Integrating Social Media and Human Performance Initiatives

Things learning leaders should consider as they grapple with how to include social media features within learning solutions and human performance initiatives: 1) Do a leader diagnostic of your design &

Things learning leaders should consider as they grapple with how to include social media features within learning solutions and human performance initiatives:

1) Do a leader diagnostic of your design & implementation team. How many leaders within the design and implementation team learn social? Do they demonstrate that they work and learn in a connected fashion? Many learning leaders skip this question because they assume they themselves don’t have to learn social (be participatory, timely, transparent, current users of social media) to reap the rewards they think they might get from social media-enhanced learning solutions.

2) Do a user/learner diagnostic of the group that will use the learning solution and measure before and after key performance indicators. How many learners within the targeted participating group learn social? How do they demonstrate they work and learn in a connected fashion? How are users/learners working and learning now? How will the social media enabled features within the site/event/product/thing help users/learners work better? Spell it out for the users/learners using interactive marketing and rollout events.

3) Do a strategy diagnostic. How much is the design strategy of the social media-enhanced learning solution/initiative mimicking what the targeted participating group is already doing on the job?

4) Do a change marketing and management strategy that aligns to the strategy diagnostic results (#3). The closer the solution mimics the real-time practical elements of work team communications or workflows, the faster users/learners will use it and the least amount of change management and marketing will be needed. If the solution is vastly different than real-time work, more change management and marketing support will be needed to get users to use it and value it.

5) Seek management participation and support. If users/learners see at least three levels of management directly connected with the targeted participation group, genuinely modeling the social learning behavior they’d like to see, faster, long-term adoption is guaranteed. It has to be genuine, authentic, practical modeling or your target group will smell a fake and all momentum/buzz will stop and reverse quickly.

Source: MariAn Klein, learning strategist. See blog at www.marianklein.com.

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