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I think it’s safe to say that participation in many organizational social learning programs has fallen woefully short of hopes and expectations. Why? Well, one reason is...
Learning measurement is a critical topic these days—and for good reason. We know when people take and complete a course, but what else are they doing within our corporate learning environments? How do we track activities connected to social learning? What measures can we gather and assess that will give us a fuller picture of learning taking place?
Watch our recorded webinar to find out...
While there is no one way to do social learning, I have seen enough over the years to reach the conclusion that in the majority of instances, the pendulum has swung too far in the unstructured direction. The open, organic approach has within it a number of core, faulty assumptions. Here are a few...
Social learning remains a hot topic for organizations, especially as they try to ensure that they are leveraging the latest and greatest methodologies for developing their workforces. To make the most of this trend, your social learning strategy should include collaborative learning as a core element.
Collaborative and social—you might think they are the same thing...
The hype surrounding social learning can sound like an old carnival hawker at times. Social learning: The tonic to ease your troubles! With just a click here and a thumbs up there, everyone can know everything, and your company profits will shoot into the stratosphere!
Unfortunately, we know this is not the case. It takes much more than just a few lazy clicks of the mouse to make learning happen.
Bill Fisher, a professor at the International Institute for Management Development (IMD), penned a thought-provoking blog for Harvard Business Review called "The End of Expertise." Fisher attempts to explain the decline of expertise in a world where anyone can Google a keyword and stumble upon information. He uses an interesting formula from David W. Maister, et.al., focused on a trust equation...
Companies spend billions of dollars on employee training each year, but to what end?
A 2008 Corporate Executive Board study called “Sales Executive Council: Introduction to Talent Development” showed that within a week of a formal training event, people forgot 70 percent of what they learned. A month after the event, people forgot 87 percent of what they learned.
Do your learning initiatives offer opportunities for all of your employees to take part? Do you see value in people learning throughout their entire careers? Do you have an inclusive mindset about opening up learning programs so that anyone can participate?
Chances are you likely answered yes to all three of these questions. In theory, yes, we all want learning to be open, inclusive, and ongoing. But in reality, our learning programs do not tend to support and embrace each employee.
We’ve all been there, sitting in a meeting listening to someone speak, when the person asks a question of the group. Cue cricket sounds. No one wants to speak up, and everyone is waiting for someone else to take action.
Now imagine that happening in a social learning environment when people only interact via technology. One colleague refers to this as playing “social chicken.”
River was thrilled to recently receive three awards for our modern mentoring and social learning platform... While I could list many cool features and some awesome functionality that River offers, what I ultimately came down to is this: River helps companies solve real business problems. This is why River is winning awards.