community, coaching, curation: new l&d roles
TRANSCRIPT
Community, Coaching, Curation: New L&D roles
brightwave.co.ukbrightwave.co.uk
Who we are
Caroline FreemanHead of Learning Design
Steph BrightCommunity Engagement Coordinator
Rob KeeryCommunity Marketing Manager
o Challenges for L&D
o Curation
o Coaching
o Community management
o Social learning exercise in groups
Agenda
The context:o Increasing complexity
o Pace of change
o Information overload
Pressure on L&D to deliver more, faster
Learners have a digital life-they expect instant access to relevant information
Most of the learning that occurs in the workplace can’t be ‘managed’ by anyone other than the person who is learning.
L&D professionals need to re-think their role if they’re to help extend and improve the learning that’s already happening outside their world.
70:20:10
- Charles Jennings internettimealliance.com
L&D’s role is moving from delivering training to supporting performance
…but that performance still needs to be aligned with organisational objectives
The opportunity
Technology can now leverage and support informal learning through mobile access, platforms for sharing content and the xAPI
Key new skills
o Curation
o Coaching
o Community development
Curation
Curation in an L&D context
The value of curationIn today’s world of content abundance, the skill of how to find, make sense, and share content that we need to be effective in our work is critical.
Beth Kanter
Tools for learning content curation
o Bespoke tools like Scoop.it
o Social media platforms like Twitter and Linked in
o Social learning platforms, like Brightwave’s tessello
How do you make it work?
o Understand your audience and what matters to
them
o Become a trusted source – ‘pull’ not ‘push’
o Keep it fresh
o Build a community
Find out more:
Beth Kanter http://www.bethkanter.org/content-curation-101/
Harold JarcheJarche.com
Robin Good http://curation.masternewmedia.org/
Coaching
I cannot teach anybody anything, I can only make them think
Socrates
Coaching is unlocking people’s potential to maximise their own potential -John Whitmore Coaching for Performance
How does it work?
o Coaching assumes the person being coached has the
answers
o The coach asks open-ended questions
o It encourages awareness and responsibility
o It can create ‘resonance’ in the brain of the person
being coached
How can you implement it organisation wide?o Train managers as coaches
o Make it part of job descriptions
o Educate the business about the value
of coaches
o Create a peer support network
How can technology help?
o Online interactions can augment face to face
o Allow ‘anytime’ interactions
o Record of progress
Individual and team coaching were top two L&D tools for 2014
Growth of coaching
-Corporate Learning Priorities Survey - Henley Business School
Community management for social learning
Social learning
“With the rise and rise of social media, it’s almost inevitable that the ‘20’ will become more important as a channel for learning.”
-Charles Jennings
o External social networking platforms
o Internal networking –Yammer
o The Social LMS
Social learning tools
o Ability to support geographically dispersed communities
o Increased knowledge sharing – less time knowledge searching
o Reduced time spent administering formal training
o Accessible anywhere
o Self-directed not dictated
o Content sourced by community
The benefits
The challenge
How do we as L&D professionals:
o Harness the power of social,
o Provide the tools to support it,
o Help implement it successfully within the workplace and,
o Identify, assign and upskill people in the roles needed to do so?
The community manager
o Brands adopting social media recognised need for someone to manage and develop new social communities
o Umbrella of Marketing
o Recent surge in field of community management
Background
Framework
Feverbee - http://course.feverbee.com/PSCommunityStrategyTemplate.pdf
How does this framework translate to L&D?
Launching a social learning community
Phase 1: Considerations
o How will social learning help meet your business needs and reach your learning objectives?
o Will social learning fit with your existing culture?
o Do you already have a social platform?
o Do you have the resources to implement a social learning strategy?
Phase 2: Choosing a tool
o Integrating all social and collaborative initiatives into one common platform
o Functionality over design
o Analytics –quantifiable data to measure your objectives
Phase 3: Defining roles
o Who will support each aspect of the framework?
o Do you have the internal resource as an L&D team or does your L&D provider?
Phase 4: Launching
o Initial roll out and engagement
o Pushing out relevant content
o Supporting individuals as they adopt new way of learning and working
o Modelling behaviours of use
o Developing ongoing programme of activities and events
Phase 5: Developing the community
o Not reacting
o Managing all aspects of the framework via a community management calendar plan
Phase 6: Proving ROI
o Measuring the success of the community in terms of business performance not just in terms of social activity
o Pick one of the roles that you perform in some way in your job
o Get into groups with people of the same role – no more than 5 in a group
o Discuss your experiences in that role – what have been the successes and challenges
o As a group, decide what you think the top two challenge s are
o Choose a spokesperson
o Share
Social learning exercise – stage 1
o Form new groups of 3 people, try to get a mix of roles
o Choose one of the challenges – can you suggest solutions that have worked for you? Or completely new solutions?
o Share
Social learning exercise stage 2
Thank you
brightwave.co.uk