If you're unfamiliar, Twitter is a free social networking tool used to make connections and share small bits of information. It is entirely based on the question: What are you doing? Twitter users send "tweets" of 140 characters or less to share with their followers what they're up to.
Meister suggested using Twitter for learning and development in the following ways:
- Deliver learning to employees. Most Twitter users are young, usually between the ages of 18 and 34. Young employees will be more likely to use and enjoy using social networking tools like Twitter to learn new information.
- Webcast follow-up. You can use Twitter for asking questions on conference calls and webcasts. Using Twitter creates a record of questions and comments that you can refer to later and share with attendees.
- Learning reinforcement. Twitter gives you the opportunity to share quick bites of information, quickly. With all of your learners on Twitter, it is easy to reinforce learning content with links to follow-up information.
From first hand experience, I would like to add keeping trainees connected after a training session to the list of Twitter for learning. After a training seminar or class, have students and the instructor exchange Twitter user names to stay connected. The group can continue to stay connected through Twitter and share new information as time goes on.
We would like to know - Do you see a future for Twitter as a valuable learning tool? How are you currently using Twitter as it relates to training and learning?
1 comment:
This is really an innovative way of using social networks for Training employees.
Any one aware of any organization which has successfully used Web 2.0 for training employees?
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