It looks like social learning is here to stay. Facebook, LinkedIn, Plaxo, Tweeter and others take significant role in the way people communicate, and this role is getting bigger as time goes bye.
Looking at social media platforms, it seems like companies cannot dismiss the opportunity for using them as learning channels.
The main challenge, in my mind, is in the nature of the social media platforms: they are unstructured environments. There is no manager looking after the information flow. There is no way of knowing, let alone controlling what type of information is flowing between people, who are the people involved, whether any knowledge consumed, any skill gained or what impact was achieved, if at all.
Corporate learning, is using a wide set of tools and processes to make sure, as much as possible, that knowledge and skills are gained, by the right people in the right time, and at the desired level. Using informal learning does not make the desire to monitor the learning process any less important, but certainly makes it more challenging.
Social learning as a tool for learning, makes it even more challenging.
Off the top of my head, such learning distribution would be of a viral nature: the learning unit (or whoever wish to initiate learning) would build profile page in faceook, would start a discussion in LinkedIn, form a group and so on, spreading bits and bytes of messages and knowledge into the network. No expectation for feedback, no expectation for impact measurement.
There will be no way to look for benefit to balance the effort.
What does it mean for the content at hand? We will review this next time around.
Amir Karmin
Looking at social media platforms, it seems like companies cannot dismiss the opportunity for using them as learning channels.
The main challenge, in my mind, is in the nature of the social media platforms: they are unstructured environments. There is no manager looking after the information flow. There is no way of knowing, let alone controlling what type of information is flowing between people, who are the people involved, whether any knowledge consumed, any skill gained or what impact was achieved, if at all.
Corporate learning, is using a wide set of tools and processes to make sure, as much as possible, that knowledge and skills are gained, by the right people in the right time, and at the desired level. Using informal learning does not make the desire to monitor the learning process any less important, but certainly makes it more challenging.
Social learning as a tool for learning, makes it even more challenging.
Off the top of my head, such learning distribution would be of a viral nature: the learning unit (or whoever wish to initiate learning) would build profile page in faceook, would start a discussion in LinkedIn, form a group and so on, spreading bits and bytes of messages and knowledge into the network. No expectation for feedback, no expectation for impact measurement.
There will be no way to look for benefit to balance the effort.
What does it mean for the content at hand? We will review this next time around.
Amir Karmin
רשומות
Implementing social learning needs a shift in the classical control illusion. How did you learn about social learning ? Did you have a controlled learning object on that ?
השבמחקCheck Netvision at Facebook.