Is social media learning?

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If you spend time looking at what your friends and family are doing on Facebook it’ll be hard to call that a defined learning event and the same goes for reviewing updates on Twitter or Instagram.
However, if you use a platform such as ‘Tweetdeck’, or the like, you can organise your Twitter Followers into specific lists and then you can use this to look up specific trends. If you are reading any attached papers or blogs that could perhaps be perceived as a real learning event.
This goes for Facebook too. I’d struggle to suggest the same for Instagram due to the fact that it is generally just a series of photos.
However, there are some interesting new platforms such as ‘Periscope’ which we’ve been using here at the BILD for a few months now, by holding a weekly periscope session on Wednesdays. This allows us to talk a group of people to communicate ideas etc., and there is a limited amount of text-based interaction. If you are engaging the right people you can get a huge amount of learning from this.
The other platform that we have discovered is ‘BLAB’. Although BILD has not hosted a Blab session yet I’ve been taking a close look at it to get a feel for the way it works and its usefulness in terms of learning. BLAB allows you, like periscope, to speak directly to your audience. It has some better features, in so far as you can invite others to video/audio with you, and can schedule these in advance so that people can subscribe to them.
I believe that by carefully choosing who you follow, you can use Social Media as a Learning event, but can you class it as formal CPD? I don’t think so, not yet. In the same way you can’t class a watercooler chat as a CPD session.
What do you think?
Rich Wootten (MBILD, TAP.Cert)
Business Manager
British Institute for Learning & Development
info@theBILD.org

Employee Engagement

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Earlier this month we help a CPD seminar on the topic ‘Employee Engagement’ at the Training Foundation’s offices in Coventry. This month I am going to use this blog to discuss the main themes and points.
Our First speaker was Wendy Dean from Strategi HR.
She discussed some important points such as “Give your Employee Engagement Programme a name” – this allows employees to get behind the programme to believe in it and to take ownership of the programme.
She also introduced the idea that an Employee Engagement programme was a ‘one person at a time’ process. This doesn’t mean that it requires lots of individual meetings but that each person has to engage in their own time. She also stated that an engagement programme can take up to 5 years to be successful.
During the afternoon Neil Anderson, Senior Management Trainer, from The Training Foundation was our second speaker. He asked us to define Employee Engagement in groups. What I found fascinating was it that it was actually very hard to define. All of the definitions were vastly different. This is because everyone’s perceptions of the drivers for Employee Engagement are different. Neil introduced the group to the Training Foundation’s research on Employee Engagement and their 6 Key Driver’s, represented by the ‘CHOICE’ model. He went on to demonstrate the differences in individual perceptions of the most important drivers quite graphically by getting us to rank our personal top six from the ‘CHOICE’ model. Again, everyone in the room had different priorities. This demonstrates that if, as the line manager, you were to use your own personal drivers to motive and engage your team, you may well isolate some of your team.
The manager’s job is therefore to understand their employee’s engagement individual drivers.
What is your definition of Employee Engagement – What success have you had? Can you share any tips?


Bloggers Sought.
The British Institute for Learning & Development are seeking guest L&D Bloggers on the blogsite HERE. If you are a leading light in your industry or looking to become a thought leader, please contact Liz Wheat lwheat@thebild.org . We’ll need you to verify that the piece is your own work and as long as they are L&D focused and not overly self-promotional you stand a strong chance of being published.

Demonstrate Quality In L&D

How do you demonstrate the quality of your learning and development?

If you are working as part of an L&D team, you might be asked this question. You can point to the qualifications of your team, you might have even found a way to measure the all illusive return on investment… but as an L&D team it is hard to benchmark yourself with similar companies or competitors.

And if you are learning provider how do you demonstrate to a client whom you’ve meet for the first time that your learning and development or training delivery is better the XYZ’s down the road, or how do you justify that you’re 10% more expensive that XYZ?

What is the answer?

There is no definite answer because each manager and each client will have a different set of criteria by which to judge you. Hopefully it won’t just be on price.

However, at the British Institute for Learning & Development we have something that might be able to help you evidentially demonstrate your quality. Over the last few years we’ve developed the BILD Quality Mark. This is a 12 point peer review of your learning and development.

This can help when you are asked to evidence your claim that your L&D is good quality. As a BILD Quality Mark holder you can categorically state that your L&D has been peer reviewed by the leading British L&D Institute.

The cost of the BILD Quality Mark has been reduced by 50% if booked in January or February. email info@thebild.org for more information.

Shiny new object

We’re all familiar with the shiny object, something that people tell you about to get you to stop doing what you are doing and pick up something else. Often its worse in business as there are no shortage of critics telling you that you should look at this shiny new object or this one. The modern world is full of shiny new objects and learning and development sees its fair share of them. Sometimes if you have been in L&D long enough you see the same objects float past a few times.

At the British Institute for Learning & Development we’re not ones for picking up shiny new objects, we have a plan or a goal and we stick to it.

However, a few days ago we stumbled across Periscope which seems to part of or attached to Twitter.

Periscope allows people to broadcast videos to their twitter feed. Which is a great marketing and content tool.

But we can see a great opportunity for the learning and development community too, particularly at CPD events and seminars (with permission) at our CPD events we actively encourage tweeting and don’t ask people to put their phones/tablets away.

We’re going to be using this at World Of Learning on 29th and 30th Sept.

Also we’ve just started (just done our first) a weekly Periscope session, we see this a great way to reach out to the L&D community.

So do yourself a favour and download Periscope to your phone or tablet and make sure you connect with the British Institute for Learning & Development @BILDdev “Up Periscope!”

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