From knowing to sharing: how Deloitte uses Social Learning as an accelerator of development
In many organizations, learning is still too often something you do "on the side." A course here, an e-learning there - usually individual, often static. But in a world where knowledge evolves at lightning speed, this is not enough. What you learn today is outdated tomorrow. Deloitte recognized that challenge early on. And instead of training harder, they started learning smarter.
The result? A powerful combination of Social Learning, data-driven insights and a robust learning platform that not only helps employees grow, but also moves customers forward.
Learning must move with practice
Deloitte is an organization that runs on knowledge. And that knowledge is in people. But what if that knowledge is not shared? What if new employees have to search too long for the right information? Or if experts keep their insights to themselves?
That's exactly the pain Deloitte wanted to address. Because poor knowledge sharing causes slow onboarding, lower engagement and ultimately less innovation.
Together with François Walgering of Next Learning Valley and learning consultant Jordy Haverkamp, they worked on an approach centered on learning from and with each other.
As Jordy aptly puts it:
"With social learning, you bring people together and provide the employee knowledge sharing that every organization is waiting for."
The power of COOCs and social interaction.
The introduction of Corporate Open Online Courses (COOCs) was a game-changer in this. No standard e-learning, but interactive learning experiences in which colleagues share their knowledge with others. In COOCs, participants can exchange experiences, ask questions, give feedback and solve cases together.
Using the Learning Experience Platform StreamLXP made it possible to support and personalize these learning experiences. Employees receive suggestions based on their role, interests and learning needs.
But it goes beyond technology. What makes this approach so powerful is the connection between people. Knowledge flows faster. Implementations at customers run more smoothly. And employees feel more involved in their own development as well as in the bigger picture.
Learning with impact: the results
Putting social learning at the center of Deloitte's approach to learning has produced impressive results:
- Lower customer resistance when implementing new learning ecosystems
- Faster onboarding of employees in implementation projects
- Increased engagement among colleagues
- And above all: a learning culture in which everyone contributes to the development of the other
This has led to a broader movement within Deloitte. At the corporate level, a strategic integration of social learning into all levels of the organization is now being considered.
What makes the difference? Data and culture
An important part of success is the smart use of Learning Analytics. By analyzing which forms of learning work, where engagement is high and where it is not, the learning process can be constantly refined.
But technology is only one side of the story. The real power lies in activating people. In taking their knowledge, their experience and their role in the learning process seriously.
And now on
The next step? Further embed Social Learning into Deloitte's DNA. Leaders are trained to actively encourage learning in their teams. Employees will be encouraged to not only consume, but also create. And new technologies like AI are going to help match individual learning needs even better.
Wondering how your organization can use social learning to accelerate knowledge sharing, engagement and innovation?
Contact François Walgering for a no-obligation consultation or demo of StreamLXP.
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