Invited presentation, WOLCE, 28 September 2011

1. WOLCE, Birmingham,
28 September 2011
Harnessing
the potential
of social
learning
Jane Hart
Centre for Learning & Performance Technologies
www.C4LPT.co.uk

2. C4LPT, 2011 2

3. Social Learning is NOT …
• a new training trend
• bolting “social” onto a course
• upgrading to a new LMS
It is a fundamental shift in the way we view workplace learning

4. Learning
"Social Business" is not about technology, or about
"corporate culture." It is a socio-political historical shift that
is bigger, broader and much more fascinating.
A new perspective is changing how we think about society,
politics, interpersonal relationships, science, government
and business. New approaches are emerging. Learning
and self-expression are exploding. Values are changing.
Leadership is changing. The economy is changing. Change
itself is changing — it is accelerating and becoming the
norm.”
Social Business doesn’t mean what you think it does
Deb Lavoy, 7 September 2011
C4LPT, 2011

5. what evidence do you have
that workplace learning is changing?
C4LPT, 2011 5

6. C4LPT, 2011 6

7. Consumerization of IT
“Today already 47% of business technology users
at North American and European companies report
using one or more website(s) to do parts of their jobs
that are not sanctioned by their IT department.
We expect this number to grow to close to 60%
in 2011 as frustrated workers work around
IT to self-provision technology”
How democratization of technology empowers employees, Forrester, 2011
C4LPT, 2011 7

8. Consumerization of Learning
“between one-third and two-thirds of your
employees are meeting their needs
by working around you”
Jensen & Klein, Blind Spots, CLO Magazine, April 2011
C4LPT, 2011 8

9. how can IT and L&D deal with
this?
Ignore it – it’s not important
Ban it – it’s disruptive
Embrace it – it’s an important aspect
of learning in the workplace
C4LPT, 2011 9

10. who is using these tools?
how are they using them?
what can L&D do to support
a broader approach to
workplace learning?
C4LPT, 2011 10

11. Who?
Smart Workers
C4LPT, 2011 11

12. IMPROVING PRODUCTIVITY
FINDING & USING
Personal Finding content CONTENT
Team productivity
productivity
Keeping up
to date
with new
content
Sharing
links,
resources
& ideas
Co-creating
content
JOINING & BUILDING CREATING & SHARING
NETWORKS & COMMUNITIES
C4LPT, 2011 CONTENT 12

13. 8 key features
how the Smart Worker
uses social media
…and what
L&D can do
C4LPT, 2011 13

14. 1 - The Smart Worker :
recognises she learns
continuously as she does
her job
“today’s work environment doesn’t
tolerate learners stepping out of their
workflow to learn unless it is absolutely
vital to do so”
Gottfredson, 2011
Value informal and social learning ...
in the workflow
C4LPT, 2011 14

15. 2 - The Smart Worker :
wants immediate access
to solutions to his
performance problems
“People don’t want to study a
problem they want to solve it.”
Create more relevant content
Encourage effective use of Social Web
C4LPT, 2011 15

16. 3 - The Smart Worker : is happy to share
what she knows
Tap into growing
phenomenon of
sharing
Enable sharing
Let groups organise
their own content
C4LPT, 2011 16

17. 4 - The Smart Worker :
relies on a trusted
network of friends and
colleagues
Help individuals build their own
Personal Knowledge Networks
Help groups set up their own
Communities of Practice
C4LPT, 2011 17

18. Provide a framework for conversations and discussions to take place
Encourage others to set up learning communities
5 - The Smart Worker :
learns best with and from others
C4LPT, 2011 18

19. 6 - The Smart Worker : keeps up to date
with his industry and profession
Help individuals with their Personal
Knowledge Management
Encourage others to curate content
C4LPT, 2011 19

20. 7 - The Smart Worker :
constantly strives to
improve her productivity
Encourage use of personal devices
Carry out workflow audits
Offer a performance consulting service
C4LPT, 2011 20

21. 8 - The Smart Worker :
thrives on autonomy
"Human beings have an innate
drive to be autonomous, self-
determined and connected to
one another.
Control leads to compliance;
autonomy leads to
engagement
A sense of autonomy has a
powerful effect on individual
performance and attitude.“
Let go!
Encourage self-reliant learners/workers
C4LPT, 2011 21

22. To harness the potential of social learning …
IS NOT TO BUT
• Think it needs to be “designed” • Encourage open conversations,
• Bolt it onto your course content collaboration, sharing, co-creation of
content … in the workflow
• Only allow moderated
commenting on expert content • Help/ support individuals/teams to
address their own learning and
• Mandate/force social
performance needs and work
participation
smarter
• Measure success in terms of
• Measure success in terms of
social activity
performance improvement
• Manage it in a LMS
• Enable it all in with social and
• Believe, it’s all about the collaboration tools/platforms
“learning”
• Believe, it’s all about “performance”
COMMAND & CONTROL ENCOURAGE & ENGAGE

23. bit.ly/janeatwolce