It has been just a niggling feeling until now, and I haven’t been quite able to put my finger on what it is. And then, on Thursday last week, I had a eureka moment at #SMI13 (The Social Media Influence Conference) which has crystalised the problem in my mind.
So what’s the problem? There is a lot of talk in L&D and talent management circles recently about social learning, and why it is so important. There’s talk about user experience, about reusing resources, and about the needs of an ever more demanding learner. And there’s talk about how to grow talent, and the application of learning.
That sounds like a lot. But actually it’s not. My new understanding is this:
The power of “social” is about so much more than learning. It’s about the whole future of work.
What does that actually mean though?
Let me explain! What we need to do is to focus on the big picture – how we create real business change. When we focus too much on learning, the danger is that the message seems to be relevant only to people in the learning and development function. And it’s not. It’s relevant to every person in the business. Because learning is just something that we do every day without even thinking about it. It’s a state of mind, not a function or a department, or a tool we decide to implement in the organisation.
I spent a fascinating half hour on Thursday afternoon listening to Dave Coplin (@dcoplin) from Microsoft speaking about “The Future of Work” and I’m sure Dave won’t mind me quoting him “Becoming a social business is about agility, pure and simple” (actually I know he doesn’t mind, because I asked him).
What does this mean? It means we need to recognise that people don’t like to change. Take for example the QWERTY keyboard – it was designed specifically to slow down productivity – and yet today, we are still using it. Why? Because we suck at change.
It’s time to reimagine business
The way we do this is to make it social. If we are social (and by this I mean that we open our minds, share more, and change the way we think and act), then we become more responsive to the market, by empowering a critical mass of people in the organisation to share – and chase – the same goal. This opens up the capacity for change, by harnessing not only the collective, but also the individual power of the people in the business.
It’s not about the technology
Social collaboration is not some new tool we can implement in the organisation. It’s about fundamentally changing the way we work. And to do this, the first thing the organisation needs are strong self-aware leaders, willing to make the change. Only with the right mentality will managers have the will, and power, to empower others. And if you empower others, then you create engagement.
And that is the power of social. Social learning – yes. But it’s more than that – because the argument comes full circle here. If we focus on outcomes and not processes, by working together towards a common goal, then the business can make a real change. Which can only be a good thing.
PS It is a bit about the technology after all. Strong leaders come first, without doubt. But when the organisation is ready to change, you will need the tools to do this. And the leaps in technology over the last few years make this so much easier to facilitate.
This article was first published by ProfitAbility in July 2013