SLQOTD: How does SL change the learner's accountability to learn? How can an organization encourage learner accountability?

First what do we mean by Accountability? I’m skipping over what do we mean by “Social Learning” as that is a bag I won’t stomp on. Some say all learning is Social. I disagree. So there. Variability & Diversity.

From: http://en.wikipedia.org/wiki/Accountability:

Accountability is a concept in ethics with several meanings. It is often used synonymously with such concepts as responsibility, answerability, enforcement, blameworthiness, liability and other terms associated with the expectation of account-giving. As an aspect of governance, it has been central to discussions related to problems in both the public and private (corporation) worlds.

Accountability is defined as "A is accountable to B when A is obliged to inform B about A’s (past or future) actions and decisions, to justify them, and to suffer punishment in the case of eventual misconduct."

In leadership roles, accountability is the acknowledgment and assumption of responsibility for actions, products, decisions, and policies including the administration, governance and implementation within the scope of the role or employment position and encompassing the obligation to report, explain and be answerable for resulting consequences.

"Accountability" stems from late Latin accomptare (to account), a prefixed form of computare (to calculate), which in turn derived from putare (to reckon). The word is an extension of the terminology used in the money lending systems that first developed in Ancient Greece and later, Rome. One would borrow money from a money lender, be that a local Temple or Merchant, and would then be held responsible to their account with that party.

Responsibility is also a close synonym.

***** ***** ***** ***** *****

1- So is someone using Social Learning more or less accountable for their own Learning occurring?

Depends on their context.

And - Yes - the Learner is ultimately accountable. But there may be others accountable too.

The Drill Instructor in Boot Camp, “Sorry sir, Wallace just didn’t want to learn so I made him run three hours last night with his rifle over his head - along with his 74 closest buddies.” That DI knew who was going to be held accountable when all was said and done. And he was going to fix that himself in a very unsocial manner – and/or Socially – using peer pressure – by punishing everyone for the mistakes/attitude of one.

We’ll all learn together. It's part of what team building used to be like in the USN (1972 style that is).

The supervisor in a Nuclear Power Plant responsible for operator training and performance. Borrowing from an SNL skit decades ago: We trained them to not spill their Pepsi on the control board – but spills happen – and now we’re facing a China Syndrome. You know that supervisor is going to be held accountable. The learner/Performer too. Perhaps even the Plant Manager. They are accountable for the learner/Performers' learnings and performance. Or for keeping someone in the job who didn't master either.

The 17 year old buying beer at the local convenience store knows better, has learned better; and the clerk too. But who will be held accountable after the bust? Both of them - and the Store Owner with the Permit to sell such. And parents will be climbing that learning curve too - as they hand out bail money, court fees and lawyers fees.

When will they ever learn? The parents that is.

Some things, perhaps many things, have to be learned the hard way.

I used to tell my teenagers that it would be pretty cool if they could learn from the mistakes of their peers. Instead of having to do each of those mistakes themselves.

But alas, it’s most often not to be. To each their own. Learning that is. And parents learn too as they hand out bail, court and lawyers fees. For they are accountable still – until that magic day.
















In an Enterprise Learning Context – it’s usually management down to the individual learner. Not just the learner. Either Wallace learns to do the job right - or he's outta here!

In an Educational Learning Context – it’s usually the learner. Unless it’s K-12 where we hold teachers accountable for students unwilling or unable to learn. Not just the learner. If enough Wallaces and non-Wallaces fail we fire the teachers and the principal. And maybe vote out the School Board too.

In a Personal Learning Context – it’s usually the learner – who hold themselves accountable to themselves, or not. Or their families are accountable for not instilling that desire.

But while there may be others accountable/responsible - it's always up to the learner.

Motivation for Learning is THE Key
If they are motivated - stand back or you'll get hurt.

If they are not motivated - then you'll need a bulldozer to push them along.


2- How can an organization encourage learner accountability?

Measure. Provide feedback and consequences - a "balance of consequences."

Test knowledge and test performance – on those things that are high risk and/or high reward. Two sides of the same coin I think – “risk and reward” that is.
















Reward success and eventually punish failure. With plenty of fair warning beforehand - about the risks and rewards of Learning. In an Enterprise Learning Context.

Point out what doing well in school might mean (although don't share actual facts about correlations) to their future. Cars. Houses. Lifestyles. In an Educational Learning Context.

In a Personal Learning Context - they either really want to - or they are just fooling you and themselves if they talk about it - but don't walk that talk. Then they are truly on their own baby!

# # #