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Charlene Li

There are many different ways to use social media for learning, and its benefits have already been well documented. But not every formal learning initiative that uses social media is successful. If you’ve been trying things out yourself, you may have realized that this is not “Field of Dreams” scenario, you are not Kevin Costner, and simply building it doesn’t mean they will come. You need to stoke the fire to engage your learners.Three Reasons Why You Need to Work to Engage Your LearnersAccording to people like Charlene Li, even if many people are present on social media platforms, it doesn’t mean they are active. There are different levels of engagement. In the learning sector, this means two things:It is normal that not everyone will take part actively; they may need some encouragement.The fact that not everyone does something doesn’t mean they are not looking.Unless every one of your learners was born after 1980, chances are these new ways of learning represent a change for them. With any change, some people will adopt earlier than others, who need to really see the proof of effectiveness before they engage. (Even having learners who are Millennials or younger is no guarantee that they will be engaged.)Social media tools may have a bad reputation when it comes to learning.Many learning professionals have just “added-on” social media to their formal learning programs because they want to be cool or try something new. This may disappoint people who (rightly) don’t see the added-value.Many people associate social media with posting comments about how nice Justin Bieber’s hair is. The applications for learning go much further than that.Strategies to Boost Adoption and EngagementCross-pollinate. Knowing that different people use different tools for different reasons, try to cross-pollinate your efforts by linking together different platforms. In this way, you might reach more of your learners and also drive more participation across your different platformsGive feedback IRL (in real life). If you are running formal learning initiatives and using social media to support and drive it, don’t forget to give people feedback in real life. If someone added a reference to your LinkedIn group after day one of training, thank her at the start of day two. People who are more active on social media are often seeking some kind of status and recognition.Gamify some offerings. There is a lot of hype around gamification because it can really drive motivation for learning. If you want to encourage more participation, consider using gamified strategies. This could range from basic “leaderboard” approaches (“who was most active sharer?”) to competition-based learning (“who will be first to find a reference on XYZ?”) to a simple quiz like this one (posted via a blog) or an individual treasure hunt for relevant information.Don’t forget the golden triangle. There are three key behaviors required to keep momentum in a networked environment: asking, giving, and thanking.This blog post is a small introduction to the how to motivate learners to be active with social media–based learning. During ASTD 2013 ICE session TU306 I will be giving an overview of what to do with social media, how, what works, and what doesn’t.In preparation for that session, there is a LinkedIn group you can join that is discussing some questions and getting started with learning already. Come and join the group!And if you want to do the pre-reading, check out my session blog-page.Thanks for reading. See you in Dallas!

Stoke the Fire for Social Learning Success

Microsoft Corp. and Yammer Inc. announced yesterday that they have entered into a definitive agreement under which Microsoft will acquire Yammer, a leading provider of enterprise social networks, for $1.2 billion in cash. Yammer will join the Microsoft Office Division, led by division President Kurt DelBene, and the team will continue to report to current CEO David Sacks. The acquisition is subject to customary closing conditions, including regulatory approval. Launched in 2008, Yammer now has more than 5 million corporate users, including employees at 85 percent of the Fortune 500. The service allows employees to join a secure, private social network for free and then makes it easy for companies to convert a grassroots movement into companywide strategic initiative. Yammer maintains that it will continue to develop its standalone service and maintain its commitment to simplicity, innovation, and cross-platform experiences. Moving forward, Microsoft plans to accelerate Yammer’s adoption alongside complementary offerings from Microsoft SharePoint, Office 365, Microsoft Dynamics, and Skype. According to Yammer CEO Sacks, “We had a vision for how social networking could change the way we work. Joining Microsoft will accelerate that vision and give us access to the technologies, expertise and resources we’ll need to scale and innovate.”  According to the press release: “The acquisition of Yammer underscores our commitment to deliver technology that businesses need and people love,” said Steve Ballmer, CEO, Microsoft. “Yammer adds a best-in-class enterprise social networking service to Microsoft’s growing portfolio of complementary cloud services.” In a TechWorld article, R. "Ray" Wang, an analyst at Constellation Research, contends that “there's a war to get to the employees." For example, in the past year SAP, Oracle, and Salesforce.com have each purchased cloud-based human resource applications in the form of SuccessFactors, Taleo and Rypple. Social collaboration tools are used by a wide audience, spreading a company's influence to a wider user group within the enterprise. But what does the acquisition mean for users? The challenge going forward is how Microsoft will integrate Yammer into its Office offerings, in particular, SharePoint without losing what makes Yammer a unique and popular social network tool. Social media expert and Groundswell author Charlene Li puts it succinctly when she writes, “The fact is that Yammer and its competitors are creating new way for work to get done, that is not only effective but also—dare we say it—makes work fun.”  One thing is certain, "the exposure of the Yammer ESN \[enterprise social network\] to the Microsoft distribution engine should be interesting to watch," writes Martin Fauscette, who tracks enterprise software for IDC, who expects Microsoft to aggressively integrate Yammer into its Office, SharePoint, and Exchange products.

Microsoft Acquires Yammer—So What?

 I hope you share my excitement when holding the summer issue of The Public Manager. It’s being distributed to subscribers right now. If you can’t wait, if you urgently need help with information overload, managing in a fishbowl, or attending to the big challenge of 21st Century government reorganization being considered by President Obama, go online at our site, The Washington Post or The Federal Times or  elsewhere.  Additionally as you head to your coffee break or meals later today, you can read in our journal or see on C-SPAN that the implementation of groundbreaking food safety law is moving forward collaboratively. We’re featuring a project based at Cornell University’s School of Agriculture and Life Sciences, which (when I was young) served me the best whipped cream topped chocolate chip pancakes I’ve ever eaten! Let me know what you think of the new interview Exchange - this time with Charlene Li - the Visionaries and other key new elements of The Public Manager.Sincerely,Ilyse Veron, Editor

Federal Management Advice in The Public Manager

With the recent news that President Obama received recommendations on a reorganization of the federal government, the summer issue of The Public Manager couldn't be more timely. Available June 15, it spotlights the topic of government reorganization for the 21st century.The Public Manager, a nonpartisan quarterly journal about federal executive leadership at all levels of management, presents an 11-article forum organized by former Commerce Department executive Alan Balutis that explores ways to manage government reorganization. From the importance of Oval Office outreach to Congress, to planning whether to take on mega-, Cabinet-, or agency-level reorganizations, The Public Manager marshals experts who have executed federal reorganizations before and can offer valuable tips and insights. Collectively they ask: Is President Obama Thinking Outside the Box?Other feature articles in the journal focus on how the government can avoid a fiscal crisis, closing leadership gaps, improving performance reviews, implementing a groundbreaking food safety law, and a look at how the Veterans Affairs agency is taking care of business by committing to training."We call it Federal Leadership That Works," says new editor Ilyse Veron of The Public Manager's practical offerings, which are augmented throughout the year at www.thepublicmanager.org.This summer issue also debuts two new features: Exchange and Visionaries. Exchange showcases interviews, also available as podcasts, with newsmakers in the field such Charlene Li, the author of Open Leadership: How Social Technology Can Transform the Way You Lead. In Visionaries, the new back page, the journal will present innovations and ideas from award-winning or standout public managers starting with the Service to America finalists chosen by the Partnership for Public Service.About The Public ManagerThe Public Manager is a unique, independent, and nonpartisan quarterly journal about federal government leadership that works. Produced in print and electronic format with related podcasts, blogs, and events, it communicates best practices, innovations, and techniques for learning at all levels of government. The Public Manager is affiliated with good government groups such as the Partnership for Public Service, GovLoop, Young Government Leaders, the Graduate School, the American Society for Public Administration, and others. It is published by The Bureaucrat Inc., a not-for-profit organization owned by ASTD that is chartered and devoted to furthering knowledge and best practice in government. The Bureaucrat, Inc. maintains its own corporate officer and Board of Director structure. For more information about The Public Manager and the new summer issue, visit www.thepublicmanager.org.

As President Obama Considers Government Reorganization, The Public Manager Journal Shares Expert Insight to Guide the Way

You want a well-kept sales secret?Top Decision Makers of major corporations attend the ASTD International Convention Expo every year.Why is this important to you? MONEY, LEVERAGE, and very POWERFUL CAREER NETWORKING.You want to get next to CEO's, Presidents, and Senior Leaders of companies?Presidents, CEO's and Senior leaders are ALWAYS interested in following ASTD.org information to gain a competitive edge. HANG OUT WITH Workplace TRAINERS!In attendance this year, Senior Executives from American Express, IBM, Verizon, Shell Chemical, Bank of America, Tecktronix, St. Judes Children's Hospital, Comcast, SouthWest Airlines, (just to name a few) were in attendance. They are as APPROACHABLE as your neighbor next door and openly share their feelings with a friendly handshake!Where in the world does that happen in the selling environment?!Attending this year are famous World Class Leaders like Ken Blanchard (One Minute Manager), Charlene Li, (Open Sharing and Thought Leadership), and Daniel Pink. (Wallstreet and Bloomberg Business Analyst).WHY are they here? Corporate Trainers (especially SALES TRAINERS) are responsible for workplace performance and productivity of the employees. They are responsible for calculating the impact of employee work activities. They gather this business intelligence and consult with their top Executives as a result.Go to an ASTD International Convention or the ASTD Techknowledge Conferences!The American Society for Training and Development (ASTD.org) in Washington D.C. is the global authoritative voice on workplace advancement in employee training. That is why this site will become a very important resource for the sales industry in the next year. Sales Training Drivers.com is an ASTD.org branded product.Sales Leaders hang out here...and so will your CEO!

The Secret is out. Powerful CEO's hang at ASTD events!

The American Society for Training & Development (ASTD) will hold its annual International Conference & Exposition May 16-19, 2010. The event, which attracts thousands of workplace learning and development professionals from around the world, will be held in Chicago, IL at McCormick Place.The ASTD 2010 International Conference & Exposition will feature keynote addresses by leaders in the field including:Daniel H. Pink, the author of four provocative, bestselling books on the changing world of work. His latest book, Drive: The Surprising Truth about What Motivates Us, shows that the secret to high performance and satisfaction in today's world is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world. Dan is a respected business and technology analyst and regularly lectures on economic transformation and the changing world of work.Charlene Li is an influential thought leader and guide on emerging technologies, with a specific focus on social technologies, interactive media, and marketing. She is the co-author of the business best-seller, Groundswell: Winning in a World Transformed by Social Technologies. Named "One of the Most Influential Women in Technology" by Fast Company magazine, Charlene is the founder of Altimeter Group which provides speaking and consulting services to organizations looking to understand and thrive in a new economy driven by social media tools and techniques.Second City Communications is the world's legendary improv theatre and training school, developing talent such as Alan Arkin, Jim Belushi, Steve Carell, Tina Fey, and Gilda Radner Second City Communications relies on the core competencies of The Second City - engaging audiences and improving performance - to develop training and internal communications programs, ranging from leadership development to sales force effectiveness to ethics and compliance awareness.In addition to these presenters the 2010 International Conference & Exposition will feature more than 300 educational sessions and workshops in five tracks led by experts in workplace learning and development. A world-class EXPO will include hundreds of suppliers who will feature the industry's latest products and services.For more information about ASTD's 2010 International Conference & Exposition, please visit www.astdconference.org. Media inquiries should be directed to press@astd.org.

ASTD Announces 2010 International Conference & Exposition

The American Society for Training & Development (ASTD) announces the premiere of Student Day at the upcoming 2010 International Conference & Exposition to be held at McCormick Place in Chicago, IL, May 16-19. On Student Day, May 18, students enrolled in human resource development (HRD) programs may attend the conference and exposition free of charge.Included in Student Day offering are:Complimentary registration for general session with Charlene LiTour of conference EXPOSession, Maximizing Your Career - Students and ASTDNetworking opportunities and lunchConference registration bag, program guide, and materialsIn addition to these activities students will also learn about ASTD's John Con Student Membership Scholarship. ASTD will offer six student memberships and one international conference registration as part of the scholarship offering. Applications for the scholarship will be accepted during the Fall 2010 semester for 2011.Student Day is sponsored by ASTD's Academic Partner Program which serves the higher education community - students, faculty, and staff - with learning and development resources that have been proven to make an impact in business environments. The Academic Partner Program will feature a series of sessions at the ASTD 2010 International Conference & Exposition geared to HRD faculty and department heads. There will also be a Faculty Forum and special Higher Education Networking Reception.For more details on the higher education offerings at ASTD 2010, or to register to attend, visit http://www.astd.org/ASTD/Partners/Academic/app-conference.htm.

Student Day Premieres at ASTD 2010 International Conference & Exposition

ATD Links Archive - ATD Links

A major theme throughout this book has been that leadership is about relationships, and because social technologies are changing relationships, leadership also needs to change. Empowered customers and employees will not sit by the sidelines and accept business as usual. There are also systemic changes that are causing leadership to changethe re...

Open Leadership: Mindsets and Traits

Technology headlines for June 2013 include: Learning Technology Excellence in Practice Awards, Mobile Learning to Reach $2.1 Billion in North America by 2017, Microsoft Survey: Employees Want Social Tools at Work, McKinsey Global Institute Identifies 12 Disruptive Technologies. Learning Technology Excellence in Practice Awards Each year the American Society for Training & Development recognizes individuals and teams who advance the knowledge of the workplace learning and performance profession and contribute to workforce capability and organizational competitiveness through their exemplary practices. Their work inspires and informs us all, and their accomplishments demonstrate how learning drives the performance of businesses and organizations worldwide.  The Excellence in Practice category recognizes organizations for results achieved through learning and performance solutions. Awards are presented for proven practices that have delivered measurable results, and Citations are presented for practices from which much can be learned.Here are this year's winner and citations in the area of learning technology.  _Winner: China Telecom__Beijing, China_Social Learning Practice in Accelerating the Scale Development of 3G BusinessesAfter a series of restructuring and acquisitions that began in 2009, China Telecom became a licensed 3G operator and built up a strategy for scale development of 3G businesses. Since then, the products and services offered have soared and the variety of mobile products for 3G businesses increased rapidly, nearly tripling since 2010. As a result, the demand for reducing time for competency and time to productivity of the 3G sales and service teams became imperative.The Social Learning practice was designed and implemented to address the need for faster and more effective knowledge sharing among dispersed teams. This practice was mainly piloted in 3G business lines with the consideration of the corporate strategy for scale development of mobile businesses. With the launch of a web-based social learning platform in April 2011, and its mobile version in April 2012, this practice has expedited learning, sharing, and flow of knowledge, which led to the creation of an internal social learning ecosystem.The business impact of this practice includes:7,000 channel sales managers showing improved service and capability, enabling them to better serve the 400,000 distributors and facilitating the increased sales of products57,000 salespeople have acquired product knowledge faster and are equipped with better knowledge to service customers, driving increased salesMore than 9,000 VIP service managers have reduced time to competency, enabling them to better serve the customers, resulting in an increased satisfaction and loyalty rate, and facilitating increased brand equity.  China Telecom estimates the return on investment of this practice to be 595 percent. _Citation: Accenture Services Private Ltd.__Mumbai, India_Improve the Effectiveness of New Hire Training Using Tools and Technologies  Efficiency in the new hire process was an important goal for Accenture. To achieve it the organization leveraged tools and technology to obtain organizational targets and maximize client and customer satisfaction. Using tools like Versant, Neuro Language, and Epiplex helped the organization achieve business objectives with utmost quality. This practice is a one-stop shop for new hire training effectiveness and it optimizes and integrates three independent technologies.   Prior to the implementation of the practice, the complete new hire training process was managed manually, with a lengthier learning curve and people dependent process. Introducing tools like Versant, Neuro Language, and Epiplex brought in structure and a process dependent approach to new hire learning with minimum trainer/ SME intervention, decreasing human error and subjectivity. _Citation: E\*TRADE FINANCIAL Corporates Services, Inc.__Alpharetta, Georgia_Corporate Equity Benefits – Blended Education CenterWhen E\*TRADE moved from a software-based benefits program to an online platform to better serve its clients, they discovered several challenges related to training content, design, delivery, and data collection. As a result, E\*TRADE implemented a learning management system with 85 courses, a substantial improvement from the previous six-course class.This training program was designed to ensure the best client experience by addressing the identified performance problems, creating adequate client training and making it more appealing. The content was delivered via e-learning as well as face-to-face and virtual classrooms, allowing clients the flexibility to focus on specific training topics at no cost. The system provided a direct route through an education portal for clients with different roles and experience levels to easily locate and attend applicable training courses. The program has led to an increase in client satisfaction, which also has a large impact on the business overall. It is the most discussed measurement in marketing materials and at large industry events.Mobile Learning to Reach $2.1 Billion in North America by 2017The revenues for mobile learning products in North America reached an imposing $1.4 billion in 2012. The compound annual growth rate (CAGR) is 7.6 percent and revenues will climb to $2.1 billion by 2017, according to a new Ambient Insight report called, "The 2012-2017 North America Mobile Learning Market."North America has the second-largest revenues for mobile learning after Asia. The overall growth rate in Canada is 20.8 percent and the growth rate in the United States is 6.1 percent. One reason for this discrepancy is that the United States is a mature market; the U.S. mobile learning market is over a decade old."The majority of mobile learning revenues in North America are concentrated in the U.S.," reports Ambient Chief Research Officer Sam S. Adkins. "However, the growth rates in Canada are over three times higher than in the US. The dynamics of both countries can be complex and this report provides a detailed analysis of the supply chains in each country.""There are major differences in buying behavior between the United States and Canada," comments Ambient CEO Tyson Greer. "Suppliers cannot use US buying-behavior patterns as a baseline for doing business in Canada. For example, the buying behavior in the academic segments in the two countries is fundamentally different.""The revenues for packaged mobile learning content are heavily concentrated in the consumer and healthcare segments in both countries, but the type of content purchased is different in each country," adds Adkins. "One interesting trend is that between 2010 and 2012, over 60 native mobile learning tools and platforms came on the market."Over 170 mobile learning suppliers in North America are cited in this report. This information will help international suppliers identify local partners, distributors, resellers, and potential merger and acquisition (M&A) targets. A free abstract of the report is available at www.ambientinsight.com/Reports/MobileLearning.aspx.  Microsoft Survey: Employees Want Social Tools at Work Nearly half of employees report that social tools at work help increase their productivity, but more than 30 percent of companies underestimate the value of these tools and often restrict their use, according to new Microsoft research.The survey, conducted for Microsoft Corp. by research firm Ipsos among 9,908 information workers in 32 countries, also found that 39 percent of employees feel there isn’t enough collaboration in their workplaces, and 40 percent believe social tools help foster better teamwork. More surprisingly, 31 percent said they are willing to spend their own money to buy social tools. “Employees are already bringing their own devices into their workplaces, but now they are increasingly bringing their own services as well,” said Charlene Li, founder and analyst at Altimeter Group, a firm that studies social media and other technology trends. “Employees expect to work differently, with tools that feel more modern and connected, but are also reflective of how they interact in their personal lives. Enterprise social represents a new way to work, and organizations embracing these tools are improving collaboration, speeding customer responses and creating competitive advantages.” The research also found distinct differences between countries, sectors and genders as they relate to the levels of productivity, collaboration and communication tools used in today’s workplace.RegionsEmployees in the Asia-Pacific region were most likely to attribute higher productivity levels to the increased use of social tools, followed by Latin America and Europe. Employees in Latin America, however, were most likely to credit social tools with greater collaboration in the workplace, followed by the Asia-Pacific region and Europe.Greater proportions of workers in Latin America and the Asia-Pacific region are using social tools — and with greater frequency. In contrast, those in North America and Europe have been slower in adopting many social tools.SectorsFinancial services and government employees are most likely to say their company places restrictions on the use of social tools, likely due to the high level of regulation in those sectors.Moreover, professionals in financial services (74 percent) and government (72 percent) are more likely than those in other fields to say these restrictions are due to security concerns, while those working in retail (59 percent) and travel and hospitality (57 percent) are more likely to blame productivity loss.GenderMen are more likely than women to attribute higher productivity levels to social tools in a professional setting.Women are more likely than men to believe their company restricts the use of social tools.Men are more likely than women to say these restrictions are due to security concerns, while women are more likely to blame productivity loss. “Just as email accelerated the pace of business in the ’90s, enterprise social will be the driver of greater agility and transformation in the 21st century workplace,” said Kurt DelBene, president, Microsoft Office Division. “As we look ahead at how collaboration and communications continue to evolve, we believe the tools people use today—email, instant messaging, voice, videoconferencing, social—will come together and be deeply integrated into apps in ways that will speed collaboration and truly transform the way people work.” Microsoft envisions enterprise social as a fiber connecting all collaboration tools within an enterprise, not as a separate website or app that must be added into employees’ daily mix of activities. As companies start to use social tools such as Yammer, Microsoft Office 365, Microsoft Lync and Microsoft Dynamics CRM for collaboration, sharing and communicating outside and inside their organizations, they stand to benefit from an increase in team collaboration, employee engagement, organizational connectedness, and the flexibility required to react nimbly and quickly to business changes and demands. Done correctly, enterprise social can drive significant business value by improving how employees connect, share information and work across teams and geographies, as well as beyond the firewall to customers, vendors and other key relationships. “Enterprise social tools like Yammer have helped Red Robin transform a widespread employee base of nearly 30,000 across 44 states into a more tightly knit workforce focused entirely on team member and guest satisfaction,” said Chris Laping, senior vice president of business transformation and chief information officer, Red Robin. “Even more importantly, it helps us ensure we reach our workforce—87 percent are Millennials—in the right ways for learning and engagement because how they want to be engaged is through social and mobile.”More information about the Microsoft survey is available at http://www.microsoft.com/en-us/news/presskits/enterprisesocial. Microsoft also invites participation in the social enterprise conversation happening on Twitter.McKinsey Global Institute Identifies 12 Disruptive Technologies  Some technologies have the potential to disrupt the status quo and alter the way people live and work. It is therefore critical that business and policy leaders understand which technologies will matter to them and prepare accordingly. Disruptive Technologies: Advances That Will Transform Life, Business, and the Global Economy, a report from the McKinsey Global Institute, cuts through the noise and identifies 12 technologies that could drive truly massive economic transformations and disruptions in the coming years. Among the 12 disruptive technologies, several are sure to have an impact on workplace learning:   mobile Internetautomation of knowledge and workInternet of thingscloud technology3D printing.McKinsey estimates that, together, applications of the 12 technologies discussed in the report could have a potential economic impact between $14 trillion and $33 trillion a year in 2025. This estimate is neither predictive nor comprehensive. It is based on an in-depth analysis of key potential applications and the value they could create in a number of ways, including the consumer surplus that arises from better products, lower prices, a cleaner environment, and better health. The report looks at exactly how these technologies could change our world, as well as their benefits and challenges, and offers guidelines to help leaders from businesses and other institutions respond.Download the full report at www.mckinsey.com/insights/business\_technology/disruptive\_technologies.

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