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The ROI of Enterprise 2.0 / Social Anything is not how much did it cost to deploy the technology; it’s what gains have we seen in productivity, employee engagement and customer satisfaction as a result of new collaborative behaviours that are aided and propelled by Enterprise 2.0 / Social Anything technologies.

They forget adoption occurs only when people behave in a way that allows collaboration to manifest across an organization.

The HR / Learning Professionals are having massive difficulty adjusting to a world with Enterprise 2.0 / Social Anything technologies, but they can’t get in front of it in time to actually establish the behaviours for an organization … even if they knew what behaviours to depict in the first place.

If there is only partial participation, is it only the loud that will succeed?

The network is the medium. And if the network is stunted or ambivalent to actively participate, we run the risk not of a digital divide but of a competence divide.

Let 2012 be about the interlocutor. I post, therefore I am.

If employees or students believe learning occurs only in an annual classroom course, amphitheater lectures or the annual array of mandatory e-learning offerings, how does that unleash the collective intelligence hidden throughout the workforce? An organization’s definition of learning must include formal, informal and social modalities to ensure employees are being counted on to contribute their intellect, ideas and knowledge back to the ecosystem.

Let’s first start with by defining learning, such that employees and students are aware they don’t have to wait for a course to learn. They don’t have to search the LMS as the only viable way in which to increase their knowledge.