One of the biggest problems with social learning is that it is an informal type of learning and organizations can’t help but to try to formalize it in any way possible. It is understandable because a free-for-all in any function is hardly an effective way to run a business. While a free-for-all learning strategy might not be the most effective way to run a training department, Stephanie Ivec argues for keeping informal learning, informal, "Trying to turn informal learning into formal learning diminishes [its] unique benefits" writes Ivec.
The problem with anything social (social media, enterprise social, social learning) is the 90-9-1 rule which states that 90% of people will not participate. These “lurkers” are content to read what the other 10% are producing and/or commenting on. This might not be a problem in social media as a whole, but it is a problem in corporate learning when we want 100% participation.
One of the major problems with eLearning is that people cannot interact with each other. No matter how interactive you make an eLearning course, it is still a matter of a screen delivering content and a person consuming (reading, watching, listening, clicking, etc) that content. In general, eLearning does not afford the benefit of the follow-up question or leaning over to the person next to you and asking, “What did the instructor mean when she said….?” That is the bad news about most eLearning.
Microsoft recently announced that all existing Office 365 Enterprise Plans will now include Yammer Enterprise. This is great news especially for Office 365 customers.
On Thursday, May 9, Mindflash hosted a webinar to discuss how Yammer uses Mindflash to conduct training. It was a very informative webinar, and I thought I would recap some of the highlights so you can learn how to use Mindflash and Yammer together to develop and deliver training in your organization. In this webinar, Yammer discusses three challenges that it needed to overcome, what they were looking for in an e-learning authoring tool, and how Yammer actually uses Mindflash to conduct training for employees and customers.
As you begin to learn about the different ways to bring e-learning into your organization, you will invariably come across the question, "Which is a better option: self-paced e-learning or live, on-line training?" It is not an easy question to answer because there are benefits and drawbacks to both methods.
Of all the sections in my book on critical skills learning professionals need to know now, "enterprise 2.0 collaboration" seems like the most unlikely "critical" skill. However, as the speed of business keeps increasing, learning pros are having to adjust their goals, and the skills they need to fulfill them.
Where once L&D people delivered learning
Social Learning is a term that is rapidly spreading throughout the learning and performance field. It’s also a phrase that is on the verge of being completely perverted by the same community.
There is a lot of talk about using social media in training or about social learning in the workplace, but frankly there is not a lot of action. There are many reasons for this inaction, but anyone who has worked in an organization knows there is an incredible amount of inertia keeping things the way they have always been done. Learning experience designers need to break free from the gravitational pull of "we have always done it this way" and try something new. There is no substitute for experimentation.