1. SOCIAL LEARNING
SOCIAL TRAINING AND SOCIAL
WORKPLACE LEARNING
Social learning is the idea that we learn and gain insight primarily
through our social interactions with other people. These people can
be our co-workers, our managers, or even our spouses. Research
shows that 70% of learning and development takes place from real-
How We Learn life and on-the-job experience, tasks and problem solving; 20% of
the time development comes from other people through informal
70% real-life and on-the- and formal feedback, mentoring, or coaching; and only 10% of
job experience, tasks and learning and development comes from formal training (*Robert
problem solving Eichinger, Michael Lombardo).
Social learning is a very viable option for how we learn and develop
20% informal and formal in our professional careers. Beyond our own personal benefit, social
feedback, mentoring, or learning has been linked to increased growth and retention in
coaching organizations as well. We can think of social learning in two main
camps: social training and social workplace learning.
10% formal training and
development
Social Training
Social learning occurs as social training in the form of job
instruction, on-the-job training or personal development
(workshops/seminars/classes). Usually training tends to be formal,
classroom-oriented, and instructor-led. Social training takes training
a step further by introducing informal learning as a complimentary
function. We consider this the push method - learning, even at a
social level, is being pushed upon the participant in informal ways.
These informal modes of learning are illustrated through workplace
study groups after the workshop, filling out a survey to demonstrate
training retention, answer a question and sparking a discussion
weeks after training has occurred. Social training is designed to help
build competency in an area just like any other formal training
would. It is usually tracked, managed and monitored to facilitate
maximum learning.
Social Learning: Social Training and Social Workplace Learning
©2011 New Directions Consulting
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2. A great example of social training occurred with a client recently.
Looking for a unique way to develop a leadership program with a
leading pharmaceutical company, we invited the classroom of
aspiring leaders to join a virtual group through LinkedIn. Before
the class and after the class, participants were encouraged to join
the group to discuss articles, concepts, theories, and best
practices in real-time, with real peers. Occasionally the instructors
posted an article or provocative question, other times participants
would post value-added content to the group themselves.
Learning was occurring outside of the classroom. This is social
training - it's taking the combination of the concepts that were
instructor-led, and puts them in a social context for participants to
comment, share, and gain insight from one another.
Social Workforce Learning
Social Learning also occurs as social workforce learning in the
Push vs. Pull form of sharing, connecting, and collaborating not because an
instructor has encouraged you to do so, but in a self-directed,
Push: Learning forced self-managed, autonomous way. Social workforce learning can
upon a participant, either manifest itself as we use social technology to collaborate with one
formally or informally, via another, gain greater information on a specific area, or to speed
an instructor or coach. up a work process. If you're of the earlier generation you have
seen this physically manifest itself as a younger generation has
come in and used social technologies to expedite, improve, or
Pull: Self-directed and collaborate in new, innovative ways to maximize their efficiency.
self-managed learning The tech generation has an amazing capability to gain quick
sought out by an individual information, poll friends, reach decision making at breathtaking
for personal development. speeds, and then repost that information and insight with their
peers with three clicks of a button.
* Jane Hart (Social Learning Handbook)
Social workforce learning is considered the pull method of social
learning because it is not forced onto anyone, but is instead
sought out for personal development at the most informal level.
Whereas social training is meant to build competency, social
workforce learning is all about job enhancement. Likewise social
training is all about learning; social workforce learning is about
doing one's job better. Both are social learning, just of a different
nature.
Social Learning: Social Training and Social Workplace Learning
©2011 New Directions Consulting
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3. 4 Channels of Implementation
Whether its social training or social workforce learning all have
to meet the requirements of the 4 channels of social learning
which are:
Research &
Gather
 research and gathering
 creating and developing
 communication and feedback
Collaboration &
Sharing
Channels of Create & Develop  collaboration and sharing
Implementation
Social learning has actually been happening without technology
for many centuries (think Socrates and the Senate, the Salons of
Communication France and Italy, The taverns of the Revolutionary war,
Speakeasies of the 1920s, and even our local barber shops). The
& Feedback
conversations have always happened, we're just now
experiencing a heightened sense of community, sharing and
access because as some have put it, "we are now only six pixels
of separation away from one another." A clear technical bent
compared to the original six degrees of separation.
How does social learning fit with social technology? The main
buckets of social technology that support social learning include
(but are not limited to):
 Social Networking Platforms (Facebook, LinkedIn)
 Microsharing (Twitter, Texting)
 Social Bookmarking (Digg, Evernote)
 Filesharing (iCloud, SharePoint)
 Communication Tools (FaceTime, Smartphones)
 Blogging (WordPress, Blogger)
 Podcasting (iTunes)
 RSS Feed (GoogleReader,FlipBoard)
 Photosharing (Flickr, Animoto)
 Presentation Sharing (GoToMeeting)
 Video/Screencast Sharing (YouTube, Google's Hangout)
 Community Space (Forums, Second Life)
Social Learning: Social Training and Social Workplace Learning
©2011 New Directions Consulting
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4. Social Learning Model
Below is a model of what is described above. As Jane Hart says in her
book, Social Learning Handbook, "learning is no longer about
waiting to be taught or trained, but about individuals having the
power in their own hands to deal with their own learning problems
much more quickly and efficiently than before." Flexing one’s style to
meet the needs of the person they’re trying to influence or teach is a
lot like using the right bait to suit the fish. Each fish is different and
likes certain kinds of bait - a great fisherman uses different bait
depending on what fish he desires to catch. The same is true with
employees; we need to use the right educational platforms that help
our employees learn the best. Taking that adage a step further,
imagine a work environment where you no longer need as much bait
because employees are developing and learning on their own. It's not
unrealistic to think that we are entering a time of hybrid learning
where formal and informal, social and instructor-led all form together
to create a learning renaissance.
Social Learning: Social Training and Social Workplace Learning
©2011 New Directions Consulting
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5. Questions to consider:
 Is your organization beginning to embrace and adapt
to the paradigm change around social learning, or are
you thinking it has no place in the workplace?
 How is your organization guiding the social learning
workplace, or are you crossing your fingers that it will
all work out okay?
 Are there social learning activities that could be used
in your organization if someone took the initiative to
make it happen?
w w w . N ew Direct ionsConsult ing. com
Social Learning: Social Training and Social Workplace Learning
©2011 New Directions Consulting
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