{"id":410,"date":"2017-02-27T15:30:22","date_gmt":"2017-02-27T14:30:22","guid":{"rendered":"http:\/\/modernworkplacelearning.com\/magazine\/?p=410"},"modified":"2018-12-24T13:35:11","modified_gmt":"2018-12-24T13:35:11","slug":"top-down-implementation-of-social-learning-doesnt-work","status":"publish","type":"post","link":"http:\/\/modernworkplacelearning.com\/magazine\/top-down-implementation-of-social-learning-doesnt-work\/","title":{"rendered":"Top down implementation of social learning doesn’t work"},"content":{"rendered":"

\"\"Now that social learning<\/strong> is a hot topic, many organizations are beginning to consider how they can implement or operationalize it.\u00a0 However, “social learning\u201d\u00a0 is a very different type of learning from traditional training, because it is natural phenomenon (that takes place when people share and collaborate with one another) rather than something that is implemented by an organization. However,\u00a0 as the use of social technologies are changing the definition of social learning<\/em>, the issue is rather more about how to implement tools to underpin social and collaborative learning within an organization.<\/p>\n

The traditional way of implementing any new trend or technology \u2013 we have seen it with e-learning and the LMS – is to do this top-down.\u00a0 Someone or some people decide what tools\/platforms are best for use within the organization and these are then purchased, installed and set up for employees to use.\u00a0 They then have to get the employees to use the tools, perhaps even train them to how to do so.<\/p>\n

Those who are implementing social learning in this way, ask questions like this:<\/p>\n