Social learning for innovation, connection and knowledge: Why we built Slick+
Managing knowledge and delivering learning in the hybrid workplace is critical, but can also be challenging. In a series of blogs we look at some of the main issues that often arise, and how that has driven us to design Slick+. Last time we looked at knowledge bottlenecks and the role that both communities of practice and social technologies play in moving towards a system of collective learning. In this post we explore further the need for technologies that are specifically geared towards social learning, and why we build Slick+ to bridge a gap. Why we need technology that actually supports situated learning It’s long been accepted by learning professionals and the industry in general, that much of our workplace learning is informal in nature and actually falls outside of activities planned by learning and development teams. Another popular concept is the 70-20-10 model that is still used as a yardstick in many organizations to plan out learning strategies. This says that 70% of our learning comes from experiences carried out in our role, 20% comes from interacting with peers, colleagues and experts, and 10% comes from more formal training and learning. Even though a learning and development strategy may reflect 70-20-10, investments in learning technologies and tools seldom do.They rarely support the informal and peer-to-peer learning that goes on within an organization and therefore don’t offer very good ROI; there’s often a disconnect between how employees actually learn and the systems that support them. The truth is that in many organizations the technology in place to support situated learning is somewhere between poor or non-existent. The pitfalls of the LMS This contrasts sharply with support for learning management systems (LMS). Most medium and large-sized organizations have an LMS or subscribe to courses that are available on what is basically an LMS. This will be the main learning technology, but it is not designed to support the 90% that is about more experiential and social learning. It is designed to cover the 10% relating to more formal learning. We get why organizations need an LMS and we’d usually recommend that learning functions invest in one. You do need formal learning and sometimes you need to show that people have taken a particular course. But an LMS comes spring-loaded with many problems. Courses don’t get completed. Mandatory learning is often regarded as a box-ticking exercise or as pain in the backside. There’s little engagement and knowledge transfer. Occasionally there’s a bit of gold dust with some e-learning that is both valued and enjoyable, but the majority of learning is regarded as a pretty dreary, lonely experience which takes time out of the flow of work. An LMS and the related SCORM-friendly course material can also be pretty expensive so the result can be high cost, high levels of learner dissatisfaction and underwhelming returns on investment. Social learning fuels engagement and more… During the course of this blog series, we’ve argued the role learning plays in areas such as engagement, retention, innovation, job satisfaction and a whole host of other benefits. This is continually reflected in industry research. For example, the recently released 2024 LinkedIn Workplace Learning Report suggests that 70% of people say learning improves their sense of connection to an organization, 80% say it adds purpose to their work, and 90% of organizations are making learning as their “no 1” employee retention strategy. And you can be sure the 2025 research will tell a similar story. It doesn’t take much to realize that most of that learning-driven “engagement” comes from situated learning and the excitement of new growth and development opportunities, overcoming challenges in a role, learning directly from colleagues and sharing insights with peers. This is the kind of people-centred learning that is not supported by the LMS. The massive technology gap around social learning The truth is that there is a MASSIVE gap in technologies that support social, informal and peer-driven learning, and adequately complement formal learning. We’ve explored how technology is a key enabler that can help overcome knowledge silos and reduce knowledge gaps, as well as uncork knowledge bottlenecks. But so often this technology is lacking. This is what drove us to design Slick+ .Slick stands for Social Learning for Innovation, Connection and Knowledge. The ‘plus’ acknowledges that this is a future-focused journey where we join our customers as partners in problem-solving, future-proofing and creating a culture of continuous learning (and inspiration!). To dive deeper into effective strategies for elevating your hybrid training programs, download our latest eBook, ‘Effective Strategies for Elevating Hybrid Training’. This resource is a must-read for HR managers and L&D leaders looking to optimize their tech-enabled learning initiatives while preserving the human element. Get your copy today! What makes Slick+ different from the traditional LMS? Slick+ is designed to complement formal learning and the world of the LMS: to enhance the existing (often extensive) investment in LMS, integrate into the existing learning ecosystem, and ramp up the more relatable, context-specific learning that we know is so crucial for competitiveness, employee retention and innovation. Essentially, Slick+ is a Social LMS for the way we work today. A Social Learning [Management] System! Based on our experience to date, Slick+ is a truly disruptive technology that can help establish a culture of collective learning that you simply can’t achieve with an LMS. Let’s explore a little more detail, how Slick+ is different from a more traditional LMS: What makes Slick+ different from other learning technologies? Social learning technologies are not new in organizations, and are actually pretty mature, especially those designed to support engagement, knowledge-sharing and communities, including professional communities of practice where learning often takes place. But to date these learning technologies have tended to be more about tools and less orientated around social learning systems for knowledge sharing between peers. Our observation is that existing social technologies, including systems designed to support knowledge sharing: Social Learning System in action Slick+ provides an exciting opportunity to drive learning in the modern, hybrid workplace in
Unlocking the Power of Video-Based Learning
8 Compelling Reasons for the way we work today In the hybrid world of work, traditional methods of knowledge transfer struggle to keep up. However, there’s a solution that’s been quietly gaining traction and proving its effectiveness: video-based knowledge capture. Let’s dive into why video is emerging as a game-changer for the way we work today. 1. **Captivating Engagement**: Videos have a unique ability to captivate audiences instantly, making them perfect for remote or hybrid learning scenarios. When your colleague is the expert on screen, relatability skyrockets, ensuring relevance and fostering deeper engagement. 2. **Enhanced Retention**: By reducing cognitive load, videos facilitate higher recall and retention rates among learners. They draw colleagues into deeper learning and engagement, tapping into the emotional side of knowledge retention. 3. **Relatable Content**: Tailoring videos to the mission of your organization and the employee audience ensures relatability. When presented by actual colleagues, the content aligns seamlessly with organizational objectives, fostering a deeper connection. 4. **Curiosity Ignition**: Micro-videos tease and pique curiosity, motivating learners to explore further. When created by colleagues, these snippets become more relatable and actionable, driving deeper engagement. 5. **Data-Driven Refinement**: Analytics tools help identify engaging segments of videos, allowing for iterative improvements. This not only maintains learner engagement but also provides insights into topics that truly motivate colleagues, promoting greater employer-employee alignment. 6. **Narrative Immersion**: Structuring videos around compelling narratives guides learners on a journey of discovery. Short-format playlists unlock individual expertise for collective learning and impact, harnessing the power of storytelling. 7. **Versatile Applications**: Videos are adaptable for various learning contexts, including formal online training, instructor-led sessions, and just-in-time learning. They also foster social learning environments, inspiring both innovation and human connections. 8. **Behavioural Changes**: Videos created by colleagues prompt employees to pause, reflect, and emulate modelled actions. This leads to tangible shifts in behaviour, driving continuous improvement within the organization. Video is underutilized in today’s workplace, but it’s emerging as a cornerstone strategy for designing immersive and engaging learning and employee engagement experiences. Is your organization ready to embrace video as a means of learning and connection? Interested to learn more? Please get in touch to talk to explore how a video-based strategy can help convert individual expertise to collective learning in your organisation! 🙂 Are you a L&D or H&R Manger? Download our latest free eBook, “Effective Strategies for Elevating Hybrid Training” today.