Social Media L&D’s Untapped Resource

There is a push towards the integration of technology in training environments to enhance the learning experience, but no set limit, no defined structure, no curated approach that tells us how far we can go, or how creative we can get when leveraging technology for training.

The tech savvy, next generation workforce, is a provoking force whose learning habits, characteristics, styles and expectations can guide innovation in corporate training.

Millennials are growing up using technology and social media applications at home and at school, on their free time and during training time, on planes and in their cars. Their habits, expectations, and styles are much different from those of previous generations.

As millennials join the workforce, the concept of training will change because millennials are not the traditional learner.


Millennials spend 33% of their waking hours consuming information on social media, yet only 4.2%of corporate training can be accessed there.

It’s time to close the gap.


Instead of reacting to the new demands of millennials as they enter the workforce, what if we responded by anticipating the new learning styles that will soon rule the L&D community?

Corporate training approaches can benefit from an understanding of the next generation workforce.


Millennials are more comfortable in image-rich environments where content is on-demand, brief and interactive and are accustomed to creating, sharing, and exchanging information, ideas, pictures and videos through a variety of social media channels.

If social media is leveraged by millennials for networking, self-expression, news, business and much more, why not for organizational learning activities? Social media is a largely untapped L&D resource.

Using social media applications in training will not only enhance the learning experience, but bring innovation to traditional corporate training approaches.


The attached paper widely explores sector new possibilities and a future scenario in L&D.