The opportunities to broaden the reach of the L&D department, and promote participant interaction and shared learning, are now limitless with social media.
We’re working in a wonderful era of easy-to-use, readily available social media technologies ideally suited to learning and instruction. These tools―blogs, wikis, social networking sites, microblog sites, video sites, and more―provide wonderful, new opportunities to invite participation from our learners.
Anecdotal reports from learning and development (L&D) professionals indicate that trainers and instructional designers are enthusiastic about and interested in using new tools and approaches, but just don’t have a good understanding of how to do so. Industry news and technology aficionados offer frequent updates about new social media tools (such as the recently launched Google+) or updates to old ones—often without much in the way of ideas for integrating them into practice.
Advantages are many: Social media allow more participation over a span of time, encourage people to “learn out loud” for the benefit of others, and provide ways to more closely embed learning into work. So what are some strategies for workplace learning practitioners seeking to incorporate these new tools into their training design?
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