Social Learning Analogy
I just finished reading Peter Block's OD text Flawless Consulting. In it he describes a unique method for working with groups during training in which he recommends giving them 5 minutes at the beginning of the session to rearrange the room any way they want.
"Tell people to move themselves, move the furniture, walk around, decide where they want to be and who they want to be with to best approach the task and achieve their goals."
I was struck by the similarities between this concept and the shift from traditional linear models to social learning. The room-in this case representing knowledge or learning-is no longer owned by a single person (formerly the 'trainer') who has ultimate control and authority over its structure and direction. Instead, the entire community/group is responsible for how they each experience the learning and what role(s) they play.
As with the room change scenario, we can expect that the first reaction to implementation of social learning modes in an organization will include chaos, confusion, and likely even pushback. However, as participants become more comfortable with the new models and their benefits they will become more engaged and active in the process, taking accountability for their own learning and sharing more actively in the learning of others.
"Tell people to move themselves, move the furniture, walk around, decide where they want to be and who they want to be with to best approach the task and achieve their goals."
I was struck by the similarities between this concept and the shift from traditional linear models to social learning. The room-in this case representing knowledge or learning-is no longer owned by a single person (formerly the 'trainer') who has ultimate control and authority over its structure and direction. Instead, the entire community/group is responsible for how they each experience the learning and what role(s) they play.
As with the room change scenario, we can expect that the first reaction to implementation of social learning modes in an organization will include chaos, confusion, and likely even pushback. However, as participants become more comfortable with the new models and their benefits they will become more engaged and active in the process, taking accountability for their own learning and sharing more actively in the learning of others.
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Comment by Kevin D. Jones on October 30, 2008 at 1:10pm - I started a discussion about this here. I love this topic. It is really getting me thinking....
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Comment by Christine Martell on October 30, 2008 at 11:11am
- Slowly the realization is sinking in that if I am to fully embrace learning technology that my role as a learning professional will change at a fundamental level. My facilitation skills and ability to walk with chaos are the ones I am using more and more. I also need to be able to stand in the fire as participants react to the change and struggle to find their new place in the learning.
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Comment by Kevin D. Jones on October 30, 2008 at 8:18am
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Great thought! I love this. So true.
I love how you linked the two thoughts together and the reference to "formally the 'trainer.'"
I have to agree that each person is accountable for their own learning and sharing. This is a huge part of social learning. What a great way to bring it into a traditional training environment!
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