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Posted by Claire Schooley on December 31, 2012
My colleagues and I talk often about social collaboration and its tepid adoption. The fact is that it’s hard to get employees to use a tool unless they see a real use for it. This is certainly true in learning. Most of the learning management vendors have some kind of social offering. The uptake depends on the efforts made by the learning department staff to integrate social, and how appropriate social is to the specific learning content. Another stumbling block for learning and social is that using social tools is a change from a typical online learning experience, and it demands some change management. Most people don’t embrace change; they need help in learning to use the tool and they need to see that social has positive effects on their learning.
The purpose of social learning is to provide an environment in which learners share experiences and resources and work together. A social learning environment supports conversations, discussions, and learning from each other. I see a number of ways that organizations are beginning to use social learning.
Social learning takes social advocates to encourage, provide social learning experiences, answer questions, and be available to provide support. This is the change management component. Once learners experience valuable real-time interactions, they will become advocates and suggest other ways of learning socially that fit the organization.
What kind of social learning have you used in your organization? Share your successes and challenges.
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