According to Siemens\u2019 Theory of Connectivism, continuous learning in the workplace can most effectively happen when employees personally reach out, beyond the formal classroom setting, and create informal structures within their environment to support their ongoing learning needs.<\/p>\n
PLNs simplified<\/h3>\n
A great way to understand what a personal learning network is all about would be to deconstruct the term and understand what each of the components means:<\/p>\n
\u00b7 Personal:<\/strong> Unlike schools and colleges, where students can \u201chang out\u201d after class and bond with each other, corporate learning does not afford such opportunities. It is up to each individual to, therefore, forge personal ties to colleagues and co-workers, and subsequently leverage those connections once a formal course or learning event has concluded.<\/p>\n \u00b7 Learning:<\/strong> The personal relationships forged above can then be leveraged for ongoing social learning in the workplace. This usually happens, not as formal, scheduled interactions, but usually in the form of off-premises social interactions, informal exchanges, including the sharing of knowledge, information, and expertise within smaller groups of friends and colleagues.<\/p>\n \u00b7 Network:<\/strong> What starts off as a small group of personal contacts can evolve into a broad personal learning network of peers and colleagues. It then extends beyond the \u201cpersonal\u201d circle of contacts that was established initially. Far greater learning opportunities are created through such extended networks.<\/p>\n By virtue of this definition, PLNs are an extension to a professional\u2019s personal learning environment (PLE).<\/strong> So, at a very basic level, a group of employees meeting for a \u201cLunch and Learn\u201d event would ideally meet the personal learning network definition discussed here.<\/p>\n Unlike a few decades ago, today\u2019s corporate world is extremely fluid and dynamic.<\/strong> While in the old days’ employers would host formal learning events every year or so, today\u2019s competitive environment demands continuous learning in the workplace.<\/p>\n Unfortunately, organizations aren\u2019t equipped to deliver such a learning experience because:<\/p>\n \u00b7 It is costly:<\/strong> Continually exposing the workforce can get expensive. While most organizations do schedule formal learning events periodically, the cost is often a barrier to ongoing learning in the workplace.<\/p>\n \u00b7 It is time-consuming to plan:<\/strong> Corporate learning is always \u201cscheduled\u201d. In rare cases, an unscheduled event might occur, but usually, if it\u2019s not on the Learning Plan<\/strong><\/a>, it won\u2019t happen! The development of knowledge, however, is never \u201cscheduled\u201d \u2013 it evolves daily! So, if professionals are to keep abreast of ongoing developments in their field, they need to learn about such occurrences as they happen \u2013 not at the next scheduled learning event.<\/p>\n \u00b7 It is disruptive:<\/strong> Each time formal learning sessions, or other corporate social events, are hosted, they disrupt the regular working session. Though executives understand the importance of these events, they try to keep them to the minimum due to their disruptive nature. If employees are to reap the benefits from socializing and meeting often, a non-disruptive alternative has to be found.<\/p>\n In today\u2019s fast-changing workplace, employees can no longer rely only on their employer to formally train and equip them with the knowledge and skills needed to succeed in the workplace<\/a>.<\/strong> As the workplace is looked upon as a partnership \u2013 between employer and employees \u2013 it also behooves employees to foster opportunities for informal learning in the workplace.<\/p>\n While PLNs aren\u2019t (ideally) supposed to replace formal corporate training initiatives, they reduce the organizations\u2019 over-dependence solely on such formal programs.<\/strong> Because of the three constraints to continuous learning in the workplace discussed above (Cost, Timing, Disruption), PLNs have become the most viable alternative to formal corporate learning.<\/p>\n \u00b7 They allow you to pursue learning opportunities at a time and place of your choice.<\/p>\n \u00b7 They enable you to join learning networks of your choice, instead of being grouped into classrooms of your employers choosing.<\/p>\n \u00b7 Because they act as a \u201cmeeting of peers\u201d, social learning in the workplace helps employees learn without the fear of being judged, ranked, rated or scrutinized \u2013 and this eases the learning curve significantly.<\/p>\n By fostering the flow of knowledge, information, and experience more freely amongst network members, PLNs offer you a great opportunity for continuous informal learning in the workplace.<\/p>\n Earlier in this article, we touched upon \u201cLunch and Learn\u201d events as a good example of PLNs. Such informal corporate social events are a good way for employees within an organization to leverage their work contacts to further learning.<\/p>\n If you work for a larger organization, with a geographically dispersed presence, you may have greater opportunities to leverage PLNs to further your personal learning.<\/strong> Examples of this kind of a PLN might include forging bonds with colleagues and peers from other branches, satellite offices and affiliate companies during annual corporate team building events.<\/p>\n Then, once your colleagues have returned back to their respective bases, you could continually plug-into that network to learn about what\u2019s happening in other areas of the company. Obviously, as a network member, you will end up sharing the best practices that you are privy to.<\/p>\n Your PNL does not necessarily need to be restricted to individuals from within your organization.<\/strong> You could join a PLN of like-minded individuals outside your company too. Such personal learning<\/strong><\/a> network examples might include groups of professionals (from various organizations) meeting at a Toast Master\u2019s event to learn about public communication from each other.<\/p>\n The most exciting opportunity for developing and leveraging a personal learning network is offered through social media.<\/strong> If you have accounts on any of the leading social media platforms, including LinkedIn, Facebook, Twitter, Google+, and Instagram, you\u2019ll likely find a plethora of groups that you can join to support your personalized needs for continuous learning in the workplace.<\/p>\n The advantage of virtual PLNs is that they often allow for anonymous interactions.<\/strong> Therefore, while you might hesitate to raise a particularly contentious learning point at an in-person PLN, such as contacts cultivated during corporate team building events or company-sponsored training sessions, members of virtual PLNs can more easily raise such items, and learn from the broader community\u2019s experiences.<\/p>\nWhy is developing a PLN important?<\/h3>\n
Barriers to workplace learning<\/h3>\n
![\"Why](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2017\/10\/TLMS_20171023_1200x314.png\")
<\/p>\nEnter the personal learning network!<\/h3>\n
Opportunities from PLNs<\/h3>\n
Personal Learning Network examples<\/h3>\n
In-person PLNs<\/h3>\n
Virtual PLNs<\/h3>\n