What are the different forms of non technology Social Learning in the workplace?

We're all trying to create more distributed and blended learning in the workplace and one of these methods we all hear about is Social networking. I used to think this only meant using Wikis, Facebook and Blogs but after reading a great article I realise social networking is not restricted to electronic networking.

Have a read of the attached article from the Aust Institute of Training & Development. It describes what social networking/learning really is and then gives some examples of non electronic networking.

Now many companies (including mine) aren't geared up yet to implement an electronic networking system that's why I want to discuss and explore the various methods of setting up social networking in a workplace situation that is not technology based.

What are the methods for creating non technology based social learning in the workplace? Love to hear your ideas and discuss.

Mark.

What does mature e-learning look like.pdf

A very concise and interesting article Mark.

A few things which caught my eye:

1. Bjorn writes that learning needs humour. I totally agree and this is generated by the environment ~ for us to create good learning environments, we, as designers, need to be in the right frame of mind, and that depends on the working environment. Designers need to ensure they have the right kind of working environment to allow them to get into the 'zone'.

2. I was struck by the table. Bjorn places podcasts as 'easy' and classroom simulations as complex. I would see it the other way around - podcasts require a recording equipment, some detailed planning etc; classroom simulations require some thought and clear writing of materials and clear facilitator instructions ~ the kinds of stuff that comes as second nature to people like you and me.

3. I totally agree that elearning, just as the internet in general, has not lived up to all its utopian promises. One thing I do notice is that what seems simple and what seems complex depends on ones background. I remember taking a classroom training delivered by elearning experts. I could see that elearning experts don't necessarily make good classroom trainers. I wonder how it works the other way around? We'll find out.

One last thing, I can't help thinking that we are concerning ourselves with "how effective is it" where the debate by the great and powerful in the client companies is "how cheap is it". We all know the surface arguments for elearning: staff don't need to leave their desks, no scheduling issues, no travel costs, no opportunity costs (because the company no longer needs to factor in training time - this is left to the trainee to deal with). All these issues say nothing about which is more effective from a learning perspective.

Chris

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Chris Bowie July 28, 2010 at 3:08am

A very concise and interesting article Mark.

A few things which caught my eye:

1. Bjorn writes that learning needs humour. I totally agree and this is generated by the environment ~ for us to create good learning environments, we, as designers, need to be in the right frame of mind, and that depends on the working environment. Designers need to ensure they have the right kind of working environment to allow them to get into the 'zone'.

2. I was struck by the table. Bjorn places podcasts as 'easy' and classroom simulations as complex. I would see it the other way around - podcasts require a recording equipment, some detailed planning etc; classroom simulations require some thought and clear writing of materials and clear facilitator instructions ~ the kinds of stuff that comes as second nature to people like you and me.

3. I totally agree that elearning, just as the internet in general, has not lived up to all its utopian promises. One thing I do notice is that what seems simple and what seems complex depends on ones background. I remember taking a classroom training delivered by elearning experts. I could see that elearning experts don't necessarily make good classroom trainers. I wonder how it works the other way around? We'll find out.

One last thing, I can't help thinking that we are concerning ourselves with "how effective is it" where the debate by the great and powerful in the client companies is "how cheap is it". We all know the surface arguments for elearning: staff don't need to leave their desks, no scheduling issues, no travel costs, no opportunity costs (because the company no longer needs to factor in training time - this is left to the trainee to deal with). All these issues say nothing about which is more effective from a learning perspective.

Chris
- mark turner > Chris Bowie July 29, 2010 at 2:21am
  
  Good points Chris, also Bjorn doesn't really put social learning into his table either which I would define as synchronous and easy, although organising people together in the workplace for social learning can be more difficult.
  
  Actually how can we do this? What platforms can we create for social learning in the workplace that are face to face and not via wikis and blogs? Our department uses 'Lunch and Learns' which are working quite well but I want to try other social learning methods.
  
  Then I guess the next question is how do we try and sell the idea to our learner's managers and team leaders?

This reply was deleted.

Exploring Workplace Learning & Development

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