This pattern of behavior (and availability of technology), of course, has been further enhanced by the availability of social networking, which led us to the fourth phase shown above. Today’s employee has access to formal training, overwhelming amounts of other information, and actual human beings online. Adding this all together, the corporate learning landscape has undergone a dramatic change. Now, when someone needs to “learn” something, we must consider the various ways they can gain these skills or information: they can go to a class, they can take an online course, they can look up support information on the web, they can read a book, or they can find someone who knows what to do and get help. And we, as L&D professionals, must “formalize” this informal learning environment and make sure we align our investments toward talent management and the needs to build deep levels of skill.
小石 - on 08 Jul 09Social Learning Networks to Change the World. Learning is a social process, it occurs not as a response to teaching, but rather as a result of a social environment that fosters learning. Knowledge is situated in the social context of its acquisition and use. People acquire the skills they use at work informally - talking, observing others, trial-and-error, and simply working with people in the social construction of knowledge ... knowledge co-evolves with the knower and not as an outside, objective representation - Francisco Varela. A journey through theory, methods, praxis and resources - dialogical learning, collective intelligence, learning circles, learning networks, learning communities, communities of practice, learning organizations, learning regions, expansive learning, situated learning, action learning, participatory action learning, social learning and change, connectivism, e-learning, learning 2.0, social network learning platforms, open and flexible models of learning, media strategies, and more.
