15 Objections to Social Learning in 15 Days
May 31, 2008 Social Learning SIG
For the next three weeks, each business day I will be posting a new objection to Social Learning, with my answer in writing. Now, my answer may be different in practice because of the particular situation and due to the fact that not all questions are answered by words, but rather by action and experience. But at least it is a start.
I would be very interested in hearing your response as well. So please don’t be shy - post a response, even if it is only one statement.
Explain Social Learning Without Talking About It
May 30, 2008 Learning 2.0, Podcast, Social Learning SIG, Video, blogging
The simple genius of the Common Craft team has done it again. And if we put a learning twist to it, it comes out just as beautifully. Watch this new “In Plain English” video on the topic of Social Media.
When you watch it:
- Replace “Ice Cream” with knowledge/skills/information;
- Replace “Big Ice Cream Company” with your training and/or communication department
- Replace “Flavors” with training programs
- Replace “Ice Cream Maker” and “Board” with new tools
And pay attention to the value statements. Also, notice that the “Big Ice Cream Company” was still around and demand even grew. It is the same with learning. Social Learning does not replace but adds to it.
I love how they talk all about Social Media and barely mention it and the tools. Great presentation example showing that you can explain something without really even talking about it.
| Social Media in Plain English from leelefever on Vimeo. |
The Transformation Process - Let it Happen
May 27, 2008 Social Learning SIG
There is absolutely NO TIME for me to write this post - but I am going to anyway.
Within our company we have a Social Learning environment up and running and healthy - although in its infancy. There were bumps and bruises along the way which came from people within the org adopting new ideas and letting go of the old ways. It was very difficult for some, but once they saw the benefits, they have jumped on board.
After the success of the last, we are now in the process of creating one for our customers as well. This was the next big test. Up until this point the their thought (not mine) was to have all the information behind the login - to get to any of it you had to log in. This and the other project has been a real test of patience for me. Although I am many steps ahead of them, I have to let them discover it for themselves. I have to walk them through scenarios, let them test it out and come to the same conclusions I presented to them and let them do it on their own time. Sure, there are ways to speed it up, but the process is worked through every time.
I digress…
During this meeting I walk them through the pros and cons of opening up the information. Their first reaction was to hold back as much as possible: What if our competitors found out what we were doing? What if they laid hold of some valuable piece of information - we would be sunk! My major point is that unless it is really going to hurt us, we should have it out there. That is the major dividing line. It is not if they complain about our company or services; it is not if they find information we think might give them a leg up.
Then after they did the debating they were stuck. I then gave them my specific recommendations. Soon they split. The president of the company said, “Well, so what? What if we did?” When the others saw that attitude change, they started really thinking that way. And you know what? They came up with some really good points - on their own (even if I may had mentioned them in the past) - that I wanted to share:
- If we are worried that the basic information we give our customers will give our competitors an advantage - we need to rethink some things. That shouldn’t break the bank.
- Our strength comes out of our employees and our execution and future plans. There is no way for the competition to mimic that.
- Overall, we have bigger issues than if our competitors start wasting time pouring through some documentation.
- The more we put in front of the login, the more our customers will use it.
- The more open we are, the more we show that we have nothing to hide. We WANT to share with our customers.
But these were their thoughts they worked through. When this happened, they decided to open up more information to our customers than I was anticipating - which was great!
It was wonderful to see the transformational process work. It was like a hyper mind changer that I sat in the middle of. They went from one end of the spectrum to the other. The keys?
- Be prepared - Do your homework. I had questions and examples specifically related to our instance to challenge their thinking
- Allow them to go through the process - allow them their time to discover. I almost jumped in too soon with too much. Avoid that urge.
- Focus on core competencies - Many times executives and others feel a threat when their isn’t one. When you focus on core competencies you effectively eliminate the threats because they realize the competition can copy everything else, except for those.
- When they give you what you want, say thank you and walk out of the room. Don’t let them over analyze it. At first we went round and round. It is easy to get caught up in that. Once clear thought happens they will settle. Make sure they are left with that to remember.
Calling All Objections!
May 22, 2008 Learning 2.0, Social Learning SIG
What objections have you heard when trying to implement Social Learning? What have executives freaked out about? What are your Director and Managers worried about? What are other trainers’ reservations? Why is it that you are timid in asking to do it?
As I have spoken at sessions I have found that many people are scared to talk with others in the organization. They are not sure how to explain it, a lot of times. But the other part is that they know they will hit objections they cannot answer.
Comment below and add the objections you have heard. Then in June I will go through them one by one, one day at a time and give my answer - then you can comment back with your answer and we can all learn from each other!
So use the comments below and add in the objections you have heard.
Nightmares do come true - “Technical Difficulties”
May 22, 2008 Social Learning SIG
I went home early from work yesterday, not feeling well at all. Took a long nap, ate, watched a movie and went back to sleep and slept in. But all night I had a nightmare that I could not connect to the webinar today - connection issues, I was late, slept in, phone wouldn’t connect - anything that could go wrong went wrong in my dreams. Tossing and turning all night. I am sure you know the kind of dreams I am talking about when you are sick. Not fun!
And then it happens. I log in to the webinar today (really early), and I can’t connect my phone. It wouldn’t work. Hmmm. One presenter got on, but then was kicked off. In the mean time we are getting more and more people connecting. Sweat starts to drip. Time runs out and still, nothing. I keep going, fighting the good fight. 30 people have joined. Nothing. The one presenter could not connect, I could but my phone wouldn’t connect. Nightmare #2.
So, 15+ minutes into it I had to call the time of death. Then, just to try again, I logged out and back in and this is what I saw:
At least in real life it was not my fault. I feel only marginally better. But I feel badly for those to whom I gave an extra coffee break to, and to the trainers who were ready. Thanks for hanging in there, everyone!
I will be announcing a rescheduled time shortly. Stay tuned!
Social Learning >> SlideShare
May 15, 2008 Learning 2.0, Podcast, RSS, SlideShare, Social Learning SIG, Wiki
In the tradition of “Meet Charlie” I have created “Meet the Trainers.”
After-Thoughts About GEN Y
May 8, 2008 Social Learning SIG
Posting and running without thinking can be dangerous. After the session I spoke with Lisa. She took my place at Integra Telecom when I left there and after that moved on to work for PERS at the State. We are both Gen Xers. And we were BLOWN AWAY by the reaction to the ‘best advice’ answers that were given.
In talking about it we came to a conclusion. I am not sure if it is correct (or will be) but it sure sounds right. Jason mentioned that with the economy the way it is, the Baby Boomers (as a whole) won’t be going anywhere. They are sticking around for a while. If that is so, they are a major driving force of culture for the State agencies and organizations (Oregon is its own largest employer with something like 42K employees). The culture is old. Difficult to change. A challenging mindset. What Gen Yer will want to work in those conditions? Oh, I am sure there will be some, but not many. And, as one person pointed out in a discussion of employee retention, those Gen Yers are joining after college - but they just want a job and some experience. Then they leave. That is what they were seeing.
When the Baby Boomers leave and they don’t have anyone who wants to backfill - what then? I see a BIG divide on the horizon. Maybe an opportunity? Anyone?
Jason Dorsey & How To Handle GEN Y
May 7, 2008 Learning 2.0, Social Learning SIG
I am at the Oregon Training Summit in Salem, Oregon today. Not sure what to expect. So far, I am impressed with the number of people who have turned out. It will be really interesting to see if this is full of those employed by the state or if there is a good mix of public and private sector interests.
The keynote speaker is Jason Ryan Dorsey, the self proclaimed “Gen Y Guy.”
OK - is it academia or just the state that people think they can get on stage and talk in a monitone voice and expect that anyone is listening? I know - BIG generalization, but my goodness! By the way, on this subject, I saw the most hillariously true video yesterday about PowerPoint CHICKENS. You really need to stop and watch it.
And now, JASON…
Lots of energy, that is for sure!
What is the best advice you would have for a GEN Yer of 24 years old on her first day of work (assuming she shows up to work on time)?
- Be careful who you tread upon on the latter of success, they are the same people you will meet on the way back down.
- If you get bored it is your fault.
- Sit down and shut up.
- Embrace Ambiguity.
- Try new things when the opportunity arises.
- Keep your big mouth shut.
- Do what you are told.
- Learn who’s who.
(NOTE: You have got to be kidding! OK - I think that answered my earlier question: I am surrounded by state employees.)
Best advice he has heard: PULL UP YOUR PANTS!
A generation is geographically based. The most important generational factor is parental traditions - raising their kids the same. He points out that this is the first time (in the US) that four generations have worked side-by-side which is causing a rift. Also, the “Matures” created the work structure, the Boomers perfected it, Gen X reluctantly inherited it and Gen Y feels no obligation to it. Show them an org chart and they think it is a video game.
Because he didn’t know he couldn’t do it, he wrote a book in three weeks and got it published - then he turned 19. Not bad!
Who is GEN Y? 80 million of them born from 1977 to 1995. In 2010, the entire group will be 18 to 34 years old. They had Baby Boomer parent. The first defining moment for them was when the Challenger exploded. The last defining moment is 9/11. They have to remember both of these moments.
They DO NOT expect lifetime employement. Never. They don’t care about getting a watch, or a plaque. They can’t read a watch face and they can’t put the plaque on MySpace. The average time at a job? 13 months. For the US as a whole? 3 years. The wealth of the 25 to 35 demographic has decreased. They spend more than they make. They will very likely live to 90 on an average. So they will be working for 60 years - so why rush it?
They feel entitled because they have been saved by their parents. Baby Boomers have the mentality that they want their children to have it easier than they did themselves. So they save their children and create dependence. Over 50% of college grads GO BACK HOME. Until you cut them off they will keep coming back. But it is NOT seen as bad to go live with their parents.
Adult-olecence - all the freedoms of being an adult without the responsibilities.
NEXT: Advice from parents: “Do what makes you happy.” They also hunger for instant gratification. They don’t want to wait in line. They are outcome oriented. They see the title and think, “I want to be there.” They don’t care that there are steps to get there - they think they are on a slide instead of the steps. They want to get to the end. They think efficiency. Just get to the point.
They are not Tech Savvy. They are tech dependent. Gen X is tech savvy. Gen Y also lacks social skills (really!) They value lifestyle and relationships over career. Baby Boomers defined themselves from what they do between 8 - 5. GenY? After work. Check out Couch Surfing. All that even before their family sometimes.
For Training, the beginning of the training will decide the rest of the training. GenX + GenY>50% of the workforce.
People say that they can multitask. No they can’t. They are just great at tuning information out they don’t care about. They want information in short bursts. They hate PowerPoint. Keep them simple. They want continuous feedback because they are insecure. Let them know that they exist and where they are. If you are not in their business something is wrong and they start looking for another job. They don’t want a manager, they want a coach.
Break training into challenges. They want to prove that they have some value. When they succeed, give them TIME, not a shop gift cards. Give them tangible rewards. Explain how the training we are giving will help them reach their PERSONAL goals.
Make their first day unforgettable. When they show up have a box for them. In it is their business card. Then they give the card to their mom and they are excited! Ask people to wear name tags to help them feel more comfortable.
The reality of what Jason has covered is very true (although I may not agree with EVERYTHING he said). Scary as well.
I am posting this without reviewing it. I hope there are not too many mistakes! (Very Gen X like…)
Social Learning on Wikipedia
May 5, 2008 Social Learning SIG
I have wanted to put an explanation of Social Learning on Wikipedia, but there is already one on there: Social Learning Theory by Albert Bandera. This states that we learn to behave by watching others’ behaviors. “If people observe positive, desired outcomes in the observed behavior, they are more likely to model, imitate, and adopt the behavior themselves.”
This is not quite the Social Learning we deal with. In fact, ours is closer to Social Development Theory by Lev Vygotsky, and even closest to Situational Learning by Jean Lave.
BUT, since I didn’t check into this before we named it such, I am kind of stuck. Do we force the name and find a fit? Or do we let go of it and join everyone on the ‘Learning 2.0′, ‘Informal Learning’ bandwagon? Personally, I believe that the ‘Learning 2.0′ name is a fad. Where do we go with it after this? Learning 3.0? Learning 3.29? And Informal Learning is too informal. I have also heard ‘Non-Formal’ and ‘eLearning 2.0.’ As an industry we need to settle on a name. So far it has been more marketing driven to catch attention. Now we need to think smart about it and decided. We needed something to describe in the name what it is. I thought ‘Social Learning’ did it all - but it was taken.
But I should have checked on the name (NOTE TO SELF…) What do you think? Can we call it ‘Social Learning ____ Theory’ or ‘__________ Social Learning Theory’? (You fill in the blanks) How about ‘Referential Social Learning Theory’ Say that too many times and it sounds like peanut butter in the mouth. What word means ’sporatic’ or ‘as needed’ or ‘JIT’ or ’self-selecting’?
My limited brain is maxing out of ideas. So, in the true sense of practice, what do you all think? Let’s work it out together and figure this baby out.
New Social Learning Webinar: eBay’s Case Study
May 2, 2008 Social Learning SIG
Join the next Webinar…
This time we have one of the most well known web companies presenting their case study: eBay.
This extremely useful and informative session was delivered at the eLearning Guild’s Annual Gathering in mid-April in Orlando, Florida and was one of the most talked about & referred to sessions all conference. Eric and his team have put together a great example and will share it with us!
Title: Implementing Social Learning at eBay
Presenter: Eric Hunter, eLearning Designer
Day: Thursday, May 22nd
Time: 11am Pacific
Description: Examine the steps eBay took to evaluate and select new tools like wikis, blogs, and other Social Learning technologies. Hear how they developed their successful Social Learning strategy, and review the results and lessons learned.
https://admin.acrobat.com/sle3/event/event_info.html?preview=false
Feel free to pass this around to anyone who might be interested.
See you then!
Learning Design for Digital Natives - Missing The Goldmine
May 1, 2008 Learning 2.0, Wiki
The Learning Circuits Blog posted a question and asked readers to respond. Basically, the question is, “Are there learning design differences for digital natives that we need to adjust to?”
My answer is yes. And there are others that agree and do a good job of explaining it - in the original post, here and here.
But I think we are missing the point. The question is not, “Do the old instructional design methodologies need to be updated” but instead the real question is, “How do we deliver the opportunity to Digital Natives to allow them to learn how and when and where they want?”
This last question doesn’t have anything to do with instructional design directly. It may, but it doesn’t assume it. There are so many different ways to learn that are out of our capacity to deliver. Heck, most of the stuff I don’t know myself. Should I find this information, create instructional design around it and deliver it? Why am I in the way? I need, instead, to step back and, in many (if not most) situations, let them teach each other.
There is NO WAY I can give them everything they want. So, instead of being an instructional designer, I become an instructional facilitator (which may include being an instructional designer), allowing them direct access to one another.
I believe this is where the goldmine is. Not in restructuring some of our instructional methodologies (although there is some value in this and does need to be done) but in exploring ways to speed up learning and lengthening retention by taking the middle man out.
Don’t get me wrong - these original questions are good questions to ask and should be asked and answered. And I don’t want it to appear that I am belittling in any way. But the questions can, and should, go further. They assume that we are still delivering the message, skills, instruction.
In keeping with the new culture that is taking form, who creates the content? Everyone. Who consumes it? Everyone. How is that being done? Through ‘facilitators’ - call them Wikipedia, call them blogs, call them RSS readers, call them phone calls, call them IM, call them hallway discussions, call them text messages, call them twits, call them whatever you want. But in this new culture, we (the average people) are not waiting around for people to create content. We are creating the content ourselves and then sharing it with others - refining ideas, skills and thoughts - where is the traditional instructional design in that?
This is, I believe, where the true goldmine is. We need to take a step back from ‘instructional design’ and look at learning from a more broad perspective and THEN integrate the Digital Natives. This way we can gain more of a holistic view of learning from their perspective.
