Training Industry Magazine - Spring 2014 - (Page 20)
by KAPIL B H AS IN
Social media is a multifaceted tool. Besides connecting us with friends
and colleagues, it can facilitate the exchange of information in the
workplace. But, the popularity of social media has made it difficult to
sort through all the clutter and see how it can be leveraged to enhance
The confusion around social media is exacerbated in the learning
sphere because social media and social learning are often assumed
to be aspects of the same phenomena. But, long before the Internet
was even a gleam in history's eye, what we now call social learning
was a fundamental part of human interaction. So, before we attempt
to shed any light on how we can utilize social media to enhance
learning in the workplace, it's important to distinguish between the
various elements involved.
WHAT IS SOCIAL LEARNING?
Within the field of instructional design, social learning theory, begun by
Albert Bandura, is dedicated to studying the process and effectiveness
of how people learn in groups. Effective social learning involves several
* Attention: Focusing on the features of the modeled behavior
* Retention: Remembering the details of the modeled behavior
* Reproduction: Organizing responses in accordance with the
* Motivation: Encouraging the individual's or group's reproduction of
the modeled behavior
According to the theory, these steps are present regardless of the
setting, which means that they would be present within the context
of social media in the work environment. Tony Bingham and Marcia
Conner, authors of "The New Social Learning" said, "Social learning is
a fundamental shift in how people work - leveraging how we have
always worked, but now with new tools to accelerate and broaden
individual and organizational reach."
WHY ARE SOCIAL MEDIA AND SOCIAL LEARNING VIEWED WITH
SKEPTICISM IN THE WORKPLACE?
Despite the inroads that social media has made in our educational
systems, traditional forms of learning still dominate. Traditional learning
involves organized courses presented in a linear fashion, followed by
an assessment. Games may be included for younger learners, but a
certain level of seriousness is the norm for older learners.
CAN FUN CONTRIBUTE TO LEARNING?
The apprehension of learning traditionalists toward fun learning
experiences, such as social media, is expressed in many ways:
* "Our management team will never sign off on this."
* "People will waste precious time, which isn't good for business or
the bottom line."
* "Employees will give away company secrets."
* "Some people will just watch and not participate."
* "People will post inappropriate videos."
* "The value of media sharing can't be measured."
* "Finished content is more valuable than works in progress."
continued on pg. 22
Table of Contents for the Digital Edition of Training Industry Magazine - Spring 2014
From Where I Sit
Table of Contents
Guest Editor: Do You Feel Lucky?
Network Performance: The Power of Social Learning and Behavior
Meaningful Work: Not Just for Millennials
Four Levels of Engagement
What L&D Professionals Need to Know about Gamification
Enhancing Learning with Social Media
Gamification in Sales Training: Seven Critical Considerations Before the Games Begin
Let the Disruption Begin: Social Media and the Great Expansion of Enterprise Learning
Learning Made Fun: Gadgets, Games and a Safe Place to Explore
How Silicon Valley Inspired an Era of Social Learning
How Games Drive Learning
Roll the Dice: Learning with Board Games
Casebook: BAE Systems: Speeding the Business of Learning through Collaboration and Knowledge Management
Salespeople, Coaching and Gamification
Three Ways to Make Learning More Engaging
Stop Creating Dysfunctional Relationships with Employees
Training Industry Magazine - Spring 2014