I Believe in the Inverse Relationship Between Experience and the Value of Formal Learning

If Learning and Development organizations (or anyone, for that matter) are going to facilitate learning in the changing workplace, it’s vitally important to understand how employees actually learn. To be clear, I’m not talking about learning styles or preferences, nor am I making assumptions about attention … Continue reading →

I Believe in the Many Emerging Roles for Learning and Development Professionals

The 70:20:10 framework helps to put the work of learning and development (L&D) organizations into perspective within the whole of employee learning (previous article). That leaves the question of what, if anything, should L&D do to facilitate the over 90% of learning that takes … Continue reading →

I Believe in the 70:20:10 framework

Charles Jennings promotes a 70:20:10 framework for organizational learning, where on-the-job experiential/informal learning and social learning represent the preponderance of each employee’s overall learning. Only 10% is from formal learning activities. The reason this framework works is that it more … Continue reading →

Ten Things I Believe About Workplace Learning

For nearly three years, I’ve been exploring social learning, informal learning, and the changing workplace. My  beliefs about workplace learning have evolved quite a bit over those years, partly by experimenting with new ideas and learning from the results, both positive and … Continue reading →

Small Changes Make a Difference

In my previous post, I mentioned how my role in workplace learning and development (L&D) had fundamentally changed this past year. I am now responsible for (gasp) face-to-face, instructor-led, sage-on-stage classes. These are the same classes I’d been complaining about … Continue reading →