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Social Learning is a self-propagating concept, that is- once a social learning culture is achieved in an organization. Here we try to enlist the top challenges which hinder social learning from becoming a reality in organizations: 1. Social learning is more of an abstract concept. Security issues. Intangibility.
Whereas most people are concerning themselves with the new social and collaboration technologies, or how to get people to collaborate, for me the key to successful social learning is how the individual engages in his/her networks and contributes what s/he has learned or is learning along the way.
Hence I was thrilled to find Jane Bozarth's book: Social media for Trainers. I'm following a lot of social media buzz, a lot is by marketeers. And I can't really find my way in some of the e-learning content, when it is discussing LMS/CMS issues for instance. Anyhow, the book is very practical and has lots of good tips.
Shouldn't we ALL be able to come together and work as a community of practice to share the work we've done? And yes, there are issues of copyright, and ownership, and all that. Maybe what find isn't a complete course but an awesome structure for a similar course with all the content stripped out.Bingo.you're in business.
An instructional designer by profession who started her career anlayzing learner needs, creating micro-design documents, writing story-boards and discussing the nitty-gritty of course navigation with visual designers, I have long been interested in the power of social, collaborative and informal learning. The age of social learning is here.
In an insightful piece , Harold Jarche puts together how collaboration and cooperation are needed to make organizations work ‘smarter’, integrating workgroups with the broader social network by using communities of practice as the intermediary.
With her focus on the main tools that have grabbed “global imagination” namely, Twitter, Facebook, Blogs and Wikis, Jane Bozarth writes a lucid, eminently readable account of what technology has to offer in terms of Social Media tools and their position in the sphere of learning. Imagine the efficacy of such training!
I had, as Harold’s original model provided the basis for, separate groups for Work Teams, Communities of Practice, and Social Networks. And in Social Networks I had put: share, contribute, listen, care, interact, and discuss values. Within each were separate elements.
Learners can choose to access information (via web or mobile) and use different channels of learning (blended/ social/ virtual classroom/ old fashioned ILT) to get maximum leverage. The system training need is significantly reduced, as are the support issues for internal helpdesk.
E-learning outside the training box with Nancy White and John Smith Once you've mastered enough of the new social media tools, training and development professionals are figuring out that technologies can change the boundaries around training itself, just as they can interrupt organizational boundaries.
The issue is that while these SMEs may be technically adept, they may not know the best way to create learning. Corporate training departments have carried this further, by implementing coaching and communities of practice (CoP). Instructional models.
Keeping the Wheels Turning: The Dynamics of Managing Networks of Practice. Journal of Management Studies, 47(1), 85-108 The authors make a distinction between NoPs and CoPs; networks of practice and communities of practice. Managers should support and energize communities, not neglect and ignore them.
Unfortunately, we ran into a few technical issues. There was also the issue that we had a heck of a time getting into the system in the first place. Tony O'Driscoll, Paula Ketter and I did a webcast for T+D - ASTD's publication today. Rookie move not to ask if everyone was seeing it.
How does this relate to social learning? Can introverts engage in social learning? It could be that introverted professionals prefer to go through individual e-learning models and more extroverted professionals in social learning activities. We have already concluded that everybody engages in social learning.
We discussed a range of issues around this topic, and we generated some really bright ideas that I feel are worth pursuing in the corporate sector. Organisations shouldn’t be scared by this; in fact, it presents you with an opportunity: Why not respond to the customer, remedy their issue and turn their loyalty back around?
The meaning of ‘community’ has changed drastically with the spread of the internet and the rise of all the social networks. No longer confined by geography, people who share the same interests can connect, share and grow as a community online. Organizational value of online communities.
As you may or may not already know, I like to refer to associations as our real “communities of practice.” This gathering is for creative thinkers who want to discover and reflect on the next big idea for their community of practice. This means more than developing a social media plan! Hope to see you there!
Communities of Practice served as a model for this thinking. This included and Enterprise Social Network and a Knowledge Management system. The issue was solving workplace problems. For an internal self-help solution, Allison Anderson developed a community of practice with events, portal, and a networking platform.
Until schools also develop effective communication and collaboration skills, L&D would be useful. There’s the further issue of creating a learning culture, too, where people share and cooperate.
Example: An online Community of Practice for client engagement skills doesn’t need to finish at the end of the learning program. For example, some time ago I developed a video on how to create a podcast using organisation-issue hardware. Organisation experience in social media. Employees as content creators.
Example: An online Community of Practice for client engagement skills doesn’t need to finish at the end of the learning program. For example, some time ago I developed a video on how to create a podcast using organisation-issue hardware. Organisation experience in social media. Employees as content creators.
That’s ‘fine-tuning’, not the core issue. Think performance support first, and communities of practice, only resorting to courses as a last result. We’re even measuring the wrong things. Cost per seat hour is secondary (at best). What’s primary is business impact.
eLearning Learning is looking for a bit deeper posts that focus on applied issues. It's part of the overall social filtering that the technology relies on. eLearning Acupuncture Breakthrough eLearning Discovery Through eLearning eLearning Weekly Engaged Learning eLearning Community 2.0 It's Tony Karrer delicious links.
My issue is with the locus of the curation of those objects; should it be the organization, an AI, or the community? I’ve argued that the community of practice should determine the curriculum to be a member of that community. It led to some reflections that I want to share. ” Count me skeptical.
While a true community of practice is usually characterized by its lack of formal oversight, the moderators did a good job of blocking out blatant marketing attempts and people phising for email addresses, and refocusing/refereeing discussions when needed. And, really, they said, they're tired.
This becomes a major issue when SMEs make up over 70% of most supply chains and have fewer resources to access sustainability knowledge—creating a disparity between the haves and the have-nots in building informed sustainable strategies. says Mark Sugden, VP of Community of Practice.
I write this as I travel to Birmingham to participate in a panel discussion with Nick Shackleton-Jones and Robin Hoyle on the role of social media in learning. There is no question whatsoever that social media is transforming our personal and business lives. In some cases the results have been transformational.
So many organizations show interest in Twitter and other social tools, but then worry about making online conversations private, or locking them up inside the company's firewall. Popular talk about "communities of practice" (CoPs) focuses a great deal on 'community' but rarely on 'practice'.
One of the issues is, for me, where you want to learn, and where you don’t. There’s also the issue of how the Sage on the Side would operate? I do think that the notion of a tree of trajectories may be too rigid, so I’ll have to ponder that, but I’d like to devolve that decision to the community of practice.
The previous post highlighted issues around the situated learning theory of Jean Lave. In this post, I extend this idea into the work Lave did with Etienne Wenger, which has become known as Communities of Practice. Bandura Social Learning Theory 4. Festinger Social Comparison Theory 11. Bruner Scaffolding Theory 5.
Just finished up an online presentation, Using Social Medial to Improve Workplace Learning , slides below. At the end of the presentation, I tried something different and shared Wordle so we could make a word cloud for two issues: what things make a bad classroom training session and what an ideal online community would look like.
Implications for Training All of the above highlight some fundamental issues around the course/curriculum training model as the principal L&D tool in a complex world. Where best practice can be defined it seems to make sense that the standard training and development model will work. Clark’s diagram here gives a clear view.
The last post highlighted issues around the andragogy theory of Malcolm Knowles. The theory Jean Lave''s situated learning theory can be located within the social constructivist school of thought. Bandura Social Learning Theory 4. Festinger Social Comparison Theory 11. Anderson ACT-R Cognitive Architecture 2.
Deals a lot with issues and challenges in the online learning environment. Issues with establishing social and teacher presence to make strong relationships online soon – so people feel safe; doing bio activities. Interested in what’s going on at college and university. Lots of emphasis on online teaching in learning.
In a conversation I had recently, specifically about a community focused on research, I used the term ‘community of improvement’, and was asked how that was different than a community of practice. First, let me say that a community of practice could be, and should be, a community of improvement.
Examines how technological tools catalyze social change b/c it’s easier to get together & collaborate. If you think of education as a community of practice, the ability to move the conversation outside of academic areas–have the “residue of the conversation&# outside schools.
In contrast, social and experiential learning continue to be veritable goldmines of productivity, placing learners at the centre of their story and demanding a major shift from Learning & Development professionals. social networks (yammer, chatter). CREATE REAL VALUE ON SOCIAL PLATFORMS. processes (six sigma, kaizen).
Here are some of the most frequent ones with tips on how to overcome them: Money is always an issue. To counteract that, it’s important to build communities of practice. Even if it takes effort and excellent organizational skills to set up communities of practice for geographically dispersed employees, the benefits are worth it.
During the last 5 years I was able to exchange ideas, share thoughts, and learn from an eLearning community of practice that exists in the blogosphere. I did my research and I listed 134 eLearning and workplace Learning Blogs. We support Free eLearning!
Updates recent studies show additional reasons: Blogging and Social Networking Boosts Your Social Life. The idea of the latter is that learning occurs when the learner immerses him or herself in a community of practice, learning by performing authentic tasks, learning by interacting with and becoming a member of the community."
Ideas range from games based learning , to the use of social media and networking, to simpler approaches such as the use of digital cameras in art or data logging in science. Design issues are not the only problems. The technology, designed to make learning easier, actually ends up making it more difficult. Leave the store.
Most learning by its nature is a social process since the knowledge we need to succeed in society is embedded within a cultural context. Along with the rise of online social networking, the ability to transfer social learning into an online format has also become a more seamless process. What is social learning?
In thinking a bit about the Future of Work, one of the issues is where to start. If we take the implications of the Coherent Organization to heart, we realize that the components include the work teams, the communities of practice (increasingly I think of it as a community of improvement ), and the broader network.
Every so often a book is published that provides a community of practice with a fresh perspective on current issues. The intention of this review is to describe a few chapters, reiterate the book’s importance to the community of practice, and provide our readers with one of the editor’s commentary.
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