Expert insights. Personalized for you.
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. MORE
Jay Cross calls the new performance environment a workscape : Workscape: A metaphorical construct where learning is embedded in the work and emerges in “pull” mode. Learning emerges as a result of working smarter. In this environment learning is natural, social, spontaneous, informal, unbounded, adaptive and fun. Jane Hart has developed a comprehensive framework for the support of workplace learning and performance. MORE
I’ve talked before about how our design task will need to accommodate both the formal learning and the informal job resources, but as I’ve been thinking about (and working on) this model, it occurs to me that there is another way to think about learning design that we have to consider. The first notion is that we should not design our formal learning solutions without thinking about what the performance support aspects are as well. MORE
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. MORE
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. MORE
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’. MORE
The Learning Layer: Building the next level of intellect in your organization , begins with some solid insights on how learning is the key to performing in the networked workplace. Learning has been the traditional realm of HR while most systems are supported by IT. Steve Flinn, the author, uses the analogy of knowledge as stock and learning as flow. And that systems can actually learn, and more specifically, learn from latent intellectual capital. MORE
I just copied a rough draft of my new book, Learn For Yourself , into a free summarizer. It’s all a matter of learning, but it’s not the sort of learning that is the province of training departments, workshops, and classrooms. You are learning to learn how to become the person you wrote the obit for. It’s learning to know versus learning to be. Most of what we learn, we learn by interacting with others. MORE
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. MORE
Social learning networks — with trusted relationships — enable better and faster knowledge feedback loops. Learning among ourselves is integral to complex and creative work. Social learning is how work gets done in a networked society. Management’s primary job is to support social learning. Work is learning, and [mostly informal] learning is the work. This is real learning in the flow of work— connected, social, and human. MORE
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 MORE
Last week, Dave Wilkins of Learn.com wrote a piece entitled “ A Defense of the LMS (and a case for the future of social learning) ”. Formal learning needs to blend with any informal and social learning output in the new world. (ie. Informal or social learning needs to blend with formal learning. What we need to do is ensure we weave a formal, informal and social learning workflow together. Why Learning 2.0 & Enterprise 2.0 MORE
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 MORE
After 7 years operating another learning portal site, in 2006 I set up the Centre for Learning & Performance Technologies (C4LPT) as a free resource site about technologies, tools and tips for learning – in both education and in the workplace. Although in principle, it covers a wide range of technologies, I have tended to specialize in the use of social media for learning. MORE
In my previous post , I mentioned that we needed to start thinking about designing not just formal learning content, or formal learning experiences, but learning experiences in the context of the informal learning resources (job aids, social tools), and moreover, learning in the context of a workflow. In short, tying back to my post on collaboratively designing job aids, I think we need to be collaboratively designing workflows. MORE
After a lengthy hibernation, Learning Light ’s eLearning Centre rides again! From a press release yesterday: Learning Light has now launched the new look and feel e-learning centre. The e-Learning Centre is a free information resource for learning and development professionals and e-learning developers. Jay Cross pushes the envelope again on e-learning. Emergent learning a new view of e-learning. MORE
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. Therefore, social and informal learning need to be integrated into the workflow. Process improvement, like Six Sigma, stifles innovation. MORE
1 - The Top 100 Tools for Learning 2012 list is revealed. On 1 October 2012 I revealed the results of the 6th Annual Survey of Tools for Learning – the Top 100 Tools for Learning 2012 – and provided a brief analysis of the results. 2 - 10 things to remember about social learning (and the use of social media for learning). 3 - Only 14% think that company training is an essential way for them to learn in the workplace. MORE
Learning is everywhere in the connected workplace. However, many of us have relegated our own learning to the specialists over the years – teachers, instructors, professors. We’re not used to handling all of this learning on our own. But if we want to thrive in complexity and if we want our work teams to be effective, we have to integrate our learning into the workflow. Additional skills are needed to help groups and teams learn as they work. MORE
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. MORE
Last year I wrote , “Now social learning is being picked up by software vendors and marketers as the next solution-in-a-box, when it’s more of an approach and a cultural mind-set.&# In 2005, social learning online was a fringe activity that we had to test using open source platforms like Drupal. I remember when we ran our informal learning unworkshops in 2006 while the major enterprise software vendors ignored us or privately told us there was no market for this stuff. MORE
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 MORE
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. MORE
(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. MORE
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. MORE
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. The ‘event’ is not solely how learning occurs. Event-based instructional interventions, or the course as learning vehicle, is an outdated and useless way to look at workplace learning. MORE
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. MORE
In his recent post, Informal Learning , 95% solution, Harold Jarche provides the reason why many workplace learning professionals can only think about “informal learning” and “social learning” in terms of how they can manage them within a blended training solution – rather than simply support them, as they happen, naturally and continuously, in the workflow. Social learning MORE
I will travelling and speaking for most of this week but will share what I have learned when I get back. Here is what I will be talking about: Keynote: Working Smarter in the Learning Organisation. As complexity increases in the networked economy, we need to integrate learning into the workflow. Learning and development in the networked workplace must move from content delivery to community enablement. Communities Informal Learning MORE
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. You learn by doing. find out how to integrate learning into workflow. MORE
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. Individualized learning plan. MORE
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. Informal Learning MORE
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. MORE
Informal Learning: The 95% Solution. 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 reviewed by Gary Wise. To create real learning organizations , there is a choice. How to learn and solve problems together is becoming the real business advantage. The Learning Organization. Learning in the workplace is much more than formal training. MORE
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 MORE
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. Another important learning tool that some may not be familiar with is a Learning Content Management System (LCMS). MORE
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. MORE
Home > Learning Content Management , Social Learning > Four Ways User-Generated Content (UGC) Can Make its Way into Formal Learning Four Ways User-Generated Content (UGC) Can Make its Way into Formal Learning January 20th, 2010 Goto comments Leave a comment This past week, I’ve been reading and referring to Jane Hart’s article The State of Social Learning Today and some Thoughts for the Future of L&D in 2010 quite a bit. Learn more about Dawn here. MORE
For over a decade I have promoted the idea that work is learning & learning is the work. It seems the idea has now gone mainstream, as it’s even noted in Forbes that, “Work and learning will become analogous” It is much easier to just say that workflow learning is essential rather than putting in the structures and practices that can enable it. Social and informal learning are key to increasing insights that can drive innovation. MORE
It seems that, for years, people have been writing obituaries for the corporate Learning Management System (LMS). I have worked with an LMS bundled by a major ERP system provider which had, by far, the most unintuitive interface and user workflows I have ever had the misfortune to encounter. They have little to do with informal learning. The title says it all: Learning Management System. Joining up competencies and performance data with learning opportunities. MORE
This is why “perpetual Beta” informs all of my work. I’m now focused on working smarter , helping organizations integrate learning into the workflow, especially using social media. Informal Learning InternetTime PKM SocialLearningOne of the consultant’s dilemmas is that you have to stay ahead of the curve to remain relevant. Yesterday’s problem doesn’t need to be solved – there’s probably an app for that already. MORE
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. Social learning MORE
One of the points I make is about the shift to highly contextual and modular learning: In the past people went to university, studied until they had a degree, then went to work and applied that knowledge. In the future learning will be modular, contextual and just in time. When an obstacle is encountered the solution is sought in the form of a specific module of learning needed to solve that particular problem. In this way learning is personalised and tailored. MORE
Workflow Learning (including wider acceptance of performance support instead of training). A year later the use of blogs had exploded, while workflow learning had stalled and I noted that an understanding of the value of informal learning was catching on. Informal learning is being discussed throughout the profession, but in many cases it’s just lipstick on a pig. Tags: Informal Learning Technology MORE
Jay Cross
JUNE 13, 2012
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. You learn by doing. find out how to integrate learning into workflow.
Harold Jarche
JANUARY 4, 2012
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
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Jay Cross
JUNE 21, 2012
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
Clark Quinn
AUGUST 6, 2010
I’ve talked before about how our design task will need to accommodate both the formal learning and the informal job resources, but as I’ve been thinking about (and working on) this model, it occurs to me that there is another way to think about learning design that we have to consider. The first notion is that we should not design our formal learning solutions without thinking about what the performance support aspects are as well.
Jay Cross's Informal Learning
MARCH 27, 2010
After a lengthy hibernation, Learning Light ’s eLearning Centre rides again! From a press release yesterday: Learning Light has now launched the new look and feel e-learning centre. The e-Learning Centre is a free information resource for learning and development professionals and e-learning developers. Jay Cross pushes the envelope again on e-learning. Emergent learning a new view of e-learning.
Jay Cross
MAY 1, 2012
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.
Dan Pontefract
NOVEMBER 4, 2013
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.
Dan Pontefract
MAY 15, 2010
Last week, Dave Wilkins of Learn.com wrote a piece entitled “ A Defense of the LMS (and a case for the future of social learning) ”. Formal learning needs to blend with any informal and social learning output in the new world. (ie. Informal or social learning needs to blend with formal learning. What we need to do is ensure we weave a formal, informal and social learning workflow together. Why Learning 2.0 & Enterprise 2.0
Harold Jarche
FEBRUARY 13, 2011
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. The ‘event’ is not solely how learning occurs. Event-based instructional interventions, or the course as learning vehicle, is an outdated and useless way to look at workplace learning.
Harold Jarche
APRIL 28, 2012
This is why “perpetual Beta” informs all of my work. I’m now focused on working smarter , helping organizations integrate learning into the workflow, especially using social media. Informal Learning InternetTime PKM SocialLearningOne of the consultant’s dilemmas is that you have to stay ahead of the curve to remain relevant. Yesterday’s problem doesn’t need to be solved – there’s probably an app for that already.
Harold Jarche
MAY 26, 2011
Last year I wrote , “Now social learning is being picked up by software vendors and marketers as the next solution-in-a-box, when it’s more of an approach and a cultural mind-set.&# In 2005, social learning online was a fringe activity that we had to test using open source platforms like Drupal. I remember when we ran our informal learning unworkshops in 2006 while the major enterprise software vendors ignored us or privately told us there was no market for this stuff.
Harold Jarche
MAY 27, 2010
Workflow Learning (including wider acceptance of performance support instead of training). A year later the use of blogs had exploded, while workflow learning had stalled and I noted that an understanding of the value of informal learning was catching on. Informal learning is being discussed throughout the profession, but in many cases it’s just lipstick on a pig. Tags: Informal Learning Technology
Harold Jarche
MAY 30, 2012
Learning is everywhere in the connected workplace. However, many of us have relegated our own learning to the specialists over the years – teachers, instructors, professors. We’re not used to handling all of this learning on our own. But if we want to thrive in complexity and if we want our work teams to be effective, we have to integrate our learning into the workflow. Additional skills are needed to help groups and teams learn as they work.
Jay Cross
AUGUST 3, 2012
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. Informal Learning
Harold Jarche
MAY 1, 2012
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.
Harold Jarche
NOVEMBER 12, 2012
I will travelling and speaking for most of this week but will share what I have learned when I get back. Here is what I will be talking about: Keynote: Working Smarter in the Learning Organisation. As complexity increases in the networked economy, we need to integrate learning into the workflow. Learning and development in the networked workplace must move from content delivery to community enablement. Communities Informal Learning
Harold Jarche
JULY 29, 2010
The Learning Layer: Building the next level of intellect in your organization , begins with some solid insights on how learning is the key to performing in the networked workplace. Learning has been the traditional realm of HR while most systems are supported by IT. Steve Flinn, the author, uses the analogy of knowledge as stock and learning as flow. And that systems can actually learn, and more specifically, learn from latent intellectual capital.
Jane Hart
JANUARY 9, 2012
In his recent post, Informal Learning , 95% solution, Harold Jarche provides the reason why many workplace learning professionals can only think about “informal learning” and “social learning” in terms of how they can manage them within a blended training solution – rather than simply support them, as they happen, naturally and continuously, in the workflow. Social learning
Harold Jarche
FEBRUARY 23, 2020
Social learning networks — with trusted relationships — enable better and faster knowledge feedback loops. Learning among ourselves is integral to complex and creative work. Social learning is how work gets done in a networked society. Management’s primary job is to support social learning. Work is learning, and [mostly informal] learning is the work. This is real learning in the flow of work— connected, social, and human.
Clark Quinn
AUGUST 11, 2020
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.
Harold Jarche
OCTOBER 24, 2019
For over a decade I have promoted the idea that work is learning & learning is the work. It seems the idea has now gone mainstream, as it’s even noted in Forbes that, “Work and learning will become analogous” It is much easier to just say that workflow learning is essential rather than putting in the structures and practices that can enable it. Social and informal learning are key to increasing insights that can drive innovation.
Charles Jennings
NOVEMBER 17, 2014
(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.
Harold Jarche
DECEMBER 21, 2012
Informal Learning: The 95% Solution. 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 reviewed by Gary Wise. To create real learning organizations , there is a choice. How to learn and solve problems together is becoming the real business advantage. The Learning Organization. Learning in the workplace is much more than formal training.
Jay Cross
MARCH 29, 2015
I just copied a rough draft of my new book, Learn For Yourself , into a free summarizer. It’s all a matter of learning, but it’s not the sort of learning that is the province of training departments, workshops, and classrooms. You are learning to learn how to become the person you wrote the obit for. It’s learning to know versus learning to be. Most of what we learn, we learn by interacting with others.
Jane Hart
MAY 20, 2012
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. Social learning
Harold Jarche
SEPTEMBER 4, 2019
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. Therefore, social and informal learning need to be integrated into the workflow. Process improvement, like Six Sigma, stifles innovation.
Xyleme
JULY 28, 2014
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. Another important learning tool that some may not be familiar with is a Learning Content Management System (LCMS).
Charles Jennings
JULY 10, 2017
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.
Charles Jennings
AUGUST 20, 2014
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.
Charles Jennings
DECEMBER 6, 2015
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.
Xyleme
OCTOBER 12, 2012
It seems that, for years, people have been writing obituaries for the corporate Learning Management System (LMS). I have worked with an LMS bundled by a major ERP system provider which had, by far, the most unintuitive interface and user workflows I have ever had the misfortune to encounter. They have little to do with informal learning. The title says it all: Learning Management System. Joining up competencies and performance data with learning opportunities.
Xyleme
AUGUST 3, 2017
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. Individualized learning plan.
Jane Hart
DECEMBER 27, 2012
1 - The Top 100 Tools for Learning 2012 list is revealed. On 1 October 2012 I revealed the results of the 6th Annual Survey of Tools for Learning – the Top 100 Tools for Learning 2012 – and provided a brief analysis of the results. 2 - 10 things to remember about social learning (and the use of social media for learning). 3 - Only 14% think that company training is an essential way for them to learn in the workplace.
Jane Hart
SEPTEMBER 25, 2011
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.
Charles Jennings
JANUARY 20, 2015
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’.
Jane Hart
JUNE 4, 2012
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
Clark Quinn
AUGUST 7, 2010
In my previous post , I mentioned that we needed to start thinking about designing not just formal learning content, or formal learning experiences, but learning experiences in the context of the informal learning resources (job aids, social tools), and moreover, learning in the context of a workflow. In short, tying back to my post on collaboratively designing job aids, I think we need to be collaboratively designing workflows.
Jane Hart
AUGUST 27, 2012
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.
Xyleme
JANUARY 20, 2010
Home > Learning Content Management , Social Learning > Four Ways User-Generated Content (UGC) Can Make its Way into Formal Learning Four Ways User-Generated Content (UGC) Can Make its Way into Formal Learning January 20th, 2010 Goto comments Leave a comment This past week, I’ve been reading and referring to Jane Hart’s article The State of Social Learning Today and some Thoughts for the Future of L&D in 2010 quite a bit. Learn more about Dawn here.
Charles Jennings
AUGUST 13, 2016
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.
Jane Hart
MARCH 1, 2012
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
Jane Hart
APRIL 10, 2011
After 7 years operating another learning portal site, in 2006 I set up the Centre for Learning & Performance Technologies (C4LPT) as a free resource site about technologies, tools and tips for learning – in both education and in the workplace. Although in principle, it covers a wide range of technologies, I have tended to specialize in the use of social media for learning.
Trends in the Living Networks
AUGUST 6, 2013
One of the points I make is about the shift to highly contextual and modular learning: In the past people went to university, studied until they had a degree, then went to work and applied that knowledge. In the future learning will be modular, contextual and just in time. When an obstacle is encountered the solution is sought in the form of a specific module of learning needed to solve that particular problem. In this way learning is personalised and tailored.
208 
Let's personalize your content