Learning by Doing
If formal knowledge is the organisation on transmit. And social learning is about tacit or tribal knowledge. Then learning by doing is one of the key threads.
But does the scaffolding of the organisation obscure the view of the journey?
Where is your capability?
After formal training, a new member of staff becomes immersed into the organisation to “really learn” how to do the job. That jarred in the Foundations in the Social Age MOOC.
So… that could be learning “work arounds” because no-one has fixed the system? Poor practice because “we’ve always done it that way”? Or the primacy of subject matter experts that out-rank new curiosity or challenge?
Communities can be closed as well as open.
I’m not sure that access to tacit and tribal knowledge is a new social age challenge?
Timeliness and application are not new.
You just might not be listening very well. Yes, there can be a greater rapidity of recall or knowledge is spread across more sources. That is about acceleration or circumnavigating gate-keepers.
Does the organisation still know somewhere within it’s dominion?
If learning is devolved – the burden more on the employee – it does walk out the door, so the organisation needs access and recall from a variety of communities. We are the agents.
To play with the metaphor. The scaffold is there to define edges outside the organisation (a slightly bigger footprint). Fill a space to provide safer and controlled routes. Or even prop up a dangerous structure from the inside.
Is the attraction the promise of something that engenders a sense of community. But is that because the organisation is bereft of its own vision and social cohesion?
I can blend formal and social learning with personal ownership. Outside the control of the organisation. If it is flipped, then I do want to take something with me that I can share with others.