Training Industry Quarterly - Fall 2008 - (Page 24) These approaches are critical to sustained success because as Peter Senge stated “The only sustainable competitive advantage is an organization’s ability to learn faster than the competition.” Learning-technologies include enterprise wikis, blogs, expertise locators, shared bookmarks, podcasts, vodcasts, and social networking software. These technologies support knowledge creation, acquisition and retention alongside processes such as mentorship, after action reviews and better process transfer. These advances are making “Learning 2.0” objects available after work, on workbreaks and at the very moment that a learning object is needed. These approaches are critical to sustained success because as Peter Senge stated “The only sustainable competitive advantage is an organization’s ability to learn faster than the competition.” What is Web 2.0? Web 2.0 is the aggregation of Web applications based on the “wisdom of crowds” through social software and social networks; Web 2.0 is the term we use to describe all of the Web applications that allow to people post their own content. This simple concept of allowing individuals to post their own information has led to the success we’ve heard about in myspace.com, linkedin.com, youtube.com, facebook.com, twitter.com, etc. The success has begun to grow on its own because individuals have been given a voice. We’ve used this voice to connect with others to share our thoughts, feelings, knowledge and opinions. What might be beyond Web 2.0? Maybe Web applications will better understand what we’re trying to search for – returning relevant, insightful and important information, not just popular information. Maybe Web applications will become ubiquitously available on all devices, allowing us to run applications and store files that can be seen and shared from any device. Maybe the Internet will begin to support how individuals and groups locate, filter, access, integrate and share information/knowledge. Maybe we’ll be able to speak to the Web through a phone or a 3-D interface or a holographic device. All of these possibilities would affect the way that individuals, groups and organizations learn. Learning leaders should consider how to leverage these enhancements. What is Learning 2.0? Learning 2.0 is the aggregation of e- learning, rapid course development and just-in-case learning. Just-in-case learning differs from just-in-time learning in that just-in-case learning is receiving relevant pieces of training on a timely basis – as opposed to just-in-time learning which typically means that generic training is available to gloss over a topic you’re learning. E-learning started with training departments utilizing authoring tools to build e-Learning programs that learners accessed outside of work hours. E-Learning progressed into social networks, discussion groups and learning content management servers that allowed learners to learn during work hours (as part of business). Learning 2.0 has allowed learning to become part of the work culture in that learners can share (and improve) information and knowledge the moment that it is needed. What might be beyond Learning 2.0? Enabled by technology, maybe learning will truly be available in a mobile medium. Maybe new devices and networks will become available that give us access to information and knowledge anywhere, anytime. These devices might include access to live or recorded video, Takeaways The lines are blurring between personal and professional life where the power of learning, knowledge, technology and business can be harnessed Web 2.0, Learning 2.0 and Enterprise 2.0 are driving forces for learning leaders to study, understand and leverage. Changes in learning are happening at a faster rate than ever, so learning leaders should embrace the benefits of knowledge sharing within Web 2.0, Learning 2.0 and Enterprise 2.0 24 Learning leaders should try these three steps to leverage learning advances: Introduce employees to new people, processes, and resources – most notably communities of practice. Encourage employees to take responsibility for their own learning. Reward employees for learning and teaching, mentoring, and facilitating. Training Industry Quarterly, Summer 2008 / A Training Industry, Inc. ezine / www.trainingindustry.com/TIQ http://www.youtube.com http://www.facebook.com http://www.twitter.com http://www.myspace.com http://www.linkedin.com http://www.trainingindustry.com/TIQ
For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.