#Socialorg For a long time, the most structured companies have been investing in the construction of business schools in order to better manage the definition of training needs and the consequent implementation schedule. by Alessandro Donadio Creating a business school means aiming to consolidate the skills in the field of learning in a unique function, better suited to govern everyone (…)
For some time the most structured companies have been investing in the construction of business schools in order to better manage the definition of training needs and the consequent implementation schedule.
of Alessandro Donadio
Creating a business school means aiming to consolidate the skills in the field of learning in a unique function, more suited to governing all flows and requests. Nevertheless, these structures today are asked to constantly update and modernize themselves in order to produce the best value in terms of execution. In the #socialorg this request for innovation becomes a key element of the action of the internal Academy.
FROM THE CONTENTS TO THE EXPERIENCESAs I said, these structures were created to oversee and govern all corporate training, also because of the great investment made by the best companies in the field of training, now considered one of the keys to developing organizational value. The Academy has thus become, over time, centers of organizational excellence, gaining skills in terms of content, technical and transversal, and training management itself. But today their task is getting richer and perhaps even radically changing: if the core competence in the past that of gathering the needs in terms of training content, scouting of the trainers and supervision of the execution, today this does not seem to be enough. First of all, what changes are the needs in terms of skills. It is precisely the organizational innovation inherent in the social org, or in organizations that are digitizing and socializing, asking people to increase technical confidence with digital environments and to solicit best exchange skills and permanent conversation. These are meta-skills that must be put into practice in the training systems of the near future. But there is another important activity that company schools must absolutely oversee: design the training process.DIGITAL LEARNING PATH DESIGNWhat is needed today is not just new content, but above all experience! The demand for training on the part of the people requires us to begin to look more and more like what they experience when they are activated independently even outside the company. A few days ago, at an Aidp conference where I was invited to talk about Social HR, to better evoke the topic of learning, I asked my interviewer, a marathon enthusiast, how he had approached the most technical part of this practice. history said he had begun, in the first instance, to attend blogs of experts on the net, to be able to read their approaches and advice. To have participated in the first conversations with these, and then to try on the field, exit after exit, the techniques they proposed. And finally, to have come into contact with many other fans through the online and non-online communities, in which to find out about the best competitions, exchange experiences and consolidate the passion. Here, this is one of the possible paths that corporate academies must literally learn to draw: – Access to content, which must be found and selected – Contact with tutors, knowledge owners, with whom one can also exchange views – Conversation with other participants learning paths Throughout this process of social learning digital environments become the great enablers, through simple and immediate repositories. Then chats, blogs, wikis. But also apps that allow the simulation of certain practices, perhaps stimulated by gamification steps. And then forums and micro-blogging to allow people to interact with each other on the content they are learning. In addition to the design of the training process, minimal design skills and the production of different media contents are also required: texts, videos, infographics, storytelling practices. As you can see, the digital learning path experience becomes a complex skill that business school operators must learn, if they want training to remain an important step in organizational development.CO-DESIGN AND SOCIAL FACULTYIt should always be remembered what is at the center of the metaphor that I reported through the marathon runner's story: the motivation comes from being empowered in the construction of this educational experience. We can no longer think of people as mere participants in a target – to put in the classroom, but as co-designers who can contribute at every stage. For example, in sharing content that other participants can read. So not only the one recommended by the company (which is necessary, of course), but also what comes from the experience of searching for people. And then it becomes necessary to think of constant moments in which people can make choices, experience options that they think best meet their needs. So we can provide a gamification app, or contact with a tutor, rather than this or other media content and let people choose, take charge of their own path. A final theme is the so-called faculty: in fact, the team of teachers who have always animated these corporate academies. On the one hand we remember that on technical training nothing can really replace the prepared teacher and no innovative school has to do it. The fact remains that teachers are asked to work differently, in the context of the experiences we have described. Not only therefore as a leader animator, but also as: – Content seeker of the best contents present on the net – Simulation tools designers that can feed apps – Community managers within these, to feed the conversations with which people learn. , it is a role, that of the teacher, which must really change and innovate precisely in order to respond to the model we introduced at the beginning. In addition to those who are in the chair we must ask to be the hub of the community, to develop greater awareness about the people they meet every day in training. To make common methodologies, approaches, models used. In short, to make the corporate school grow, and allow it to always be at the forefront with the best and most innovative practices.
* He began working in the organization in the field of organization and HR and then moved to consulting. Passionate about the ethnological approach, he faces the company with a keen eye to his tribes: the communities. Social Business Expert and Social HR founder of the well-known Hashtag Brand # socialorg, with which he follows complex digital transformation projects. His blog Metalogi organizational 2.0 reference point of dissemination on the theme of Social Enterprise.