Learn Informal Learning Informally

Jay Cross

Next month I’ll be offering an experiential workshop on Informal Learning through Jane Hart’s Social Learning Center. Hands-on experiential learning. The month-long event is appropriate for decision-makers, designers, CLOs, innovation leaders, managers of communications, and others who want to accelerate learning in their organization. This workshop is not a course. You learn by doing. find out how to integrate learning into workflow.

Informal learning, the 95% solution

Harold Jarche

Tweet Informal learning is not better than formal training; there is just a whole lot more of it. It’s 95% of workplace learning, according to the research behind this graphic, by Gary Wise. Since the latter half of the 20th century, we have gone through a period where training departments have been directed to control organizational learning. In this context, only training professionals were allowed to talk about learning. Informal Learning

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Don’t drink the informal learning snake oil

Jay Cross

The 1999 Online Learning conference in Los Angeles was ground zero for eLearning. Our dream of personalized, modular, always-on learning was dashed. I fear that charlatans and dummies are taking informal learning down the same road. An Informal Learning Sequel? While it took six years to arrive, informal learning has become L&D’s flavor of the day. Numerous consultants are offering to help manage informal learning. (It

Overcoming the Course and Control mindset hurdles

Jane Hart

My two recent Learning in the Workplace surveys showed that ( a ) people consider that informal learning is much more important, if not essential, to them than training, and ( b ) that they learn informally on a much more regular (if not continuous) basis than they learn formally. These findings are of course in line with study after study that shows that most learning in the workplace happens outside of formal training. 1 – Course hurdle.

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The new workplace

Jay Cross

Six years ago few people believed that informal learning made much of a difference. Today’s common wisdom is that most workplace learning is experiential, unplanned, social, and informal. Informal learning tops many training department agendas. They’ve converted a few programs but they’ve failed to improve their learning ecosystems. We’ve shifted how we think about learning since the Informal Learning book came out.

Dear C-Suite: We Don’t Do Training Anymore

Dan Pontefract

It’s time to help the C-Suite – aside from Peter Aceto and other learning savvy and employee engagement focused C-Suite leaders – to appreciate and understand that organizations don’t do training anymore. Sure, for the purists and traditionalists in the learning space who are hell-bent to ensure the ‘sage on the stage’ continues, I’m certain they will scoff at the very mention of trying to erase the term training from Oxford’s illustrious dictionary.

Training Evaluation: a mug’s game

Harold Jarche

Dan Pontefract is quite clear in Dear Kirkpatrick’s: You still don’t get it : Let me be clear – training is not an event; learning is a connected, collaborative and continuous process. It can and does occur in formal, informal and social ways every day in and out of your job.

Feedforward

Harold Jarche

This is why “perpetual Beta” informs all of my work. I used to work as a training designer but there’s really not much to differentiate one course from another. I’m now focused on working smarter , helping organizations integrate learning into the workflow, especially using social media. Informal Learning InternetTime PKM SocialLearning

Take off those rose coloured glasses

Harold Jarche

Training is only 5% of organizational learning , but for a long time this small slice has been the primary focus of most Learning & Development (L&D) departments. The other 95% was just taken care of by the informal networks in the organization. All those informal networks became hyper-connected. Social media are fantastic tools to support organizational collaboration and informal learning. Enable Learning. Support Learning.

The Other 90% of Learning

Jay Cross

Knowledge workers learn three to four times as much from experience as from interaction with bosses, coaches, and mentors. They learn about twice as much from those conversations compared to structured courses and programs. It’s a handy framework to keep in mind, particularly when someone mistakenly thinks all learning is formal. As Charles Handy has written, “Real learning is not what most of us grew up thinking it was.”. Learning is social.

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Thinking Transformation

Clark Quinn

It’s about not just courses on a phone, but: Augmenting formal learning: extending it. Social: tapping into the power of social and informal learning. It’s about extending formal learning, not just delivering it. And aligning with how we really learn, because it really does have to be effective. Let’s change workflows to align better with what’s known about how we work. Of course, I now would.

Embedding Learning in Work: The Benefits and Challenges

Charles Jennings

(a version of this article was originally written as background for an #OzLearn chat held on Twitter, 11th November 2014) The Power of Embedded Learning A common finding that has emerged from study after study over the past few years is that learning which is embedded in work seems to be more effective than learning away from work. If people learn as part of the workflow then this learning is more likely to impact performance in a positive way.

LMS vs. LCMS

Xyleme

While sometimes thought to be interchangeable terms, LMS (Learning Management System) and LCMS (Learning Content Management System) platforms share a few functionalities, but couldn’t be more different. A Learning Management System (LMS) is a software application that allows a company, school, or organization to administer, document, track, and report on the delivery of educational courses and training programs. Assigned learning. Learning paths.

insights over processes

Harold Jarche

They will be harder to teach in a course, but they may outlast all the fads and fashions that preceded them.” For the more complex work done by people, we have to find ways to improve insights, and social learning is how we do it. Social learning involves transparent knowledge sharing, questioning assumptions, and experimenting together. To improve insights on an organizational level, all work must be focused on learning.

LMS vs. LCMS

Xyleme

The Learning and Development industry, like any other, has been inundated with new technologies and tools for learning. Buzz words in the industry include e-learning, mobile learning, cloud delivery, bite-sized learning, informal learning, learning record store, and single-source content development. In the simplest terms, this is a software package that manages course delivery and administration. Learning Interventions. . .

70-20-10: Origin, Research, Purpose

Charles Jennings

Calhoun Wick Cal is deeply experienced and knowledgeable in the area of workplace learning. He been studying and supporting it for many years and is co-author of the highly acclaimed Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results (Pfeiffer, 2010). Cal’s company has also developed the 70-20 tool , which supports learning in the workflow in innovative and measurable ways – it is well worth test driving.

It’s Only 65% !

Charles Jennings

The researchers (possibly on work experience) declared that “ 50:26:24 is the average learning mix in most companies right now ”. The report of the 50:26:24 survey went on to say: “It’s widely accepted that the 70:20:10 model is the most effective learning blend for business, but getting to that perfect mix can be a challenge. It also got me thinking about approaches to organisational learning in general. Learning ? Learning is a process not an event.

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Start with the 70. Plan for the 100.

Charles Jennings

Checklists to rate your own organisation’s ability to deliver the critical tasks supporting 70:20:10 Nine ‘cameos’ written by leading thinkers and practitioners including Dennis Mankin (Platinum Performance), Nigel Harrison (Performance Consulting), Clark Quinn (Quinnovation), Jane Hart (Centre for Learning & Performance Technologies), Bob Mosher (APPLY Synergies), Jack Tabak (Chief Learning Officer, Royal Dutch Shell), Jane Bozarth (US Government) and others.

70:20:10 – Above All Else It’s a Change Agent

Charles Jennings

Tom is a rocket scientist and helps other helps rocket scientists learn their stuff. Recently Tom wrote a series of blogs titled ‘ Ten Things I Believe About Workplace Learning ’. The messages he conveyed in this short post struck me as having been missed by lots of people when they talk about the 70:20:10 model as a framework for learning and development. People aren’t hired to learn, they’re hired to increase productivity or capability. In other words, ‘informally’.

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Social Learning is NOT a new training trend

Jane Hart

I’ve written a few postings recently (notably Social Learning doesn’t mean what you think it does ) where I have tried to show how the fundamental changes in how businesses are operating, require a fundamental change in how the L&D function needs to view workplace learning. I suggested this means a move from a “Command and Control” approach to an “Encourage and Engage” approach to Workplace Learning. Traditional workplace learning. Workflow audits.

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70-20-10: Origin, Research, Purpose

Charles Jennings

Calhoun Wick Cal is deeply experienced and knowledgeable in the area of workplace learning. He been studying and supporting it for many years and is co-author of the highly acclaimed Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results (Pfeiffer, 2010). Cal’s company has also developed the 70-20 tool , which supports learning in the workflow in innovative and measurable ways – it is well worth test driving.

Supporting the Social Workplace Learning Continuum

Jane Hart

In my previous blog post I explained how I recognized it is difficult for a lot of organisations to support informal and social learning in their organisations, because they are unable to jump the two mindset hurdles of (a) thinking that learning only happens in training courses, and (b) that all organisational learning needs to be controlled by Training/L&D departments. Social learning

5 Phrases to Make Mobile Work

Clark Quinn

We look up product info while shopping, use calculators to split up the bill, we call folks for information in problem-solving like what to bring home from the grocery store, and we take photos of things we need to remember like hotel room numbers or parking spots. The second one focuses on looking beyond the initial inference from the phrase “mlearning”: Anything but a course! Mobile learning is really mobile performance support and mobile social.

Why You Must Define the So-What of Learning

Dan Pontefract

Whether you work for a private family-owned business, a publicly traded corporation or in the kindergarten-to-higher-education continuum somewhere, you’re going to have to define learning – whether it’s for your employees, colleagues or students. So let’s examine the “so what” learning definition – meaning why learning is present in organizations. In my opinion, learning is part formal, informal and social. social learning Culture social

The differences between learning in an e-business and learning in a social business

Jane Hart

In my recent webinar I shared a slide that showed the 5 stages of workplace learning. This has attracted a lot of interest, and I’ve been asked to talk more about the differences between “learning” in Stages 1-4 and Stage 5. Working and learning in Stages 1-4 is based upon a Taylorist , industrial age mindset. Similarly e-learning was also about automating traditional training practices. LEARNING IN AN E-BUSINESS. LEARNING IN A SOCIAL BUSINESS. Learning.

Learning and Development Webinars

Xyleme

The below learning and development webinars feature speakers from leading companies like Cisco, Dell, T-Mobile, Caterpillar, and Baker Hughes, and cover a variety of topics, news, and best practices specifically geared toward learning and development. Building the Plane While Flying It: A Case Study on Rapid Learning Strategy Innovation at Spectrum. Moving from a traditional training strategy to one that embeds learning in the daily workflow is challenging enough.

Workforce Development Services: A new framework of training and learning support

Jane Hart

In my last blog post, From Social Learning to Workforce Collaboration , I talked about how I have been helping organisations support workforce collaboration. Following that post Dan Pontefract asked me this question: “Is this something that helps an external consultant, like yourself and ITA more so than it does those working inside an organization in a traditional ‘learning’ team?” Collaboration Social learning

Quiz: Have you got the New Workplace Learning mindset?

Jane Hart

Following my recent posting, Social learning is not a new training trend , I’ve had a few comments from readers that suggest they were not able to see the difference between the two workplace learning approaches I described – in particular the difference in the “mindset” involved. 1) Do you think that formal learning (ie training, workshops, courses, e-learning) is the only appropriate way that people should learn to do their jobs?

Working smarter

Jay Cross

I don’t talk much about training or learning any more. You can train people but they may or may not learn. Learning is better than training, but learning is not enough to make sure the job gets done. Moreover, people often fail to put what they learn into practice.

Five Myths of Social Learning

Xyleme

Home > Social Learning > Five Myths of Social Learning Five Myths of Social Learning December 3rd, 2009 Goto comments Leave a comment There is no question that the rise of social networks is creating a profound shift in the way training departments are delivering knowledge to their employees, partners, and customers. revolution has brought learning networks front and center with “ Connect and Communicate ” becoming the new mantra for training organizations.

Social Learning doesn’t mean what you think it does!

Jane Hart

Learning and self-expression are exploding. The changes we are seeing in Workplace Learning are of course just one part of the changes we are seeing in businesses as whole. Simply replace the word “business&# in the quote above with the word “learning&# and it still makes sense. So, for instance the first paragraph would now read: “Social Learning ” is not about technology, or about “corporate culture&#. We are interested in good information design.

Through the Workscape Looking Glass

Jay Cross

Learning Ecosystem, Learning Ecology, and Learnscape mean the same thing as Workscape. I don’t use the word learn with executives, who inevitably think back to the awfulness of school and close their ears. In the same vein, I talk about Working Smarter instead of informal learning, social learning, and so forth. Some people denigrate informal learning but nobody’s against Working Smarter. However, compliance is not learning.

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Open Education, MOOCs, and Opportunities

Stephen Downes: Half an Hour

Reusable Learning Resources The initial development of online learning technology began at scale with the development of the learning management system (LMS) in the mid-1990s. These systems were modeled on distance education resources such as programmed texts and course workbooks. Online courses were developed according to a protocol that developed over 20 years of experience. These combined learning materials, activities and interaction, and assessments.

Social Learning doesn’t mean what you think it does: PART TWO

Jane Hart

Yesterday, in my first posting on this topic, I showed how “social learning” is not just about a new training trend or about adding social media into the “blend&# or acquiring the latest Social Learning Management System, but a fundamental change in how we need to view workplace learning. Let’s first take a look at managing and measuring employee “learning&#. So how then do we measure learning in the workplace? Test and course completions.

Top 10 eLearning Predictions 2011 #LCBQ

Tony Karrer

Learning apps. Branon Learning Management System App Stores Bob Little Apps, Not Courses Inge de Waard Augmented reality moves towards augmented learning with easy tools: Wikitude , Layar , ARToolKit. Learning Analytics 6. It may or may not involve learning.

ROI and Metrics in eLearning

Tony Karrer

Kirkpatrick's Level 3: Improving the Evaluation of E-Learning Level 3 evaluations measure whether the there was an actual transfer of learning to the actual work setting. This level of evaluation will increase the visibility of learning and development efforts, because successful implementation of Level 3 evaluation Internet Time Blog: ROI is toast. Does it cost less to design and develop online teaching and learning today than it did a few years ago?

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Social Media: An Interview

Stephen Downes: Half an Hour

I was asked to contribute my responses to interview questions on social media for a new journal called The Future of Learning and of course I was happy to send some thoughts along. It engaged me not only into the course content but also into the arguments and opinions of other people in the class. Before this course, their opinions had been irrelevant - it was about me, the course content, and my papers and tests, which the instructors would mark.

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The Future Business of Learning for Suppliers

Charles Jennings

Last month Tony Karrer wrote an very insightful piece on his eLearning Technology blog about the Business of Learning. Tony equated the challenges of the learning industry to those of the publishing industry. The same applies to the Learning industry.

Beyond Institutions Personal Learning in a Networked World

Stephen Downes: Half an Hour

As Peter said this is part 2 of a trilogy of talks, I gave the first one yesterday at University of Greenwich on the topic of "Open learning and open educational resources". The talk is called "Beyond Institutions Personal Learning in a Networked World" and I want to begin with a story that came across the wires recently and I thought was very appropriate for this venue. Not getting the point that learning today is about play and socializing. Learning is not remembering.

Last Year's Predictions For 2008, Reviewed

Stephen Downes: Half an Hour

As for e-learning, 2008 was a year in which very little actually occurred(even in gaming, the headline reads Old Standby Back On Top ). Less-democratic processes will lead to a clearer distinction between expert-generated knowledge and the overwhelming quantity of information available everyplace, making it easier to discern information quality. E-learning, knowledge management, corporate communications, and talent management will continue to converge.

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The Reality of Virtual Learning

Stephen Downes: Half an Hour

Presented to the Defense Learning Academy, Cornwall, Ontario, January 30, 2008. I’m looking at a particular slice of online learning, not the whole field of online learning, obviously. But my background is in philosophy and as a philosopher I’ve learned over time to look at reality in different perspectives and in different lights. These days of course we also have the contrast between the ‘real’ and the ‘virtual’. What is learning? But what is learning?