8 Benefits Of Informal Learning In The Workplace

Informal learning is self-directed learning that is driven by learner’s passion and motivation. In this article, I outline the differences between formal and informal learning and show how you can leverage on informal learning in the workplace.

This post was first published on eLearning Industry.

Surprise! Your Workers Want To Learn

No eLearning program is immune to the grumbling that occurs when employees are pulled away from work. But surprise! Recent stats show workers want to learn and in fact are learning all the time – they’re just not doing it on company time. Here’s how to bring outside learning into the corporate fold.

This post was first published on eLearning Industry.

6 Tips To Use Your LMS For Informal Learning

Informal learning is spontaneous and casual. Learning Management Systems are organized and structured. But is there a way to combine the two to provide amazing impromptu online training experiences? In this article, I’ll discuss 6 ways to use your LMS for informal learning.

This post was first published on eLearning Industry.

How To Use Informal Learning To Teach Soft Skills In 4 Steps

4 Steps To Teach Soft Skills Using Informal Learning 

What makes someone an exceptional employee? Is it competency in the technical aspects of his or her position? Certainly. Sufficient education? Of course. Soft skills? Absolutely! If every employed person were strong in soft skills, this world would be a much better place. So would your business. Use formal and informal learning techniques to make this happen.

Not to be confused with hard/technical skills, soft skills are character traits. The right character traits give people a professional edge. Also, a workforce rich in soft skills makes for a thriving company. If your organization is weak and underproductive, perhaps your employees are deficient in practical, soft skills.

Soft skills such as writing, interpersonal communication, and time management are often acquired through informal/social learning. (Other soft skills include reading comprehension, professionalism, ability to organize, and active listening.) These skills can be both taught and “caught” via a social Learning Management System (LMS).

Maximize Soft Skills With Formal And Informal Learning

Like a well-cut diamond, eLearning has many facets. One facet is informal/social learning, and another is formal learning. Both types of learning promote the acquisition of soft skills.

When people learn a soft skill (say, verbal communication) socially, they absorb it without the help of curriculum or formal teachers. They obtain it from their peers whom they are observing and whose behaviors they are adopting. According to Sophie Chaffe, “over 70% of workers learn more from their colleagues than they do from formal training courses in classrooms or online”. Conversely, when a soft skill is attained formally, it comes through a structured training curriculum.

Did you know that a Learning Management System facilitates both social learning and formal learning? Some people are surprised to discover that eLearning systems are this versatile and want to know how these platforms foster informal learning in particular. Learning Management Systems generate informal learning through social learning tools like real time chat, blogs, calendaring, forums, polls, Shoutbox, and video conferencing. Pair these tools with the formal, structured training tools built into the average cloud-based Learning Management System, and you have a power-punch combination of learning styles that instills soft skills effectively.

Grow Soft Skills In 4 Steps With A Learning Management System

A Learning Management System makes building soft skills simple, almost effortless. You can develop and strengthen your employees’ soft skills in just 4 easy steps with an eLearning system:

  1. Launch a Learning Management System.
    What training method have you been exposing your workforce to? If your answer is “An in-person training model”, seriously consider launching a social Learning Management System. A Learning Management System will enable you to get your company’s training out of the physical classroom and onto the Cloud (online). This step is critical and can feel overwhelming. The good news is launching a Learning Management System isn’t nearly as intimidating as it sounds.
  2. Offer soft skills eLearning courses.
    Once you have implemented a Learning Management System and transitioned from in-person training to an online or blended learning model, simply integrate soft skills training into your company’s employee-training program. Offer eLearning courses on leadership, interviewing, mentoring, and customer service. The article Effective Integration of Technology and Instructor-Led Training to Promote Soft Skills Mastery suggests that hands-on training is critical to the adoption of soft skills. It states, “Web-based simulations… (portray) scenarios or ‘stories’ in which students act out realistic workplace situations and interactions. They are an engaging way to give personal meaning to the content, increasing students’ interest and motivation”. Only in eLearning are these knowledge retention-promoting simulations possible.
  3. Train users in the proper usage of social learning tools.
    The social learning tools mentioned earlier are not difficult to utilize. However, all learners will not automatically know how to use them. Devote a training session or two to the subject of how to operate your Learning Management System’s social learning tools. This will set your employees up to learn soft skills informally.
  4. Provide ongoing support for your employees’ newly learned skills.
    Once you have implemented a Learning Management System and used it to host eLearning courses that teach soft skills, provide ongoing employee support. Connie Malamed encourages employers to do this by continuing to train workers once an eLearning course has been completed. She says “Newly learned skills should be supported and enhanced by management and team members. Part of a soft skills training plan should include opportunities for additional practice, ongoing discussion, feedback and coaching to support the transfer of newly (learned) skills in the workplace environment”.

Hard skills alone won’t make a good employee. But, the combination of technical skills and soft skills will. Equip your employees with the character traits required for success in work and life by launching a Learning Management System, then integrating soft skills training into workplace culture.

This post was first published on eLearning Industry.

5 Ways Microlearning Applies To Informal Learning

How Microlearning Can Apply To Informal Learning 

When it comes down to it, how do employees best learn how to do their job? From structured online training courses? From supervisors? Through their own experiences or on their own? According to studies, more than 80% of the way people learn their jobs is informal. This type of learning, as Jay Cross explains is “the unofficial, unscheduled, impromptu way people learn to do their jobs. Learning is adaptation...We learn from one another”.

On the other hand, another emerging training trend is microlearning, as it takes modules and breaks them into bite size training that focuses on behavioral outcomes as well as applying knowledge and skills quickly. Microlearning can also match its training with individual learning styles. As such, organizational training programs can adapt to these new informal learning trends through a microlearning structure. Here are 5 ways microlearning can apply to informal learning.

  1. Just-in-time learning structure.
    One of the advantages of microlearning is that it helps organizations train employees with only the information that they need to know in order to do their job. This laser focus is seen in informal learning, as employees stick with training agendas that focus on job duties. In addition, like informal learning, microlearning gives great on-the-job context to help employees apply what they learn. This on-the-job context is what creates new learned behaviors, which is what microlearning is all about. Furthermore, this behavioral change comes when the information is given in the right way and at the right time.
  2. Personalization.
    Though informal learning has no structure, employees who are training can match the process with how they best learn – whether it’s visually, verbally, socially, aurally, logically, physically, or a combination. Microlearning also matches to individual learning styles and gives the employee learning autonomy to apply their knowledge to develop future skills. When informal learning becomes personalized to the individual, better learning results are seen.
  3. Accessible.
    Microlearning is the most effective when it is offered on multiple devices. Thanks to the growth of remote work, it is now more common for an eLearning company to have their training modules operate on multiple devices. When users have easy access and searchability with their training, the more successful the program becomes for the employee. It eliminates headache and disruption for the learner when they are in control of when and where their training takes place. How can this relate to informal learning? Organizations need to make sure the learning and training within their departments is constantly available – whether that means having someone available to email questions to or accessible resources when outside of the office.
  4. Rich media.
    No matter how employees learn, they need to be engaged with the content they’re learning and rich media allows for that. Rich media (interactive video/audio, well designed templates, etc.), is “more engaging and impactful” than text and people retain information better than from just reading text. Integrating rich media into informal learning can help keep engagement levels high and retain skills quickly.
  5. Minimal interruption.
    As most employees know, disruption and distractions throughout the workday can lead to less productivity and affect the bottom line. Careerbuilder found that smartphones, internet, social media, and email are among the 10 biggest workplace productivity killers. Whether it’s useless meetings or office gossip, it’s important that when employees are learning they are not disrupted. As such, microlearning offers training that only takes minimal amount of time away from the job and is typically short and accessible, allowing employees to learn only what they need to know. This is very similar to informal learning, as employees are learning what they need to do as they are currently working, thus eliminating hours of training modules or presentations. Less disruption also helps employees apply their new skills to their job at a faster rate.

All in all, informal learning with microlearning aspects can help make the training process more efficient and help employees apply what they learn at a quicker rate. When combined with other rising training trends, microlearning can be a great tool in the training toolbox.

Find out more about which training trends are most effective in corporate training programs with AllenComm’s 2016 Training Trends eBook. Get your copy here.

This post was first published on eLearning Industry.

4 Tips To Search Twitter For eLearning Content

How To Search Twitter For eLearning Content   

Looking for credible eLearning content on social media? This might be a challenging goal, as with literally hundreds of billions of accounts out there, social media can be the perfect place to find incorrect and misleading information. Especially when searching for eLearning content, one must be quite critical when using this powerful means. However, the truth is that social media search tools are a very interesting alternative to the typical searching the net way, and, as an eLearning professional, you want to utilize every online resource available to access eLearning content that will enhance the eLearning experience of your audience. If you haven’t yet, follow @elearnindustry to keep up with what we’re doing, working on, and seeing great sources focused on eLearning.

Twitter is a world of information of its own and the great news is you don’t need to have a Twitter account in order to use it for search purposes. In this article, I will share 4 tips to search Twitter for eLearning content and use this popular social learning platform to your advantage inside and outside of your virtual classroom.

  1. Twitter Hashtags.
    As you may already know, there are Twitter hashtags about nearly everything. There are hashtags about people, dates, news, events, places, trends, resources, tools, you name it. Hashtags are probably the most efficient way to not only spark an online discussion, but also gather people around online content; this is what you're looking for. But how you can utilize them if you don’t have a Twitter account? That’s the beauty of it all: You can go to the Twitter search page without having to sign in and write what you are interesting in placing the “#” symbol before. For instance, let’s say you want to find information about Social Studies. Use a popular hashtag for social studies education, such as #sschat, and watch Twitter pulling out for you the top, the most retweeted, and the most saved results. You can even click on the “View all” hypertext to get all the results. Most of the results will be conversations about the topic; however, some of them will be links to useful websites, blogs, forums, and applications that people use, go to, and talk about in the context of social studies education. Isn’t this great?
  2. Twitter Advanced Search.
    One of the two features of Twitter search is advanced search, where you can filter tweets and find specific words, topics, and people. There are 4 advanced search sections; “Words”, where you can look for the exact word, phrase, or hashtag, “People”, where you can locate specific Twitter accounts, “Places”, where you can find trending tweets in a particular location, and “Dates”, where you can find information shared within a specific period of time. In the “Other” section you can be even more specific, and see whether the information you are looking for was perceived positively or negatively, or includes a question.
  3. Twitter Search Operators.
    This is the second feature of Twitter search and it is similar to Google search operators. Twitter search operators support your online search, refine it, and make it much more focused. You can use operators to conduct focused search queries and look for tweets from specific people, sources, dates, and locations. In fact, Twitter search operators, when used properly, may provide you with way more precise and relevant information than the one you will get from typical web search engines!
  4. Twitter Trends Related Applications.
    The following apps are not free, but may be well worth your investment. Paying attention to Twitter trends will help you find topics related to what you’re looking for and stay on top of your field. For example, if you are searching eLearning content for your applied science class, you may be interested in finding topics related to economics or engineering. Consider checking the following applications that offer Twitter trends data:

    • Trendsmap. 
      Trendsmap displays the use of hashtags on a world map, so it is really easy to find the trends you are interested in by city, country, or continent.
    • Hashtags.org. 
      In Hashtags.org you will find what has been trending for the last 24 hours. We’re talking about pretty hot trends.
    • What The Trend. 
      Here you will find not only what’s trending on Twitter, but also why. What The Trend provides tons of Twitter related stats and information by constantly updating the lists of trending topics and allowing you and thousands of other people across the world to explain why specific topics are interesting or important right now. A great opportunity for an online discussion, isn’t it?

Now that you know how to search Twitter for eLearning content, you may be interested in learning whether you should use it as an eLearning platform. Read the article Using Twitter For eLearning: 8 Pros and 6 Cons To Consider and find out if incorporating Twitter into your eLearning strategy is a good idea.

This post was first published on eLearning Industry.

The Real Learner

What’s A Real Learner? 

Real Learners are people who have taken the Real Learning Project philosophy to heart.

To qualify as a Real Learner, an individual must have worked their way through the Real Learning book, done the JDIs (just-do-its), assessed their situation, documented their work and personal goals, set up their learning environment (solid content, productive social networks), reflected on what they need to know and how they’re progressing, developed their own approach to learning, worked out loud, and shared knowledge with colleagues. They will have practiced these activities to the point that they become second nature.

Real Learners are equipped to learn from experience, to work smarter, and to convert their aspirations into realities. Real Learners are street-smart with social and experiential learning because they’ve experienced them doing the exercises in the book. They are accustomed to working on their own initiative.

Real Learners reflect on their strengths, wants, aspirations, and dreams. From this they derive written goals, which they document in a Progress Log. The goals provide the motivation to strive to work smarter, learn what you need to know, and do what it takes to become who you are. Intrinsic motivation is a powerful motivator.

You can spot Real Learners from their behavior. You know you have found one when you see someone:

  • Documenting work, career, and personal goals in writing.
  • Taking on stretch experiences, welcoming the buzz of taking appropriate risks.
  • Socializing, sharing, conversing, and actively participating in communities.
  • Filtering out bad information and time wasters, tapping best resources.
  • Spending 15 minutes at the end of each day reflecting on what was learned.
  • Assessing the best way to learn a new skill.
  • Working out loud.
  • Mentoring others.
  • Confident in their ability to become smarter and more effective.

My hope, and it seems only natural, is that Real Learners will lead happier, fulfilling lives. It’s inevitable they will be more successful at work than their naïve peers.

Not everyone is cut out to be a Real Learner. It takes drive to change basic behavior.

Probably fewer than 10% of people who start the book will earn the designation. Does this mean that the Real Learning Project is a failure? Not at all. Those who do become Real Learners are high performers; they make the program worthwhile. Many participants who do not become Real Learners will benefit from bits and pieces of the project; they simply won’t master all of its aspects.

Not For Everybody 

People who are wedded to the concept that schooling is the “one best way” of learning will not buy the informal concept of Real Learning. Schooling that might have been appropriate for a child in an unchanging world is not the way adults learn best in a turbulent environment. Lots of people can’t get this into their heads. They call for courses, instructors, curriculum, and grades. Some argue (absurdly) that this school paraphernalia is a prerequisite for learning.

Making big behavior changes like becoming a Real Learner takes endurance. Some people’s attention span is too short to stay the course. Early on, participants check their Grit scores and mindset. Low scores predict a lack of stick-to-it-iveness. We may produce a skimmable comic-book version for people with no time or attention span.

Many people simply don’t read books. 40% of Americans did not read a single non-fiction book last year. Maybe our web version will appeal to them. Half the people who do read business books only get to page 12 before tossing them aside.

Changing one’s behavior takes perseverance and dedication. You have to believe you are in control. You have to have faith. You assess your situation, write down your goals, and begin having thought experiments. In time, this rewires your brain, making you more purposeful and intelligent. That’s a great reward, to become a confident meta-learner.

This is a long-term process. It’s easy to fall out of the program. Death in the family. Dirty laundry. Overdue bills. Crisis at work. Sick dog. Soccer games. Fender bender. Heavy travel schedule. 60-hour weeks. Doing two people’s jobs. Budget is due. Warning light flashing in car. Brother coming to visit. Let’s see, you were noting your progress daily?

While lots of readers will take some useful ideas from Real Learning, I expect only 7% of them will become practicing Real Learners.

Seven Out Of A hundred 

eaglemedalI’m going to draw on my experience with the Boy Scouts to provide an analogy.

Scouting helped me deal with moving from Texas to Rhode Island to France in 16 months. The Scouting community was my anchor. I led an international troop with boys from 18 countries. I learned many skills and a lot about life.

I am an Eagle Scout, the result of earning 21 merit badges. You get to wear a medal!

For me, becoming an Eagle meant that I’d bought into being trustworthy, loyal, friendly, courteous, kind, obedient, cheerful, thrifty, brave, clean, and reverent. I would do my best to do my duty to God and my country. At age 13, these were my personal values.

Seven percent of all Boy Scouts become Eagle Scouts.

I’ll be optimistic and hope that 7% of the people who tackle the Real Learning book and exercises become Real Learners, and that they will be as dedicated to Real Learning as I was to Boy Scouts.


Real Learners

medalReal Learners embrace the values of openness, honesty, transparency, sharing, reciprocity, daring, authenticity, tracking, and reflecting.

If attaining Real Learner status were a matter of merit badges, here is what they might be:

mb1

 

Self assessment and goal setting.

 

mb2

 

Setting up a learning environment.

 

mb3

 

Adventure. Taking on stretch assignments.

 

mb4

 

Community building and participation.

 

mb5

 

Daily Reflection. 15 minutes contemplation.

 

mb6

 

Working out loud. Shares insights.

 

mb7

 

Mentoring. Helps others learn.

 

mb8

Meta-learning. Has learned to learn.

 

 

You judge a Real Learner by outcomes, not by passing a merit badge test. A Real Learner:

  • Plans how to achieve growth goals.
  • Works smarter and makes an impact.
  • Learns faster and remembers more.
  • Embraces openness and learns out loud.
  • Makes sound learning a lifelong habit.
  • Co-creates knowledge with colleagues.
  • Becomes the person they aspire to be.

This post was first published on eLearning Industry.

How To Make Your Content Viral: The Example Of Real Learning

Making Your Content Go Viral: Ideas From Real Learning

The Real Learning Project is a book, site, and exercises designed to show people how to learn to learn socially, experientially, and informally. Real Learning is self-instructional and self-contained, created with the individual in mind.

We expect some organizations will want to apply the lessons of Real Learning more widely.

  • To support organizational renewal and reinvention.
  • To become true learning organizations.
  • To establish a more open, sharing, collaborative culture.
  • To adopt social business, Radical Management, digital transformation, and other models.
  • To enable workers and managers to take charge of their own learning.
  • To be more responsive to change, more sustainable.
  • To consolidate groups after a merger or acquisition.
  • To focus new hires in onboarding programs.
  • To build mentoring and coaching skills into management develop programs.
  • To delegate decision-making to the operational level.
  • To work smarter overall.
  • To take advantage of the benefits of informal learning.
  • To become a leaner organization with more generalists.
  • To get everyone up to a baseline standard of self-directed learning skills.
  • To become more technologically advanced.
  • To exploit wikis, social networks, videoconferencing, and teamwork to the fullest.
  • To shift from a training to a performance orientation.
  • To unleash the power of collective intelligence.
  • To open the process of innovation to all workers.
  • How does one apply self-instruction to a group?

Teams and organizations can use Real Learning to help small groups and entire companies to better engage, collaborate, learn, share, and make decisions.

Shift a group from old power to new.

In Understanding New Power (HBR December 2014), Jeremy Helmans and Henry Timms capture the essential shift from centralized power to distributed power. The characteristics on the left are vestiges of the pre-web industrial era; those on the right are the values of Web 2.0, democratization, and Real Learning.

Harvard Business Review Visual Library

Harvard Business Review Visual Library, December 1, 2014

If you are making this journey, here are some things to consider:

  1. Form a task force.
    Assemble a task force of influential people to monitor progress and communicate results. Make the task force responsible for change management. The task force will keep stakeholders up to date, keep track of adoption, trumpet successes, set leader expectations, create a vision, eliminate obstacles to change, plan for short-term wins, and tie project outcomes to organizational success.
    In selling the value of Real Learning, the task force should focus on business outcomes, not the learning capabilities that led to them:

    • Better, more knowledgeable customer service.
    • Faster response time.
    • Higher morale.
    • Reduced turnover.
    • Greater flexibility.
    • Bottom-up innovation.
    • Collective intelligence.
  2. Governance.
    Real Learning
    can work miracles if people are free to choose their own path, something they truly believe in. You can’t control freedom without strangling it. Real Learning pays big benefits - so long as you give it room to thrive. Governance means someone having the clout to represent executive management as ombudsman. Beyond having a social media policy and code of ethics, not much documentation is required.
  3. Align Real Learning with real needs.
    Learning never exists in a vacuum. You have to learn something, not just learn about learning per se. Couple Real Learning to a topic the group needs to master, e.g. becoming a real-time business, embracing Six Sigma, implementing new enterprise software, entering a new marketplace, or getting our team back on track. Hitchhike with a winning cause.
  4. Enlist sponsors and champions.
    As with any project, the more support from the top of the organization, the better. Leaders should model the behavior they are looking for. Managers must make time for learning, practice, and reflection. Find champions -learning junkies and working smarter enthusiasts- to pilot Real Learning and demonstrate how it’s done.
  5. Shift the culture.
    Work on developing a culture that is open, sharing, tolerant of mistakes, and respectful. Reward individual behaviors such as working out loud, reflecting on successes and failure, creating knowledge as well as consuming it, and taking on daring but not foolish challenges.
  6. Study group.
    The first year I attended business school, every evening before class I would join four friends to discuss the three cases that would be discussed the following day. We were a diverse group. One fellow was so conservative, risk-averse, and Republican, that I had to hold back from taunting him. Another guy was a convicted felon who refused to let his wife leave the house without him or listen to the radio. The third fellow held views similar to mine. Diversity helped: We had different perspectives on the cases.
    I learned more in the study group than I did in class. Figuring things out with your peers is powerful medicine.
    Form your own study group. You have my permission. Enlist a colleague or two who’ll work their way through Real Learning with you in tandem.
  7. Lesson plan.
    Hells, bells, you don’t need a lesson plan. Nobody’s teaching here. Real Learning defines the topics. Go through them at a pace that’s comfortable for your group. Skip around if you like. There is no specific order.
  8. AA-style.
    “Hi, my name’s Jay and I’m powerless over my own learning”. Join with other people who want to work smarter and improve their position in life. Be authentic. Tell stories. Get a sponsor should you lose the faith. Attend meetings. Come if you feel like you’ve hit bottom, don’t know what you’re doing, and need someone to toss you a life ring. Host a Meet-Up or post an announcement on the bulletin board.
  9. Team-driven.
    Teams are defined by their context. An agile development team is not like the team that meets every morning before Whole Foods opens or the Honda workers doing jumping jacks before heading to the production line. Four people who have worked together for years is a different team than eight contentious people with low morale and high turnover. There are great teams and sick teams and teams that cry out to be fixed.
    Real Learning focuses on practice. People learn socially, sharing with others, respecting others, and working smarter. They reflect on successes and failures, understanding how they can make the team healthier and more productive. Real Learning is a catalyst for organizational development, for one of the methods of learning to learn is teamwork.
    Ask yourself how your team might benefit from adopting Real Learning practices and what that would be worth to you? Content, books, community, FAQ, monthly prep teaching instructions via video, transcript, etc. costs less than $300 per person for a team of six. The big investment is people’s time: several hours a week doing exercises, working with a study-buddy, scouring the web, goal setting, practice, and more. Probably add a few hours at home or the “third place” during downtime for most people.
    Some teams, when the time is right and demand lulls make Real Learning the focus of management development and have participants mentor the rest of the organization on how to move forward.
  10. Book club.
    Six people agree to read and discuss Real Learning. They skim the book rapidly; in an hour, they “get it”. They come together to answer “How could this improve our team?”
  11. Support the project with your corporate social network.
    Create a learning community on your in-house social network to coordinate and share activities. Yammer, Chatter, Jing, Slack, SocialCast, or IBM Connections will do. The basic functionality is not that different from one platform to the next. Encourage participants to share their discoveries. Put a community manager in charge of pruning, reorganizing, and keeping the conversations active.
  12. Niches before Big Bang.
    Try Real Learning with a few enthusiastic teams or small groups before taking implementation to the entire organization. Pilot tests provide examples, an opportunity to fix glitches, and a means of localization. Besides, why risk it all when you can build on experience incrementally?
  13. Keep individual self-study option open.
    Encourage individual go-getters to participate in Real Learning on their own or in dyads no matter what other programs you have going. The more experiments, the better. Announce the availability of Real Learning to everyone who might want it.
    Real Learning has had a great reception among experienced people, most with advanced degrees who want to audit the way they learn and make improvements. A person who doesn’t care about learning might need it, but will never be persuaded it’s something worth investing in. In contrast, the learning enthusiast will work hard to advance from 90 percent effectiveness to 95 percent.
  14. Affirm your values.
    When implementing Real Learning on a large scale, it’s a good idea to make a company wide commitment to your new philosophy on learning. Here are the values we developed with a client - and took an oath to follow:

    • We are open and transparent.
    • We narrate our work. Need to share.
    • We value conversation as a learning vehicle.
    • We make our work accessible to others.
    • Our bottom line is business success.
    • We know learning is work; work is learning.
    • We are a learning organization.
    • We value time for self-development and reflection.
    • We recognize that reflection is a key to learning.

Changing behavior requires continual reinforcement, so be ready to tackle the concern and resistance that some people may have toward becoming a more collaborative organization.

Learning is social; connect people.

People learn with and through others, so set up ways for people to introduce themselves and select learning partners.

Effective managers encourage their team members to buddy up on projects, to shadow others and to participate in professional social networks. People learn more in an environment that encourages conversation, so make sure you’re fostering an environment where people talk to each other.

Several years ago, the local paper in Ottawa carried a story about voter betrayal. The politicians had gone back on their promise to provide every elementary student with a computer. It would be 2 kids per machine. I smiled. The kids will learn a lot more this way.

Adults need to take advantage of the social nature of learning. Have two or three people go through eLearning together, before a single screen. Encourage them to talk. Retention will skyrocket, and conversation will mitigate the boredom of most learning.

Become A Meta-Learner Yourself 

If you are personally drawn in by this subject, by all means consider being a mentor to your colleagues and friends. No one learns more than a mentor. You might host some online events or bring communities together. It’s intoxicating.

Common Goal 

I take my goal from my friend Howard Rheingold. We’re forming a community of co-learners. That’s not a bad line to use to spark a ground-up community of real learning practice where you work.

This post was first published on eLearning Industry.