It can be difficult to move a traditional training organization directly to a social learning focus. I have found through experience that it is easier to start with performance consulting and then expand to social and collaborative learning. This reflects my own career as a military training development officer, later becoming one of the first Certified Performance Technologists in Canada, and then getting immersed in social networks for learning and performance.
“the labor market increasingly rewards social skills … social skills reduce coordination costs” —The growing importance of social skills in the labor market (2015)
Based on the 70:20:10 principle, the aim of this workshop is to cover the components of a modern workplace learning strategy that includes training, performance support, and social learning. It is designed for anyone working in or interested in training, organizational learning, human resources, and organizational development. The workshop comprises 10 main activities, plus resources, links, and tips.
Participants are encouraged to share with each other. Here are some comments from previous online workshops.
“Wow, this workshop has been a game-changer for me. Thanks so much for leading the way; the background info and actionable steps are really effective.” —Neal Peterson, Senior Learning Designer, R&D
“This workshop helped focus and situate the core elements that needed consideration in the development of a learning transformation strategy at a major financial institution contact center.” —Nancy Slawski, Senior Learning Consultant
“This workshop has been enormously helpful. Thanks Harold. It has joined up the dots and consolidated lots for me. It’s been very practical too.” —Helen Crump
This workshop is also available privately for companies & groups
To register: Contact Harold to establish a start date that suits your team
€2,500 (paid in advance by PayPal or major credit card)
Activities are posted in the online space: every Monday, Wednesday, & Friday over the space of three weeks. An additional three weeks for reflection conclude the workshop. The nine themes (plus reflection & summary) are shown in the image above.
Comments and reflections are all done via the website as threaded discussions, so there are no specific dates or times to attend. Harold provides coaching, advice, feedback, and other resources as needed. He is also available via audio or video conference. Discussion is encouraged so that people can learn from each other. We try to find ways to help each person as issues arise in the conversations. Without these conversations, Harold would not be able to help in an informed way. For participants, the more they give, the more they get.
Participants have come from a variety of organizations, including:
Adroit IG, Snow Software, Scotiabank, KPMG, AT&T, University eXtension, Swisscom, Roche, Unilever …
Video: Harold Jarche on Social Learning (2.5 minutes)