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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	
  
3	
  
The Social Learning Revolution and 3 ways L&D are re-thinking their activities
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	
  
6	
  
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	
  …	
  
10	
  
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	
  
48	
  
The Social Learning Revolution and 3 ways L&D are re-thinking their activities
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	
  

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

  • 1. The  Social  Learning  Revolu2on     Jane  Hart,  GREAT  Conference    Lisbon,  16  September  2013  
  • 2. C4LPT.co.uk   2   2013  recipient  of  the     Colin  Corder  Award  for   Outstanding  ContribuAon  to   Learning  
  • 5. 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. 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. 8   computer-based training online learning e-learning learning management systems Most  are  now  using  technologies  to  automate  the  training  funcAon  …  
  • 9. 9   Meanwhile,  out  on  the  Social  Web  things  are  very   different  …  
  • 10. 10  
  • 11. 11   1   2   3   4   5   6   7   8   9   10   The  Top  10  of  the  Top  100  Tools  for  Learning  2012  
  • 12. Individuals  are  using  social  tools  to  build  a  trusted  network   of  friends  and  colleagues    -­‐  aka  a  Personal  Learning  Network   12  
  • 13. 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  
  • 14. “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  
  • 15. Individuals  are  using  social  tools  to  ..     “learn  the  new”  and  to  keep  up     to  date  with  their  industry  and   profession   15  
  • 16. Individuals  are  using   social  tools  to  ..     find  solu2ons  to  their   own  performance   problems  16  
  • 17. INDIVIDUALS  are  using     social  tools  to  ..     share  what  they  find,  learn,     create    and  know   with  one  another   17  
  • 18. TEAMS  AND  GROUPS  are  using  social  tools  for  ..     knowledge  sharing  and  collabora2on   18  
  • 19. 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. 20   “knowledge  dumps  tarted  up   with  trivial  interac6ons”   Clark  Quinn   This  is  why  there  is   growing  frustra2on  with     current  e-­‐learning  
  • 21. 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.  
  • 22. As  a  result  some   employees  are  now   paying  their  children  to   take  their  e-­‐learning  for   them.  
  • 23. 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. 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. 25   …    it’s  about    re-­‐thinking  pracAces  and  supporAng  workplace  learning  more   widely  and  in  more  modern  and  relevant  ways.  
  • 26. 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. 27   1    Moving  from  a  focus  on  learning    to  a  focus  on  performance  
  • 28. 28   They  are  stopping  being  order-­‐takers  and    becoming  performance  consultants.  
  • 29. 29   They  are  carrying  out  a  performance  analysis    …     (not  to  be  confused  with  a  Training  Needs  Analysis)  
  • 30. 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. 31   They  are  increasingly  focusing  on  performance  support   opAons    …  on  appropriate  devices  
  • 32. 32   They  are  measuring  the  success  of  their  “intervenAons”     in  performance  terms  
  • 33. 33   2    Moving  from  a  focus  on  managing  learning   to  building  a  learning  network  
  • 34. 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. 35  They  are  recognising  that  new  enterprise  tools  offer  new  opportuniAes  …  
  • 36. 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  
  • 37. 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  
  • 38. They  are  being  used  for  social  mentoring   informal,  ad  hoc  mentoring   as  needs  arise   self-­‐iniAaAng  in  the  ESN   38  
  • 39. 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  ..  
  • 40. 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. 41   In  other  words  L&D  departments  are  building  an  Enterprise  Learning  Network   embedded  within  their  Enterprise  Social  Network.  
  • 42. 42   3    Moving  from  a  focus  on  instruc2on   to  suppor2ng  knowledge  sharing  and   collabora2on  in  the  workflow  
  • 43. They  recognise  that  “learning”  is  not  something  separate  from   work;  it  is  an  integral  part  of  it.   43  
  • 44. 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  
  • 45. “You  can’t  TRAIN  people  to  be  social  –  only   show  what  them  what  it  is  like    to  be  be  social.”     45  
  • 46. They  are  helping  teams  understand  how  to   collaborate  purposefully  and  producAvely   through  modelling    not  shaping   46  
  • 47. “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  
  • 48. 48  
  • 50. 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. 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. 52   C4LPT.co.uk   The     Workplace  Learning     Revolu2on     Jane  Hart  
  • 53. The  Social  Learning  Revolu2on     Jane  Hart,  GREAT  Conference    Lisbon,  16  September  2013