Here’s the Learning Circuits Question for July:
In a Learning 2.0 world, where learning and performance solutions take on a wider variety of forms and where churn happens at a much more rapid pace, what new skills and knowledge are required for learning professionals?
Here’s my list of four things I think are most important:
- Valuing and working with company and organization leaders to build a “Culture of Learning” or “Learning Organization” via Peter Senge’s Model. Forget being able to launch the next best thing in social networking or Learning 2.0. If this is not a huge part of your company or organization’s mission and culture. You may find an uphill battle in introducing change. In my experience companies who work without a “Culture of Learning” often end up making reactionary moves instead of ones built around a vision, achievable goals and a realistic plan. They hire reactionary managers and staff, and at the very worst the company devolves into an environment where ‘fires’ are contantly fought and nothing new is really developed. How can any group or individual really inspire real change in learning let alone innovate in these types of environments?
- Understanding possible flows of learning using social media. The Internet has made us incredibly social and increasingly connected with each other. The problem with this is that there are so many avenues for learning and it may be difficult to assess learning that comes as a result of social learning.
- Applying constructivism & collaboration to learning online/offline as much as possible. I think developing both collaborative and constructivist activies is going to be necessary for higher-level educators, many of whom are still bent on the traditional methods of teaching via lecture, and for people who develop training for higher education. The Internet, Web 2.0, Learning 2.0 foster constructivist (websearches, social tagging, forums) and collaborative learning activities (wikis, online discussion) through the media available online. These are the types of activities that not only engage learners, often they reinforce the knowledge and skills so that they’re more likely to be applied effectively in the future. Plus, I’m sorry folks. Learning doesn’t have to be boring and passive like it used to be in the past.
- Accepting that you can’t learn everything “2.0.” It’s too easy to be overwhelmed by the rapid rate of development of tools in Learning 2.0. I think being able to develop a strong set of learning goals and objectives for yourself, your company, or your group is a good place to start. Say you need to market your courses better online, then you probably should start looking at how to effectively use social networking sites like Twitter & Facebook. You probably should also read books like the Tipping Point by Malcolm Gladwell as a primer.
Design for Learning 