PwC’s NEEDLES IN A HAYSTACK
“Instagrammable”
IDID not know that this word even existed until I heard one of my colleagues use it. Apparently, instagrammable means a photo, a picture, or an experience that is worth posting on Instagram.
- to understand learner behavior make sure that it is effective in delivering the right learning experience. So this got me into thinking: “How can a learning experience be considered instagrammable?”
Social media and learning
We all know that the current working population is very much engaged in social media, whether it’s Facebook, Insta social media plays a vital role in the way people receive and process information. We see its capability of shaping the future of even an entire nation. With the amount of time spent on social media, imagine the level of development we can achieve if we just convert a few hours of social media use to learning new skills or enhancing competencies.
Some of the trends and changes we now experience in Learning and Development (L&D) due to social media are:
documents are used as a primary source of learning. We see this in shorter and punchier.
more time curating relevant information than producing new content. With the vast amount of content being produced, L&D is a bridge between what’s important relevant to the learners.
via mobile, since both young and old are glued to their gadgets and devices.
• Content and delivery are everybody would just go through the same mandatory classroom training, but today learners are able to determine the learning blend that will be most effective for them.
- and reactions to an online post, young generation learners expect more detailed, frequent feedback, and recognition from their coaches and mentors.
• Playlist mentality, where individual preference is in a clear and structured program, is from the earlier point. Young control accorded by technology, yet at the same time, they look for structured training and development programs where they can work and learn with teams.
- erately leverage on these trends? And what makes social media successful to deliver L&D programs?
How can we make delivery of the learning experience as viral and share-worthy as social media posts?
How can we get learners more involved in contributing thoughts (i.e. thought leadership)?
Can we compress a learning point in a tweet?
Can L&D be as relatable as a meme or hashtag?
Does the learning space evoke the right emotions?
Will learners be excited to share the learning experience with others to entice them to experience it for themselves? to ask when we design a learning can be as easy as converting the above questions into statements. However, we shouldn’t lose sight of the principles behind an effective learning environment.
Truths behind the trends
Within these trends, I see some things that remain constant for a learning environment to succeed:
1. People don’t just want more information, they want connection. shared and commented on in social media. It’s usually what matters that people can relate viral and powerful despite their brevity because people can relate to the meaning behind the picture or string of words.
In workplace learning, connection and EQ become more relevant because hard data and information are readily available. Learners across generations become more open to ideas and information from peers and mentors after they feel connected with each other.
- - cates care for their growth and well-being. Recent PwC studies show that more employees are more concerned with the care and growth opportunities they will receive than immediate financial compensation. It’s interesting to note that working with strong coaches ranked highest as the most appreciated form of learning, while e-learns ranked last, next to formal classroom sessions.
- ers want to be respected and for their contribution within and outside the learning how likes and shares make a person feel about his or her social media posts. About a decade or giving away an “employee of the month” or “best trainee” award, or holding recognition ceremonies after a training program.
environment while retaining individuality, as manifested in multiplayer online games (another trend). Some of my colleagues who play online games said creating their avatar or online personality is as large portion of the game as the actual play with other players. Learning and working together as a team validate the value of the things they learn and the members’ individual contributions.
help us deliver a relevant learning and development experience in the workplace. But in order to remain effective amid the peaks and troughs of trends, we must ensure that our approach is rooted in learning truths: care and personal connection, respect for the individual, and working aligning with these truths will help you get more real “likes” and shares. #realtalk #learningtruths # beyondthetrend # instagrammable # instaworthy #learningforlife
*** - manCapitalleadpartner,andan AssurancepartnerofIslaLipana& ofthePwCnetwork.Formore information,pleaseemailmarforgeneralinformationpurposes only,andshouldnotbeusedas asubstituteforconsultationwith professionaladvisors.