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Scooped by Deb Nystrom, REVELN
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A True Learning Culture: Fixing Your Social Learning Network

A True Learning Culture:  Fixing Your Social Learning Network | Agile Learning | Scoop.it

"Employees say they get more out of informal learning, but many social learning programs fail to engage. Here’s what you can do to change that."
 

It’s about setting expectations and enabling success.
 

Social learning  [is] informal learning. ...


These included: job shadowing, peer-to-peer learning, attending cross-departmental meetings and similar self-managed learning opportunities. When surveyed, employees felt that the informal opportunities were just as valuable, if not more, than the formal learning opportunities.

______________
   
All employees need searchable profiles, collaboration tools like...screen share and file sharing, forums for sharing knowledge and ideally, some level of integration between all of these.   
______________
 


Included: 


2. Empower employees to share: Employees are the No. 1 source of knowledge...at any organization. Sett clear expectation that employees should share their knowledge with each other is the first step toward building peer-to-peer learning networks. ...Encourage employees to set up their own training sessions....peer-to-peer or large groups. If employees need to go through human resources or the training department, this can only hold up the process and momentum.
    

3. Provide the tools: All employees need searchable profiles, collaboration tools like video chat, screen share and file sharing, forums for sharing knowledge and ideally, some level of integration between all of these.  [So] many sophisticated organizations still lack some of the most basic collaboration tools.
       

4. Recognize the effort: Recognize, and even reward, those who participate and contribute. 

Related tools & posts by Deb:

          

      

     

  • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.

                   

Deb Nystrom, REVELN's insight:

There is still hesitancy in fully embracing informal peer to peer learning in organizations.  The phrase in this piece, "Recognize, and even reward... those who participate" gives a hint of this.  


Letting go of the traditional control mechanisms to reconfigure informal learning, and tie it to learning goals and skills areas, like creativity, innovation and cross boundary sharing could be another start to agile learning.   ~  D

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The 70:20:10 Framework

The 70:20:10 Framework for Building Workforce Capability. Uploaded August 2011. (c) 2011 Charles Jennings, 702010Forum
Deb Nystrom, REVELN's insight:

What's current, leaving ADDIE in history.  Chief Learning Officer circles worthy.  ~  D

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Karen Schmidt's curator insight, August 3, 2013 3:32 AM

... lets get their with peer learning AND a collaboration learning loop

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Informal Learning Quotes & Perspective - Stephen Hart

Informal Learning Quotes & Perspective - Stephen Hart | Agile Learning | Scoop.it

Here are original quotes on formal education and informal learning by Stephen W. Hart.


__________________

Formal education is safe, informal learning takes courage.

__________________


Examples:

Formal education is safe, informal learning takes courage.


Formal education is in the audience, informal learning is on the stage.


Formal education is knowing a tomato is a fruit, informal learning is not using it in fruit salad.


Formal education is the map, informal learning is the journey.


Stephen Hart says,  "The education and social learning quotes are original;  feel free to use them but give credit to Stephen W Hart and leave a comment.

 

Deb Nystrom, REVELN's insight:

It's a great list here that helps make the point about informal and formal learning effectiveness. ~  Deb


For example:  "Formal education is paint by the numbers, informal learning is your own masterpiece."  Quote via @StephenWHart 

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Inquiry Building Blocks for Your Informal Learning Strategy

Inquiry Building Blocks for Your Informal Learning Strategy | Agile Learning | Scoop.it

What does analysis look like for informal learning? Is it different because it involves technology?  Not really - via Intrepid Learning.


It's useful to look at these data gathering steps as a possible checklist for creating the conditions to facilitate informal learning in your organization.  DPPE is a model I like to use:  Data, Purpose, Plan, Evaluate.  This fits right into the planning flow.  ~  Deb


Excerpted:


Analysis for informal learning: Here are a few actions you can take to assess the learner’s needs.


  • Spend time with the learner group in their environment, understand how they go about conducting their work, and look at how they fill learning gaps
.
  • Assess where and when they need the support of others because information is not readily available
.
  • Conduct interviews, ask questions to gain understanding of their needs
.
  • Craft a user story – a “day in the life of” – and vet that with the learner group
.
  • Use focus groups to gain insights including having them walk you through their work processes
.
  • Brainstorm with the learner group to identify where they think informal learning might help them accomplish tasks more easily or to provide context 
.

Once you gain an understanding of their needs for information, support, and learning within their workflow, you can prepare for the next step in building your informal learning strategy.


Read the full article here.

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Inviting Interaction & Partnership with Informal Workplace Learners | Learning Solutions Magazine

Inviting Interaction & Partnership with Informal Workplace Learners | Learning Solutions Magazine | Agile Learning | Scoop.it

“So much learning is informal and unconscious; often learners don’t think of it as ‘learning something’ but as ‘solving a problem.’”


Without tools to make it more evident, management may not be aware of informal learning in the workplace at all.


But at the same time, informal learning require a quantum leap for many in the Learning & Development field, used to developing, vetting and tracking content.


How can we invite interaction and develop a partnership with our learners?


Teachable Moments:  Film the exemplary performer or technical expert (or have her film herself), and put it on the company’s YouTube or other video channel. The Cheesecake Factory restaurant chain has done this with great success in an initiative called “Video Café” as a way of showcasing good performers and practices.


Increase Mindfulnesss of Learning

Research from Allen Tough features typical (middle-class) adult engages in five self-directed learning projects a year, investing an average of 100 hours in each.


In inviting interactions about learning, it’s useful to help workers recognize when they are learning. Doing worker status reports or callouts in meetings? “What did you learn this week?“   Encourage management to make this part of conversations, meetings, and classes. Incorporate it into the performance review: “Learning x helped me perform y.” Articulating it surfaces it.


In The eLearning Guild’s recent Social Media for Learning Report, a finding was that many organizations experiencing success with social media for learning were doing it via the use of “ambassadors” from within the organization – those people likely to write or otherwise contribute to endeavors.


So: Who is talking, what do they want to talk about, and how can L&D support and facilitate that without overcontrolling or killing it?

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10 Ways to Learn From Twitter: Informal, Fast and Current

10 Ways to Learn From Twitter: Informal, Fast and Current | Agile Learning | Scoop.it

Twitter is a powerful platform for personal and professional learning, enrichment and growth. Use Twitter for informal learning.Post from: The eLearning Coach.





Deb Nystrom, REVELN's insight:

Social media has world-wide, instant read tools for informal learning.  A post like this, by an e-learning coach, absolutely has a place in Agile Learning.  (There's more on the Social Media Learning Lab curation stream as well.)  ~ Deb

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Robin Martin's comment, July 31, 2013 9:25 PM
Very, very cool Deb!
Deb Nystrom, REVELN's comment, July 31, 2013 11:49 PM
Thanks for the comment Robin!
Deb Nystrom, REVELN's curator insight, July 31, 2013 11:50 PM

First shared on Agile Learning, this post also belongs here in the Social Media Learning Lab.  ~  Deb

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How We Use Social Media for Informal Learning - Less trainers, More curators

How We Use Social Media for Informal Learning - Less trainers, More curators | Agile Learning | Scoop.it
Vendors talk about social learning like its something revolutionary, but I'm here to tell you its not. Informal learning is an everyday thing.


Excerpt:


WHY SOCIAL MEDIA CHATS WORK FOR LEARNING

We’ve found social media chats to be the perfect way to get even the most skeptical participant at least a small amount of exposure to social media as a learning tool.

I identified some of the common objections people have to social media for learning above, and now I will show how social media chats meet each one of those challenges:
 

  • It takes very little work to participate: People are able to take a 30 minute break from whatever task they were completing on a Thursday afternoon and spend time chatting with co-workers about topics of general interest. Since the articles are curated for them, it is easy to participate...
    
  • The weekly chat is a regular reminder to participate: #TalkTech is a recurring weekly event on everyone’s Outlook calendar. Everyone in the company knows it’s happening and the chat serves as a constant reminder to take advantage of social media tools for personal learning, even if that just means logging in for 30 minutes a week.
   
  • It’s easy to chat, or just read: People start to feel more comfortable participating in the chat when they see co-workers doing it. Since the topics are posted in our blog and we create a transcript of the chat afterwards, even people who prefer to absorb the content at a slower pace can access the information and benefit from the learning.
    
  • The chat provides structure: It’s easier to know “what to say” on social media when everyone is discussing the same topic for a set period of time. Instead of trying to figure out what to post about, the chat provides direction… and a clear start and stop time.

     

Deb Nystrom, REVELN's insight:

This fits my experience and is a helpful strategy to facilitate learning using social media.  What do you think? ~  Deb

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SlideShare Classic: 8 Reasons to Focus on Informal Learning

SlideShare Classic:  8 Reasons to Focus on Informal Learning | Agile Learning | Scoop.it

"Informal and social learning is core to successful learning.  These 8 classic reasons still apply today."

8 reasons to focus on informal learning.

They are:


  1. There are imperatives for informal learning
  2. Learning is a process, not a series of of events
  3. Most learning occurs outside of the classroom
  4. The vast majority of learning is social
  5. A lot of formal learning is ineffective
  6. People learn better when they are in charge
  7. There’s inherent inertia in formal approaches
  8. Informal and social learning are cost-effective

Deb's related posts:


Deb Nystrom, REVELN's insight:

Oldie but a goodie, as the conversation on informal and social learning is still current.  We still have a long way to go.  ~  Deb

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Harold Jarche » Informal learning, the 95% reality of how it happens

Harold Jarche » Informal learning, the 95% reality of how it happens | Agile Learning | Scoop.it

To create real learning organizations, there is a choice.


We can keep bolting on bits of informal learning to the formal training structure, or we can take a systemic approach and figure out how learning can be integrated into the workflow – 95% of the time.


An industrial age mindset would require a unified approach for informal learning, but the network age demands an acceptance of perpetual Beta.


We have many methods and frameworks that can better inform us how to design work systems. When learning is the work, the support systems have to enable both.


Integrating the best of what we know from multiple disciplines, in an evidence-based fashion, is the way to proceed and support complex, creative, collaborative work.


Informal learning, the 95% solution http://t.co/h5jyxeVx...

==


As always in our ScoopIt news, click on the photo, video or title to see the full Scooped post.


Related posts by Deb:
    

      

     

    

   

        

  • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.  

 

Deb Nystrom, REVELN's insight:

How is peer & social learning, and technical/corporate structure affecting the way organizational learning happens in your organization?  ~ D

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Support, enhance informal learning, rather than managing it. ~ Stephen's Web

Support, enhance informal learning, rather than managing it. ~ Stephen's Web | Agile Learning | Scoop.it

"Informal learning is not something L&D can design into the formal training mix, in order to try and “manage” everything everybody learns in the organisation (an impossible task!)

 

...Rather is something that needs to be supported and enhanced as it occurs naturally in the workflow – in order to help people learn to do their jobs (better)."

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