A Practical Guide for Implementing Web 2.0 Learning is a tool no business professional should go without reviewing. This was delivered at the Aberdeen HCM 2009 Summit held in Atlanta. I will post more of these findings as I review them and clean them for client specific content, execept who the author is and how to contact them. Lynn Clemons - Shared Learning Sorce.

1. It’s in the Mix:
How Collaborative, On‐Demand, and Mobile
Learning Drive Your Business
Webcast Take Aways
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2. Consider On‐Demand Learning When…
• Learner support requirements are time sensitive, frequent, or unpredictable
Business Need • Timely and/or critical to push new learning content to the field
• Support essential to task completion / business execution
• Can provide on demand learning with minimal and even no
technology infrastructure
Your Infrastructure
• Can be delivered through mobile device, intranet/Internet, EPSS, job aid
• Fast‐paced work environment
Organizational Culture • High levels of motivation and culture of self‐reliance
• Encourages learning independence
• Independent and resourceful
• Demand‐driven, need it now framework
Audience
• Varying schedules
• May include sales, customer service, field support, operations
• Proper task execution is mission critical
• Memorization of long or infrequently used procedures is not prudent
Type of Performance
• Processes and procedures frequently change, or are customized
• Tasks are not routine, or high volume of new information
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3. Consider Collaborative Learning When…
• Share best practices (e.g. innovation, problem solving)
Business Need • Shorten workgroup learning curve, improve team performance
• Strengthen interpersonal and collaboration skills
• Can achieve with minimal and even no technology infrastructure
Your Infrastructure
• Virtual collaboration requires an Internet connection and an application
• Encourages group interaction and teamwork
Organizational Culture • Values collaboration and shared perspectives
• Supports continuous learning
• Conditioned to working in team environments; collaborative
Audience • Willing to share ideas and knowledge
• Accustomed to utilizing shared resources and knowledge bases
• Interpersonal skills • Problem solving
Type of Performance • Decision making • Observed and coached practice
• Processes and procedures
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4. Consider mLearning When…
• Reaching a large, dispersed, and mobile audience
Business Need • Providing just‐in‐time learning, refresher, or coaching anywhere, anytime
• Decreasing training‐related downtime
Your Infrastructure • Is developed – best results if mobile infrastructure is already in place
• Is open to trying new technologies and approaches
Organizational Culture • Sees mobile technology as a useful tool
• Communicates in small, frequent bursts
• Needs small segments of targeted information on a regular basis
• Is mobile, has windows of downtime
Audience
• Uses a mobile device
• Has little time for learning
• Performance can be packaged in small chunks
Type of Performance • Brief knowledge updates and reminders
• Ongoing assessments
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5. Consider this:
• The business need
Seek to understand pressing business issues, and how those might be
impacted by Web 2.0 Learning.
Web 2.0 Learning should not be a solution looking for a problem.
• Your infrastructure
Thoroughly research the current and planned technology infrastructure.
What does the internal technology landscape look like?
• The organizational culture
Understand the demand for remote business applications within your organization.
How are these applications being used, and who is using them?
• Characteristics of your target audience
Poll the learning audiences to better understand their learning challenges, requirements, etc.
Gather their feedback about existing approaches, Web 2.0 learning technologies.
• Return and risk
Identify the situations that offer the best potential for convincing ROI, and rollout success.
Pick a situation that offers the greatest impact, and develop a business case.
Best Practice Considerations
for Implementing Web 2.0 Learning
• Learning Leader Role: Consultant, Problem Solver, Evangelist, Standards Setter
• Ensure the solution defines the technology and not the opposite
• Understand and adhere to all technology side requirements
• Determine learning management tracking requirements
• Start small – high value, low risk, ease of deployment
• Level set perceptions, expectations, and benefits among business line leaders
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