Social Learning - Google’s model for success by Stephan Thoma, Ex Global Learning Director at Google
Right Hi I'm staff and start on time I. Have been a Google the last seven and a half years latterly as the global director for learning and development work for tech companies for twenty twenty five years ago as talent development learning development roles of one sort or another I think it's interesting I think there are a kind of like is this kind of a perfect storm now now in organizations on the one hand there's a level of frustration with traditional approaches in the conventional kind of training lead approaches in organizing organizations they you know they haven't been hitting the mark yeah we had a problem perhaps about six seven years ago in Google which was around product training product education for the sales force and there were challenges around pace of the contents of search change very very rapidly and also around the distribution global dispersion of the audience as well where they were physically around or around Europe and around the knowledge is always been locked up in the hands of people in organizations and finding mechanisms to operate in that world is I think going to be a key determinant for the success in contribution and impact of learning functions in the future we wanted Rosin to run conventional type courses to use line based people other employees in the training close process and in the learning process so we came up with a model that G G So Google had to google or we had You Tube and as an external proposition so we thought about You Tube as a model for internal learning and knowledge transfer. And out of that we built an experiment people could upload create an upload videos and we would use that in the learning process so initially we enlisted what we originally were called trainers so other line based people who had the expertise of people both from one another rather than from a trainer who did that as a full time role the Ellen De team had to broaden its expertise to support people who were in the G.G. Network so both in their delivery skills and capabilities. Well that was live delivery or go through remote media. And also then in instructional design simple instruction design and even program management as well so the L.D. Teams grew in its capabilities for learning network and so we still did you know conventional things of course but but there was an increasing focus on supporting that G.G. Community through the the community management and encouragement to nurture and growing of the of the G.G. Community much of the talk was around you know how to Google is learning the organizational What is the team need to do to help foster and support and encourage that climate in the organization so you know for us at the time it wasn't around you know some kind of threat to the organization far from actually this was a much cooler a much much more progressive an end to end approach to. Driving and facilitating learning in the organization B two G. Google or to Google now covers all pretty much all domain areas from the origins there to now professional skills training and coaching support I think of our puts of about eighty percent of all internal education is delivered now through this G. G. Network. I think you need to make it easy for the learners so to remove barriers so to make it easy for learners to share their knowledge and expertise with others and secondly that has an element of technology platform in it. It also has a component of legitimacy to it so it's OK for you to do this as an individual in the organization and as I now work with companies and clients in an advisory capacity around how they bill you know in an environment of peer to peer learning like that what we need of course is an enabling platform an infrastructure and fuse offices that capability to.