Jay Cross

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How to replace top-down training with collaborative learning (1)

Jay Cross

Businesses around the world are transforming into extended enterprise networks but their training departments are stuck in the previous century. In the 1800s and 1900s, successful companies ran like well-oiled machines. Companies paid them to follow instructions and do the same thing over and over again.

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How to Replace Top-Down Training with Collaborative Learning (4)

Jay Cross

Anyone can set up an online meeting at our company. ? But most of the value of companies is intangible. In the two decades of the 20th century, the value of the S&P 500 companies flipped from 80% tangibles to 80% intangibles. We call industrial-age (old school) companies. Hierarchical organizations train employees.

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How to Replace Top-down Training with Collaborative Learning (2)

Jay Cross

In the Hierarchical organization, employees were the only people who received corporate training. Aside from compliance training and new product introductions, most training focused on novices – either newhires who needed orientation or workers mastering a new skill or subject. Who’s going to be involved? Raise their pro?ciency

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Training departments: wake up, smell coffee

Jay Cross

based executives at large and mid-sized companies on their views of social in the enterprise. HR and training departments that aren’t actively supplementing their legacy training with social learning are not long for this world. Social networks are the carrier wave of corporate conversations.

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Training magazine, RIP

Jay Cross

Nielsen Business Media is shutting down Training magazine and its companion Web site, trainingmag.com. I first saw Training magazine in 1977. At the time I didn’t know the training business from a hole in the ground. Training helped professionalize a rag-tag industry. Training taught me many lessons.

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Close the training department?

Jay Cross

No More Training. An astute VP at LSI Logic was concerned with the meager results of the company’s classroom training. He wanted LSI to focus more on building competencies and less on training events. Workers at LSI had been happy to pick and choose traditional training from a buffet of offerings.

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Would you recommend your L&D department?

Jay Cross

They base their decisions on what training professionals call Level 4: Did the training impact the bottom line? How can we put this train back on the track? I propose that CLOs adopt the Net Promoter Score® methodology developed by Fred Reichheld at Bain & Company and Satmatrix. Did it matter?

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