event streams and ultimately gives the flow a coordinating function. The same application can get Twitter to coordinate a series of individual personal learning environments - which I think is one of the most interesting areas of development ahead of us. Twitter and corresponding media are very likely to become significant learning tools in the future.
Questions asked at Quora, close to the above – were responded to similarly:
How do organizations use "continuous learning" and why is it a current fad?
How do I request continuous learning points?
Recognition of non-formal and informal learning outcomes is becoming increasingly important. The field is under development and the notion of Continuous Learning Points probably cannot be regarded as established.
Regarding points, we usually speak about Continuing Professional Development Points - CPD points. At one extreme, this can be considered traditional training. There is a course you can complete that provides a fixed amount of points. It’s a way to request points. Normally, the courses refer to the professions for which society has decided that a professional license requires a certain number of CPD points per year, e.g. as healthcare professionals and lawyers.
CPD is on a sliding scale, however, and the other extreme is Continuous Learning Points, we can call them CLPs (there is no standard term); these seek to award points to informal learning. An interesting example of how to award credits is provided by the Chartered Insurance Institute, CII, which has created a Continuing Professional Development (CPD) scheme which also includes credits for informal forms of learning. For example, participation in "Seminars / Webinars" provides 15 credits.
But these points are internal and have no international or domestic legitimacy. Work on their development, however, is ongoing. Recently, the European Commission launched Pilot Project - Open knowledge technologies: Mapping and validating knowledge - ECOKT2014 | Digital Agenda for Europe,
http://bit.ly/1uxewxO
Hopefully, it provides us with fruitful knowledge.
Questions asked and responded to at Quora, close to the above:
How is continuous learning measured?
Do you know about any useful methods of assessing the degree of continuous, ongoing learning in an organization?

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Who's using what?
How do organizations use "continuous learning" and why is it a current fad?
Related question: How can we use Twitter as a learning tool in organizations?
Is it really a fad? I wonder? The monitoring I conduct does not give that impression. But for my part, I’d be happy if it was a fad – that would facilitate the funding ..:)
Two reasons why it’s gaining more attention: One is the 'individualization thesis’, which means that the responsibility for individual skills development has shifted away from community organizations and corporations towards the individual. Social media and the Internet are offering more and more opportunities in support of continuous learning, which enables the individual to update his/her skills. But it is also necessary that we develop methods that support and foster individuals towards proficient, continuous learning action. The second reason is mainly rapid development and change, which requires continuous knowledge development.
How do organizations use continuous learning? There are many ways in which organizations can support continuous learning, e.g. enhancing the methodology and quality of follow-up meetings. Concerning social media, one of the established bloggers in the field is Jane Hart. In July 2014, she wrote under the headline “Enabling and supporting workplace learning on your Enterprise Social Network”, about the Enterprise Social Network, ESN:
“Many of the key features of ESN technology, are very similar to public social networking tools, like Facebook. At their core lies an activity stream that supports a constant stream or flow of real-time, threaded conversations through user updates and replies. In fact, the activity stream has now replaced the old-school discussion forum as the way in which people have conversations, and many believe that ESNs will ultimately replace email as the primary vehicle for employee communications.”
http://www.c4lpt.co.uk/blog/2014/07/05/going-social/
Using ESN methodology and technology is one way for organizations to consciously support and implement Continuous learning.
Continuous Learning: How important is continuous education in helping someone progress in their career?
The degree of importance naturally varies between professions and how development occurs within the professional field. From only having been a few professions, e.g. teachers and healthcare staff, I am confident that it will affect more and more professions, not least because of the development of media. The trend is clear. It’s becoming increasingly important to more and more groups of professionals.
There is a difference between continuous education, which means that you are participating in courses, and continuous learning which is constantly ongoing and which can be supported by the development of skills in a range of fields.
There are professionals in the first category, where it is mandatory to have specific training each year, e.g. medical staff and lawyers. For these groups, then, continuous education is a

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highly important issue, possibly spreading to other groups where it is becoming increasingly mandatory.
In the second group, continuous learning, which is my interest and focus, maybe the following could be stated. The more applied and the more social media will be used - the more important the informal and continuous learning of professions is likely to be. It replaces the traditional types of courses. The group that stayed the longest, and has extensive experience, is the computer technicians, system developers and the like. Here it is important. Other groups include teachers. The more that professional groups develop and learn the media/methodology - the more urgent it becomes for individuals as regards helping them in their careers, I believe.
What types of organizations and communities effectively use viral peer learning?
It would have been interesting to know the exact answer to this question. Maybe someone reading this knows? There is a group on LinkedIn, "Communities of Practice", that might be able to answer the question. But the phenomenon is widespread and extremely changeable. My impression is that what we see and hear most, not least in research, is examples from large organizations mainly concerning a well-educated group of officials.
But there is a trend. Recently, I heard about a company that offers service for ATW vehicles. These small four-wheeled machines have evolved from a relatively simple technology into something increasingly sophisticated. The more sophisticated the technology - the more questions there were from mechanics across the world to the company's service desk. The company responded by implementing a system that provided mechanics with viral peer learning. Instead of calling the company, mechanics put their questions to each other. The company also introduced a reward system for those who answered the questions. It was a success! From being a white-collar phenomenon, it’s now also a blue-collar phenomenon. So there are all types of organisations which effectively use viral peer learning. And more to come!
Which jobs involve continual, intensive learning?
The degree of importance of different jobs naturally varies between professionals, and how development occurs within the professional field. From only having been a few professions, e.g. teachers and healthcare staff, I am confident that it will affect more and more professions, not least because of the development of social media. The trend is clear. It’s becoming increasingly important to more and more groups of professionals.
Please see the question above, which tells you about how it is used in a blue-collar context.