Keeping Learning Sticky with Social Media, Part II

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Trainers are using social media even more today for transformational learning. Learning and development is moving in a more social, collaborative, and on-going model. Social media presents organizations with effective tools to train employees at all states of employment. 

Trainers must see learning as a on-going process (before, during, and after a learning session). The same applies for social media to be effective, trainers should utilize social media tools before, during, and after the learning event—choosing the best 1-2 platforms that better fit the type of training and/or organization.

Before the learning session, set up a group or community space where trainees can share ideas and opinions about the learning session. Using social media before a learning session will allow participants to share their expectations, introduce the trainers, and provide information to prepare everyone for the upcoming session.

During a learning session, trainers can utilize social media tools for note taking and collaboration among participants. These shared notes can be compiled for future reference.

After a learning session, trainers should collect references and feedback to post on social media to provide resources, information, and connections for future retrieval.

In Part I, I gave you a simple idea of how to incorporated social media into your training plan. Here are a few additional ideas to use social media tools to make learning stick:

  1. Pick 1 -2 platforms that are best fit for your type of training and/or your organization.
  2. Utilize chat rooms before and after the learning event. Learners can continue to learn from each other even after the training ends. They can interact and share how they struggled with a particular process and show others how they may have approached it.
  3. Use unique polling and quizzes. (Facebook and LinkedIn)
  4. Add your class online using the online social media learning platform for users to use after the learning event as a refresher. (LinkedIn)
  5. Segment your training into multiple modules. (Facebook) 
  6. You can create a brief teaser to draw in learners and post a pre-assessment before the learning event occurs. Participants can post their questions prior to the learning event. (Facebook, Twitter, LinkedIn, WhatsApp)
  7. Use Facebook, Reddit, LinkedIn, or Tumblr for Pre-training and Post-training with photos, PowerPoint slides, or other visuals. Remember, Neurolinguistic Programming tells us that 60% of learners prefer to take in information visually.
  8. Host a post-training discussion/support group.(LinkedIn) Ask 2-3 open-ended questions that will encourage discussion of the ideas and how people are applying – or think they might apply – them. As more people become involved, participation will grow. Many people read others’ posts but don’t post themselves. That is okay because people are usually learning even though they’re not actively participating.
  9. Send periodic reminders to use and practice newly acquired behaviors after training. The reminders can be set up ahead of time, for your convenience. Short emails can also be used. (Twitter, WhatsApp, Messenger)
  10. Before a learning event, get a quick “read” on trainees’ interest in particular areas/topics in the training or simply build positive expectations about upcoming training. (Hint: use short testimonials from previous participants). (Twitter, Facebook, LinkedIn)
  11. During a learning event, ask participants to submit their questions to you via email (Twitter, Messenger).
  12. Allow users to submit questions (via Reddit), links, images, discuss them, and vote them up or down.

Ask Yourself: How can I use social media tools to strengthen the learning process and help make learning stick for my learners (or employees)?

Dr. TL

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