Three Ways to Use Video with Office Communicator to Enhance Learning

Like many companies these days, my company uses an instant messaging tool to enable informal communication and impromptu virtual meetings among employees. The tool we use is Microsoft Office Communicator. Recently, our IT department has added the ability to enhance discussions through Office Communicator by using webcams. Last week, our Innovations in Learning group (a yammer-based Community of Practice group inside my company devoted to workplace learning) discussed our early experiences with the new capability and its potential uses for learning.


In early explorations with the tool, group members tried out and described three different uses:

Connecting additional participants into a classroom ILT session from a distance – while overall it was perceived as a plus to be able to bring in participants through video who otherwise would not have been able to attend, the experience as described was challenging for both the participants and the facilitator. In a course that was designed to be led by an instructor with a live group, there were elements that did not work for the people joining from a distance (no surprise there!). Also, the facilitator reported needing three laptops and cameras to make the session work (one trained on the facilitator, one on the group, and one on the materials being shown or discussed in the room). This meant that a second person needed to join the facilitator in a “producer” or “moderator” type role.

Conducting small group virtual training sessions using desktop sharing – one of the great things about Office Communicator is that you can have instant meetings by sharing your desktop. Adding webcams makes the meeting experience a little more engaging. Office Communicator is limited to only showing one person on screen at a time. The software displays the image of the person who is speaking. So while you can't see the whole group at once, you can see the facial expressions and body language of the person who is speaking.  And since it is easy to quickly set up a virtual classroom without a lot of preparation using Office Communicator, this can be practical for small group sessions, post-training follow-ups, and distance coaching.

Using Office Communicator for virtual break-out rooms - Many virtual classroom training sessions are conducted using software that was designed for meetings and do not provide break-out capabilities. Office Communicator can be used as a virtual break-out tool with or without webcams. The webcams add a little more intimacy to the small group discussions, which can help groups keep their attention on the task at hand rather than distractors they may be facing in their home office or at their workstation.

Webcams used with Office Communicator do increase the sense of "being there."   In this day and age of agile workers and virtual teams, any capability that can help shorten the distance between learners is welcome.

Informal Learning through Social Media - the First Ripple

From just a few drops, you can create quite a ripple effect.

It may sound cliche, but it is an appropriate metaphor for what happened last week:

If you have been reading Many Ways to Learn over the last year or so, you know that one of the topics I frequently write about is the use of Yammer for learning purposes.   I have made a deliberate attempt to get people in my company to recognize the value of using this internal microblogging tool to connect with people informally, to share information, and to collaborate with one another.   Two key things I and my team members do to foster Yammer usage are:

1. Post messages and links on topics that are important to our learners.  Some of our most popular topics are #leadership #managing #change and #remote-teams.   We have been particularly focused on managers. We encourage dialogue around these topics and each of my team members has a growing base of followers as a result of the messages we post.
2. Participate in a Yammer-based community group called Innovations in Learning.   This group discusses a different workplace learning topic every other month on Yammer.  At the end of the two-month cycle, we have a virtual meet-up to discuss the questions and messages that were posted about the topic for that period.  It is a public group inside my company that is open to anyone, but the majority of the members are instructional designers, course developers, classroom facilitators, and the like.  My goal in forming this group was twofold:  to start a community of practice on workplace learning, and to have the learning professionals in my company see how we could help others use social media as a complement to formal learning.

Last week I received this message from one of our managers:

"You were the first person I followed on Yammer and you seem to be very experienced on group and/or subject creation. Could you spend 10 to 15 minutes on the phone with me to help me facilitate a group dedicated to the competitive channel for dialogue starters and info sharing?"

I was so excited to receive this message.  After all the efforts we have made over the last few months, it was nice to see that someone had recognized the power of what we were doing and wanted to replicate that for another topic.  He has since set up a Yammer group and already has 24 members.  Unlike other Yammer groups that exist in the company, this one is not just about shared interests, it is focused on creating direct business success by being a forum for sharing ideas on how to sell against the competition.  I think this is an important milestone in our evolution towards embedding informal learning in the workstream.  I'm looking forward to many more groups like this sprouting up. 

Social Media at Conferences, Revisited

In September 2009, I wrote this blog entry: Tweeting at Conferences: Etiquette vs. Impact about whether or not it was rude to tweet at conferences.  As someone who was new to social media at the time, my perspective was that when listening to a speaker at a conference, the polite thing to do was to put your handheld device away and give the speaker your full attention. What a difference a year and a half of experience can make. Now my view is that, as long as you are discreet and don't create distractions, it is not only complimentary to the speaker to share messages about what is being presented it is also valuable to do so, in a number of ways.

This week I attended a kick-off meeting in Dallas for my company's most important business unit.  Business leaders, managers and people from key staff functions spent four days together discussing strategy and tactics for 2011.  This was a business meeting not a learning event, so my team members and I mostly had time to experience the conference from a participant's point-of-view.  I had the good fortune to be able to listen, absorb, and share a lot of what I was experiencing through our company microblogging tool: Yammer, which is very similar to Twitter, only access is restricted solely to my company's employees.

Over the course of the four days, I posted messages that included direct quotes from business leaders, summaries of presentations, my thoughts about the implications of some of the things I heard, and general updates about what we were doing, the atmosphere, and the mood in the room. I really had four goals in mind as I was doing this:

1. Share information with other team members - I manage a remote team that is scattered about the US.  Not all of them were able to attend the conference.  I wanted the team members who weren't able to be there to get as much real-time information as possible about the strategy so they could begin thinking about how it would impact their work.
2. Exchange thoughts and impressions with other conference goers - Using social media is still relatively new in my company.  There were only a few other people at the conference who were also posting updates on Yammer.  But it was nice to connect with others in the room this way and jointly share our thoughts through discussion threads.
3. Share information with others in the company - One of the conference goers who is also one of my yammer followers saw my yammer posts and came up to during the conference to say, "What a great idea: actually sharing our strategy with as many people in the company as possible, as early as possible."
4. Create an archive of notes - I attached the hashtag (#) "Dallas" to all of the messages I posted during the conference so that I - and anyone else who might be interested - could easily retrieve them when needed after the event. 

On all counts I was successful.  And the messaging was not just one-way.  Team members and others who were not at the event responded to my posts with questions and comments that encouraged me to share more information, provide clarifications, and go into more depth on the topics that were of most interest. 

Skype to the Rescue!

Here is a winter-time scenario that is probably familiar to many learning professionals:

You have a group of employees participating in a learning program.   As part of the program, they are scheduled to attend a classroom learning event.  Participants, instructors, subject matter experts and senior leaders are scheduled to fly in from different parts of the country to converge at the training location for three-days of discussion, instruction and action-planning for the days that follow.  Then the weather strikes.  One or more of the key players for this event can't make it on time, or worst case scenario, at all.   Instead of a smooth-running, well-planned event, now you are faced with using a less-than-ideal contingency plan. 

This week my team facilitated a program for a group of supervisors from our service organization at our training center outside of Atlanta.  The topics mainly had to do with people management issues.  Everything went as planned on days one and two, but winter weather threatened to disrupt the agenda on day three.  One of our key subject matter experts (SMEs), an employee relations specialist, was scheduled to join us for a three-hour segment on day three.  Since that was the only time he needed to be there, his plan was to fly in Wednesday night, join us for the positive employee relations segment on Thursday morning and fly back home Thursday afternoon.  He was coming from the northeast, where I live, and flew in from just a few days earlier.   I've lived in Connecticut for fifteen years.   We have had more major snowstorms this year than in any other year since I've lived here.   On Wednesday night, we had another one.  There was no way our employee relations specialist was going to be able to get to Atlanta for our session.  Time for plan B.

Now we had used this particular gentleman as a subject matter expert for similar training sessions in the past. He facilitates discussion about treating people professionally and in a manner that is in line with our company values.   He also covers important information about legal aspects of the supervisor/employee relationship.   Needless to say, I was disappointed that we weren't going to have him with us in person.  In the past, when things like this happened, we would often have the SME join us via conference call and through Microsoft Live Meeting.  This works well when the SME has a lot of written or visual material to cover.  But our employee relations SME doesn't use PowerPoint slides.  He doesn't have a three-inch binder loaded with printed materials.   He relies on group discussion and storytelling to deliver his message - and he is a very animated storyteller.   He is a dynamic and engaging speaker who adds a lot of value to the topic with his style.  His messages come through clearly and powerfully, and he makes a memorable visual impression.  I didn't want our supervisors to miss out on the advantages created by that style.

Fortunately, I have recently become familiar with, and comfortable using Skype - which is software for making voice and video calls over the Internet.   Both of my kids are in college.  My wife and I have been using Skype  in our conversations with them.   It is one thing to talk to them on the phone and ask how they are doing,  It is another to see their faces.  Are they smiling?  Do they look happy/sad/worried/tired/etc?   Using Skype with them has made us feel that we are all a little closer.  The conversations feel more intimate.  The visual information tells us much more than their voice and words alone ever could.

Knowing our employee relations expert's speaking style, I thought, "why not try to connect him into the classroom via Skype?"   I knew it would be risky.   Would the technology hold up for a three-hour segment?  Would the one-to-group dynamic work as well as the one-to-one conversations that I've had with my kids?  But in the end we decided to try it.   I called him on his cell phone to ask if he ever used Skype.  He said that he had it on his computer but had only used it once or twice over a year ago, but he was willing to give it a try.  Next, we had to find a large monitor and speakers to connect to my laptop so that the group could clearly see and hear him.   Fortunately, we were able to find everything we needed to make the connection.

On Thursday morning, I huddled the group in closer together so that they would be in camera range and dialed up our SME through the computer.  There he was, smiling and ready to go.  He was very comfortable with the set-up.  Even though he was sitting at a desk at home, he was still able to be as lively, animated and engaging as I knew him to be in person.   He could clearly see everyone and he responded to their body language, gestures and facial expressions as if he was in the room.  The one challenge we had was that our audio feed to him was through the microphone built into my laptop.  So there were some times when he could not hear comments or questions from the group.   I acted as moderator repeating/paraphrasing questions for him.  At his direction, I also drew a few diagrams on the flip chart and captured comments from the group during some of the discussions.  All-in-all it was incredibly successful.

Afterwards, I was thinking, "If we were this successful with this impromptu effort, imagine what we could do if we had actually planned and designed this as a distance learning segment."   Now my head is filled with possibilities.   I think we will be doing more distance learning using video calls in the future.

The Inevitability of Social Learning

This fall, I read two books on learning and social media:  Social Media for Trainers, by Jane Bozarth which I wrote about in this blog on September 25, and The New Social Learning, by Tony Bingham and Marcia Conner, which is the subject of this post.

Both books are excellent, but they tackle the subject from two very different angles.   In Social Media for Trainers, Jane Bozarth shared practical examples of specific applications of social media tools such as Twitter, Facebook, blogs and wikis in learning situations.   It is a very tactical book, and I ended up buying  copies for my team members so they could get some ideas on how we can better leverage these tools in our work.

The New Social Learning takes a different approach and is targeted to a broader audience.  It tackles the topic from a more strategic point-of-view.  I have recommended it to a few of our business leaders (outside of the Learning & Development function)  who expressed an interest in how social media can be used for learning, innovation, and idea exchanges among our employees, business partners and customers.

The authors view the use of social media in organizations as inevitable.  Millions of people are using Facebook, Twitter, and other social media tools outside the office as an effective and efficient means of communication and information sharing, why would they not want those same advantages in their work?  They express the choice we face as:  do we want embrace and leverage social media and integrate it into our work, or - as many companies do - do we want try to ban or restrict social media usage in some way? Obviously, they advocate embracing it and encourage their readers to put social media tools to use in their organizations citing greater shared knowledge, richer learning experiences, and an enhanced corporate culture as some of the payoffs.

Mr. Bingham and Ms. Conner take a relatively "tool-neutral" approach in this book.  Their position here is that specific tools come and go quickly these days, so rather than discuss them in the book, they provide a companion website:  http://thenewsociallearning.com/ where information about specific social media tools can be shared and updated as needed.  Rather than discuss specific tools, they discuss usage by categories (such as microblogging and immersive environments) and the value created by each.  They do this by providing specific examples and success stories.  My favorite parts of the book are the "Respond to Critics" and "Recommendations" sections of each of the main chapters.  It is obvious that the authors have heard all the objections and criticisms typically raised by skeptics, and that they have inoculated themselves against them.  In this book, they are passing on the vaccine to us.

L&D Strategy: Report to HR or Operations?

Last week I came across this post: An operational attitude towards learning on Karyn's erratic learning journey blog.  In it, Karyn Romeis expresses the point of view that Learning & Development departments should be moved out of HR and report up through operations.  This got my attention because at my company we are currently doing the opposite.  Our Learning & Development functions are being consolidated and moved from the business units into a Shared Services model that will report up through HR.  While I agree with Karyn's point that,  "L&D's job is all about performance, and performance is an operational thing."   I don't think it is necessary to report up through operations to be an effective business partner to them.  Throughout my career I have moved back and forth from reporting to HR to reporting directly to the Line of Business leaders that I support.  Having these varied experiences has made me a better all around learning professional.  I understand my business leaders' concerns and priorities and I am able to leverage the development resources available through HR.

In characterizing HR, Karyn makes a point that I don't agree with when she states, "HR is responsible for looking after people: their payroll, their working conditions, their treatment under employment law, etc. and has no direct accountability in terms of the organisation's business objectives."   In my company, the most most important aspects of the HR function are Organization Design, Talent Development, and Workforce Planning.   These are critical to achieving our company's business success.

I do believe that learning should be embedded in the workstream.  I don't see any reason why my department can't accomplish this while we are plugged into HR rather than our business unit leaders.   We are becoming an HR shared service, but we will still be part of our business leaders' extended teams.   Our business is rapidly transforming.  With the amount of change we have going on right now, we are in need of some major talent upgrades, new ways of managing, and there are many new work tasks to be performed.  I think L&D will be better resourced and well-positioned to help address these needs on a global scale operating from within Human Resources where we can easily partner with our Strategic Talent Management and Organizational Development counterparts.  Plus, since all of the learning professionals are coming into this department from the business, we will retain the operational perspective and networks.   Also of note, there are no geographical changes planned.  We will be consolidating into one department under a federated model, but the field based team members will still be embedded in their current locations. 

Right Here in Our Own Little Community!

It has been just about four months since our formal instructional design standards committee morphed into the broader and less formal Innovations in Learning Community of Practice.  We are an internal company group that discusses different learning topics through Yammer each month.  At the end of the month, we have a virtual Meet-up to discuss the Yammer posts.  The core of the community is still made up of a handful of instructional designers from within my department, but we've grown modestly (29 members!) as we have widened our focus from instructional design, to workplace learning.  We have been joined by course developers from other learning groups within the company, classroom facilitators, marketing people, and line employees who have no formal role in workplace learning at all.

As a result of our recent growth, three exciting developments have occurred:

1. The center of the community is shifting - I am pleased to say that community members from outside the original group from my department are taking an active role in the community.  For the first time, the topic discussion at our next virtual Meet-up will led by a community member from another department. 
2. The "rules" and norms are changing - Not surprisingly, as other group members take an active role in the community, new rules and new norms are developing.   Timelines for discussions are extending and we are changing the format of our next virtual Meet-up a bit.  I couldn't be happier about this.   I was afraid that this was going to be viewed as "Mike's group."  Now I'm beginning to envision a day when I can step back to the fringes and let others take the lead.  I think it is still a ways away, but this is encouraging.
3. We've attracted "hobbyists" who may want to turn "pro" - This is the most exciting development so far.  Two community members from line positions have reached out to me to discuss possible career opportunities in learning roles.  One of them is an enthusiastic hobbyist who has done a lot of communications work. She was attracted by our discussions about Articulate Presenter and has even gone as far a purchasing a software license so she can practice what she is learning.  The other is currently in a sales role. He is also in the final stages of completing his Master's in Adult Education. Besides adding new flavors to our community, both of these individuals are now on my radar screen for succession planning.

If you are interested in reading about our development up to this point, review these two previous posts:

Deciding between Formal and Informal Learning Approaches
Community Building with Yammer

And of course, tune back in a later date for additional updates.