The Big Question: How do I communicate the value of social media as a learning tool to my organisation?
This month’s Big Question in the ASTD Learning Circuits Blog is ‘How do I communicate the value of social media as a learning tool to my organisation?’
How indeed? Well one way to approach this issue is to step back from the technology and ask yourself whether bottom-up learning in general (which has always happened, but which social media facilitates) is appropriate for the target population?
Bottom-up learning is managed by employees themselves. Why? Because it is in their interests to gain whatever knowledge and skills they need to perform effectively. A bottom-up approach is needed to address the 80% of learning that is needed 20% of the time. It most needs to be encouraged in those organisations in which there is constant change and fluidity in tasks and goals.
Bottom-up learning is cheaper, more responsive, less controlling, less patronising and altogether more in tune with the times. But it is also less certain, less measurable and less suited to dependent learners who don't know what they don't know.
For bottom-up learning to thrive, employees need the motive, the means and the opportunity (just like in the crime novels). They will only have the motive if they are rewarded for effective performance. The will only have the means if employers help them to develop the metacognitive skills (the skills you need to learn independently) and provide the right tools (particularly the social networking software that is revolutionising the way we interact with each other online). They will only have the opportunity if employers are able to foster a culture which encourages self-initiative and does not penalise mistakes.
L&d professionals could do worse in future than to regard bottom-up learning as the default solution, the one they choose routinely except where it is obviously unsuitable. For too long, employees have been spoon-fed their education and their training, and have failed to develop as independent learners to the extent that they should have done. Those entering the workforce in 2010 have overcome these barriers and have higher expectations. Provide them with the motive, the means and the opportunities and their capabilities are likely to astound you.
Labels: BigQuestion, social networking
posted by Clive Shepherd @ 11:59 AM #
6 comments
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6 Comments:
Excellent post – as always concise and timely! Are we all thinking about this issue at present?
I would add that a good appraisal system in the organization will ensure learners identify what they don’t know. And perhaps we should be debating whether bottom-up learning really is less certain and less measurable - do you have any evidence? :-)
Good and relevant post, Clive. In my experience (and industry), it doesn't seem too many organizations open up for bottom-up learning. Not to generalize, but it is the impression I have. Many L&d professionals and HR managers think they know what their workforce need-to-have and are fearing the flow of nice-to-have bottom-up learning might initiate. Again, this is only my impression.
Regardless, this is a topic I'm looking forward to debating in networks as well as with the companies we assist.
Clive, as I read your post, what I actually hear you recommending is for us not to forget to keep in mind things like adult learning principles (do not make patronizing material, bottom-up, learner ownership of development, etc.). I think this is a valid way of looking at the Big Q because it instructs not to forget to look at the situation from the perspective of the potential user. This is vital for being able to "sell" social media for use in an environment.
Sure - this is a hot topic and already some trends are emerging in the conversations we are having with people about it: the first point worth making is that 'bottom-up' learning is not something one might think about implementing, it is how 85% of your organisation's learning is currently taking place - i.e. informally (people figuring things out, referring to one another etc). So at face value social media is merely a way of electronically extending the value of this activity (for example via wikis which spread best practice further). The resitance arises partly because in electronic form people see what they overlook in the office - namely that a lot of bottom-up/natural learning has an integral social dimension. It is also a 'constructive' and iterative approach to knowledge this worries the 'top-down' crew, sometimes justifiably. Overall, though it is worth pointing out that social media are the successor to tired media (such as email etc.) and will simply, de facto, be the way we communicate. Take Google Wave for example.
At a philosophical level, bottom-up is gaining in prominence because learning is giving way to referring in a world where things are just changing too quickly, and expertise is becoming a volatile thing - rather than something the training dept. can 'own'.
As I have said elsewhere, I'm mainly worried that training professionals will simply miss the boat and end up doing the mandatory (top-down) stuff if they don't get to grips with the 'honeybee' aprroach that is needed to work with bottom-up (informal) learning.
I agree. Bottom up learning is a great supplement to either the forced education or the relevant learning that an organization may require. I do think that the biggest hurdle to organizations and associations like SHRM & ASTD, outside of the company, is for everyone to move away from the "How to show the value" and moving to the "Do" meaning just do it!
Excellent entry! I'm been looking for topics as interesting as this. Looking forward to your next post.
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