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Interesting blog post by Jane Hart on building an enterprise learning network within an enterprise social network. Is the WLS going to be an enterprise learning network? Perhaps not in the usual sense of an organization with employees comprising a workforce. But perhaps it can use some of the same techniques advocated by Hart below: Under Part Two 1. new social approaches to training and online learning--backchannel learning, online social workshops ("participants with a lot of autonomy, so that they participate in the ways that they feel more comfortable and best suits them..." ); tiny training aka microlearning--short bursts of learning ten minutes long... 2. Innovative Learning Initiatives--social onboarding, social mentoring 3. Continuous series of learning activities and events 10 minutes a day - provide a daily link to a place where individuals can spend just 10 minutes learning something new. Note: 10 minutes a day, each weekday adds up to around 6 days of training in a year! Live chats - run regular live Twitter-like live chat sessions on different topics. They might just take place over 1 hour or be a longer all-day event that people can join in at any time. Hot seats - put one of your people (e.g. CEO or a leading expert) in the hot seat for a period of time, and encourage employees to ask them questions. Book club - organise a monthly time for conversation around a book of interest. Lunch'n'Learns - ask someone to lead a short informal session on a topic of interest to them. This might be purely conversational or involve a web meeting or face-to-face meeting, with the ELN used as a backchannel. 4 - SUPPORT OTHER PEOPLE-BASED LEARNING SERVICES Your ESN provides the opportunity to set up and support other learning activities in private group spaces. A Learning Help Desk service (aka Learning Concierge service) which provides an advice centre for ad hoc learning and performance problems. - See more at:

Excellent schematic drawn by Jane Hart, Social Learning Centre, UK, to show the new "learning and performance consultants" roles ranging from instructional & resource designers to performance support specialists to collaboration advisors/community managers TO LEARNING ADVISORS, PKM SPECIALISTS, CAREER COACHES (emphasis mine), November 19, 2012

schematic from Jane Hart on the new roles for learning and performance professionals

Great exploration by Jane Hart, Learning in the Social Workplace, March 2013, that riffs on post by Clark Quinn on alternatives to online courses for online learning with examples

Slideshare by Jane Hart on top 100 tools for learning 2012, 2012 based on votes of 500+ learning professionals worldwide, C4LPT, www.C4LPT.co.uk

Jane Hart referenced this presentation in one of her posts this summer. It shows what is published in the course of one second on the Internet. What bearing does this have on learners' skills?

Nice marketing by Jane Hart for selling their workshops, December 2013, C4LPT.

Another way of developing PKM skills by Jane Hart, a workshop online for five works, starting May 5.

An amazing slideshare presentation by Jane Hart on 20 small steps to take to modernize workplace learning, JUne 2014 with links to 6 key features of the way we now learn. Can purchase resources behind slideshare for 20 euros.

In June 2014, Jane Hart updated her social workplace learning chart with roles and activities, resulting in four social workplace learning models: Directed social learning model (what we did as facilitators to ensure that people participate and stay on track); Guided social learning model (guiding to encourage and support the conversation rather than enforce it) Continuous social learning model (championing the ongoing sharing of knowledge and expertise, encourage learning out loud, working out loud, collaborative working) Independent social learning model (advising individuals to develop the new skills to manage their own learning networks and bring insight/feedback into the organization)

Absolutely remarkable summary of how learning has changed by Jane Hart, June 2014.

Example of a conversation guide to help employees create personal learning plans by James Tyer in Google Drive, January 2013. Found it through the Learning Concierge Society moderated by Jane Hart.

really good interview with Jane Hart on learning workers--what it means in real terms, June 24, 2015

Very nice article by Tom Vander Ark for Huffington Post, 9/4/2015 on how we can tackle professional learning goals for ourselves. via Jane Hart

an 8 year old blog post by Jane Hart that is just now beginning to be understood--she's been at this as long as anyone!

nice blog post by Jane Hart on working with organizations and individuals to build learning mindset and behavior

Just a sensational list of the top learning articles, essays, slidesets of 2013 identified by Jane Hart, truly a magnificent list of resources.

Wonderful blog post on social learning by Sahana Chattopadhyay, October 19, 2014. Identified by Jane Hart. Excerpt: "Then comes the dichotomy of having an enterprise collaboration platform where no one is sharing, where there are no conversations happening, no debates and questions. It's a ghost town. At the end of the day, the platform doesn't matter. The culture of the organization does. An organization with an essentially command and control approach, an overly competitive outlook, and a repressive environment is not yet ready for social learning." Does this mean the employees are not engaging in "social learning"? Not at all. Learning has been social ever since human life was born on this planet and will continue to be so, with or without technology. Individuals will get their work done by talking to peers, reaching out to their network, and bringing their #pln and #pkm to work.

Quote that Jane Hart found from Jane Bozarth, 12/6/14, rest of Jane Hart's post is just as interesting. well worth reading. "The thing that is going to change the game is - the learners …. They are changing the concept of training, and we are increasingly moving toward an age in which the adult worker will not sit still for training that just looks like more "school". They're becoming more sophisticated in their understanding of how learning looks and how it happens. We're going to have to figure out how to provide better performance support, in smaller bites, in places easy for them to access. And we'll need to offer time and space and support so they can create the user-generated help that others need. And if we don't? They won't wait for us. They'll find the means to do it anyway.""

blog post by Charles Jennings cited by Jane Hart, published August 13, 2014. "And for Organisational Learning? The Web has allowed us to totally redefine our traditional learning models. It has allowed us to reach beyond content-rich learning approaches and focus on experience-rich learning. It has allowed an evolution from 'Know What' learning to 'Know Who' and 'Know How' learning; and it has allowed the emergence from learning in the silos of our own organisations to learning with and through others across the world - easily and transparently. The Collaboration Age On a wider plane the Web has been the harbinger of the Collaboration Age. It has blown away many of the barriers to access and has reinforced the power and influence of collaboration and co-operation1 over silo mentalities. In the Collaboration Age it is those who share and work together who are the winners. Those who hide behind organisational garden walls end up deep in weeds. "

Excellent blog post on supporting and encouraging social learning, Jane Hart, March 23, 2012