Originally published October 20, 2022



  • Syracuse University — Master of Science, Inclusive Education
  • State University of New York College at Oswego — Bachelor of Science, Secondary Education




Open Up!

True social is about openness, authenticity, and honesty.

Conversations Over Clicks

Let’s be honest, everyone gets moved a little when someone likes or shares their content online, but this is only for a moment and then the emotion is gone at the speed of the Internet. Ask yourself, what have you “liked” or shared of someone else’s content that you actually remember? Or more importantly led you to think or behave differently? I’d argue that when you put fingers to the keyboard and type a response to engage in additional online dialog it is memorable. It’s memorable and closer to behavior change because it’s done often with careful thought and a more sustained emotional connection to the individual(s) and the content.

The Epitome of Social By Design: Context is critical for social

  1. The goal of social is to reduce friction.
  2. Social starts with people not technology.
  3. Conversation creates movement.
  4. Strong social cohesion is built in layers.
  5. Increasing conversation that is the key indicator of progress.

Social Learning at Work: Quick Start Guide

  1. Practice Transparency and Openness: Show Your Work/ Work Out Loud. Begin by ensuring that all important but not sensitive work is accessible and encourage observation and input by all levels of the organization.
  2. Reward & Recognize: Be visible in thanking, acknowledging and rewarding sharing and cooperative behaviors. Be diligent in encouraging open sharing of ideas, resources and collaboration. Recognize and praise group inputs and outcomes. Model exactly what you want to see. Encourage leaders to model exactly what you want to see.
  3. Encourage Curation over Creation: Share resources with the added “why” of its personal value to you — add context. Ensure access to outside information and to internal channels to share. Identify models of proper vetting and context adding to aid in the movement of best of kind resources and information quickly through the organization.
  4. Formalize Social Technology: Use traditional communication channels (email, meetings) to move people to increased participation on social platforms. Create a simple structure for groups and keep them open vs. closed or private. Have employees complete profiles with an emphasis on skills and interests over titles. Nudge large group emails to be posted on social platforms. Ask sincere questions, to which the answers will help and inform your work.

Systems, Behaviors, Beliefs

Let’s focus a little LESS on working to change a leader’s own social behaviors and MORE on helping leaders to change the systems that hinder organization-wide social behaviors.

A healthy organizational social structure

At its most basic element, learning is about communication. So to be truly realized, (Senge’s 5 Disciplines of) a Learning Organization requires a healthy organizational social structure.

The Problem with Collaboration

Harold Jarche succinctly stated that “Collaboration is working together for a common objective“. This can be solving a problem, building something new or different and it is very, very different than cooperating which he goes on to state is “sharing freely without any expectation of reciprocation or reward.” When we stop and consider how much of our interactions at work are really cooperative rather than collaborative, we might want to better call it what it is. And when someone talks of a trusting relationship or being part of a community, scratch that surface a bit — all that glitters isn’t gold.


Competency Models — HR & Understanding Work in the Network Era by Jon Husband

Articles by Others

The Internet Time Alliance Jay Cross Memorial Award for 2018 by Harold Jarche

The third annual Internet Time Alliance Jay Cross Memorial Award for 2018 was presented to Mark Britz. Mark has experience both inside and outside organizations and has focused on improving workplace performance. He questions conventional beliefs about organizational development and has championed better ways to work and learn in the emerging networked workplace. Mark is currently at the Learning Guild as well as a Service Partner with the 70:20:10 Institute. He was an early adopter of using social media for onboarding and has long been active on social media, contributing to the global conversation on improving workplace learning.








Knowledge Management Author and Speaker, Founder of SIKM Leaders Community, Community Evangelist, Knowledge Manager https://sites.google.com/site/stangarfield/

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Stan Garfield

Knowledge Management Author and Speaker, Founder of SIKM Leaders Community, Community Evangelist, Knowledge Manager https://sites.google.com/site/stangarfield/