Jay Cross

OCTOBER 18, 2010

This is a book for business managers who want to build workforces that improve performance naturally, without prodding. Anyone who invests in brainpower to improve organizational performance can benefit from the messages in The Working Smarter Fieldbook. That goes along with providing the freshest thinking and content.

Social Networks 48

Social Networks Social Network iPad Upgrade 48

Jay Cross

NOVEMBER 20, 2013

Employee surveys and performance reviews pinpointed eight key behaviors of the company’s most effective managers. ” “My manager provides difficult feedback constructively.” A good manager: 1. Is a good coach. Empowers the team and does not micromanage (See the sidebar “How Google Defines One Key Behavior”).

Skills 43

Skills Google Behavior Score 43

Jay Cross

JUNE 21, 2012

For people who can’t attend an event in person, the backchannel provides the next best thing to being there. eLearning Guild has announced a Performance Support Symposium that will take place this fall in Boston. The trade-off is whether you put the knowledge into the job (support) or into the performer’s head (learning).

Diversity Training 67

Diversity Training Performance Support eLearning Guild Write Blog 67

Jay Cross

AUGUST 22, 2015

Make it drop-dead simple to access people in the know, the lessons of experience, how-to information, and performance support. Whenever possible, provide choices. Provide feeds for what’s going on in the team, the department, the company, the industry, and technical disciplines. Learning is social. Make collaboration the norm.

Social Networks 36

Social Networks Mash-up Mashups ASTD 36

Jay Cross

MARCH 8, 2015

Internet Time Alliance advises CLOs to shift learning out of the classroom and into the workplace, embrace pull learning, get managers on board, focus on business performance, and support continuous learning. ” Napoleon told his generals to plant trees bordering each major road out of France to provide shade for marching troops.

Predictions 36

Predictions Performance Support Enterprise Internet 36

Jay Cross

OCTOBER 27, 2015

Instead of wringing his hands, he could: • have his team fill the roles Jane Hart advocates in Modern Workplace Learning: collaboration specialists, community managers, and performance advisors. apply the new 70:20:10:100 performance framework to identify the gaps most rewarding to fill.

Wiki 36

Wiki Kaplan CLO Easygenerator 36

Jay Cross

APRIL 11, 2013

Provide eLearning to the sales department. Use eLearning to provide on-demand learning. Maybe performance support instead? performance. More that people who learn together bond. . . for fast, measurable, business impact. compliance-training requirements cheaply and efficiently using. for call-center operatives.

Compliance Training 41

Compliance Training Virtual Classroom Low Cost Blended Learning 41

Jay Cross

JUNE 17, 2013

Make it drop-dead simple to access people in the know, the lessons of experience, how-to information, and performance support. Whenever possible, provide choices. Provide feeds for what’s going on in the team, the department, the company, the industry, and technical disciplines. Learning is social.

Mash-up 65

Mash-up Mashups Virtual World Stock 65

Jay Cross

JANUARY 8, 2010

Also I think (and hope) we will see learning systems moving away from managing or controlling users and instead providing open learning environments that enable both formal and informal personal and group learning to take place. Jane Hart, social learning consultant at Centre for Learning & Performance Technologies.

Predictions 43

Predictions eLearning Consultant Google Wave Metrics 43

Jay Cross

APRIL 9, 2013

My interest in all this is how it improves learning and human performance. Process innovation empowers us to create jobs that provide more throughput and greater worker satisfaction, although not through traditional training departments. Learning performance management. Individual performance indicators. Grid learning.

Business 40

Business Metrics Simulations Firewalls 40

Jay Cross

AUGUST 3, 2012

Like Moore’s Law that describes the exponential growth in the price/performance of chips, the 70:20:10 framework for learning is the result of observation, not something scientifically proven. They need to provide informal feedback and work debriefs. Encourage them to help people learn through membership in teams.

Social Networks 62

Social Networks Compliance Training Jive Yammer 62

Jay Cross

AUGUST 28, 2012

ciency of top performers by 20 percent can double the bottom line. rms, and sometimes even provide leads for new business. Since learning improves performance, it’s in your interest to help these people learn to do better work. They provide a variety of means of for workers to get the information they need.

Collaborative Learning 61

Collaborative Learning Collaboration Compliance Training Social Networks 61

Jay Cross

FEBRUARY 8, 2012

So networks underpin leadership, business performance, knowledge, and management. Two major opportunities to boost performance were squandered. A sustainable social business provides the means and motivation for workers to learn what they need: the know-how, know-who, and know-what to get things done and get better at doing them.

Social Networks 68

Social Networks Network Social Network Wiki 68

Jay Cross

OCTOBER 12, 2009

This myopia is the result of looking at training as a cure for cluelessness rather than the route to ever-greater levels of performance. The logic went, “If it’s broken, fix it,” but don’t waste time converting adequate performers into stars. They are temps, specialists, consultants and service providers.

Camera 45

Camera IBM Doc Site 45

Jay Cross

MARCH 21, 2015

Provide the content and purpose beforehand, use face-to-face time for interactive problem-solving. Tell your colleagues you want to experiment with a way to save time and improve performance in company meetings. Provide links to relevant documents and reference materials. It flippin’ works. Tell them about Flipped Meetings.

Knowledge Worker 36

Knowledge Worker Examples Sample Problem 36

Jay Cross

JULY 31, 2011

Exemplary leaders build and coach teams, feel personally empowered, leverage the power of people, and continuously improve performance. Should we develop a course to improve the performance of managers of business development in retail banks? My boss had called me into his office to talk over a new project.

Trust 52

Trust Leadership Coaching Picture 52

Jay Cross

MARCH 9, 2010

Dan Pink ’s Drive , The Surprising Truth About What Motivates Us , provides convincing arguments in favor of intrinsic motivation. We have had too limited a view of what drives performance and we need a whole new operating system for some of the places where science says one thing and business does another.

Photo 44

Photo Tagging Website Network 44

Jay Cross

APRIL 28, 2012

Has their performance improved? For the better part of twenty years, school indoctrinated us that formal learning was the legitimate way to learn, that teachers and books provided the knowledge one needed to master, and that grades were the measure of accomplishment. They provide top-down classes and rigid content.

Informal Learning 66

Informal Learning Informal Trust ROI 66

Jay Cross

NOVEMBER 13, 2010

Yesterday my friend Kevin Wheeler explained how deadlines are bad for performance. Google Newstimeline may help provide it. What part of opportunity cost don’t you understand? As Barnaby Conrad* wrote, “Time is all we have.&#. When given a deadline, have you ever finished early? Stick in a date. Barnaby Conrad. Amazing guy.

Summary 43

Summary Google Predictions News 43

Jay Cross

NOVEMBER 8, 2010

The discussion will include a case study of Thomson-Reuters, focusing on cutting-edge performance improvement, knowledge work, and the business case in senior management terms. We’ll be providing updates here as the design comes together.

Internet 43

Internet Case Study Tagging Reference 43

Jay Cross

JUNE 10, 2014

Even earning a college degree rarely seemed to make a difference in job performance, so Google no longer requires a degree to get hired. . We’re likely to ask you some role-related questions that provide insight into how you solve problems.”. Students in school learn to give specific answers. Googleyness. “

Google 70

Google Cognitive Analytics CLO 70

Jay Cross

SEPTEMBER 26, 2009

In addition to implementing social learning systems for universities and corporations, she leads workshops on social learning and somehow finds time to maintain the most useful learning site on the net, the Centre for Learning & Performance Technologies. Among other things, the Center maintains a list of the Top 100 Tools for Learning.

Authoring Tools 41

Authoring Tools Tools Delicious Google Docs 41

Jay Cross

DECEMBER 24, 2008

In 1978, Tom Gilbert wrote Human Competence: Engineering Worthy Performance. From the cover flap: “Not just another run-of-the-mill book on human performance, this provocative volume offers you a new system for getting the most out of people.&# To equate behavior and performance is like confusing a sale with the seller.

Behavior 36

Behavior Performance Support Policies Engineering 36

Jay Cross

AUGUST 7, 2009

Some cutting-edge corporations are adopting a new bundle of practices — let’s call them informal learning 2.0 — in order to improve operating efficiency by: • Slashing time to performance. The pull approach provides more bang for the buck, enabling corporations to get more results while simultaneously cutting costs.

Learning 2.0 75

Learning 2.0 Informal Learning Informal Cognitive 75

Jay Cross

JANUARY 28, 2011

companies like Twitter and Diigo, do-it-yourself enablers like Jambok or SpacedEd, providers of lightweight web tools like Rypple, performance consultancies like TULSER, and so forth.

Social Networks 66

Social Networks Jive Blended Learning Diigo 66

Jay Cross

JANUARY 26, 2013

In the Newsletter, Ryan Niemic provides a research update on character strengths. Perspective [wisdom]: Being able to provide wise counsel to others; having ways of looking at the world that make sense to oneself and to other people. Transcendence – Strengths that forge connections to the larger universe and provide meaning.

Association 69

Association Off-shore Examples Survey 69

Jay Cross

NOVEMBER 29, 2013

That explains why I get upset with Past thinkers who slam me for not providing footnotes and with Present thinkers who want to hold up the show for something I consider inconsequential. CLOs are focused on performance and talent issues related to the current needs of business units.”. For example, I’m a future thinker.

Scanning 68

Scanning CLO IBM ASTD 68

Jay Cross

NOVEMBER 21, 2008

I decided I’d learned that I no longer need a poorly performing, monopolistic phone company to provide my business phone service. I went into my default mode of dealing with craziness. I asked myself, “What am I supposed to learn from this?&#. Skype and my iPhone are plenty. Better still, Skype jaycross.

Skype 36

Skype iPhone Problem Services 36

Jay Cross

NOVEMBER 15, 2012

The app will provide solid numbers and allow organisations to understand the overall levels of contentment throughout the office. In enable businesses to see the correlation between levels of happiness and productivity, Jay has produced an app called “Blips”, a happiness monitor that will be available on all portable devices.

Attitudes 53

Attitudes Productivity Product Integrate 53

Jay Cross

APRIL 30, 2008

The next morning I provided a ten-minute summary of thoughts, for example: Do the newly-hired managers have good reason to be impatient? Don’t separate performance from learning, wrap learning around performance: give them responsibility early, but provide structure, support, to turn each decision into a learning situation.

Conversation 36

Conversation Wiki Summary Performance Support 36

Jay Cross

SEPTEMBER 12, 2011

Many of these performance drivers won’t work in 20th century-style, a-social businesses. Perhaps we should be content to provide the first management and leadership development programs geared to the social business environment.

Custom 40

Custom Social Media Social Networks Facebook 40

Jay Cross

APRIL 3, 2013

Shorthand: conscious self = “I”; unconscious self = “me” Training and preparation are key to any performance. The I’s beady eye is there during the training but not during the performance proper. The I’s beady eye is there during the training but not during the performance proper.

Brain 53

Brain Predictions Picture Cognitive 53

Jay Cross

FEBRUARY 15, 2009

Driving Results Through Social Networks: How Top Organizaiotns Leverage Networks for Performance and Growth by Rob Cross and Robert J. This sequel to Rob Cross’s The Hidden Power of Social Networks is chock full of practical advice on leveraging networks for innovation and increased performance.

Social Networks 36

Social Networks Social Network Network Social 36

Jay Cross

FEBRUARY 15, 2009

Driving Results Through Social Networks: How Top Organizaiotns Leverage Networks for Performance and Growth by Rob Cross and Robert J. This sequel to Rob Cross’s The Hidden Power of Social Networks is chock full of practical advice on leveraging networks for innovation and increased performance.

Social Networks 36

Social Networks Social Network Network Social 36

Jay Cross

DECEMBER 7, 2009

She revealed that 40 percent of CLOs do not tie metrics to business performance; 40 percent or less allocate their budget to support business initiatives; and 70 percent could not provide an example of a great CLO in action, driving performance.

Social Networks 40

Social Networks Wiki IBM Metrics 40

Jay Cross

AUGUST 16, 2008

There weren’t many takers until CBT Systems, the largest and oldest provider of IT training CDs, became interested in online delivery. Cross talked with more than a hundred organisations about this; his findings were published in the book Informal Learning, Rediscovering the Natural Pathways that Inspire Innovation and Performance.

Job 36

Job CD-ROM Enterprise 2.0 Internet 36

Jay Cross

DECEMBER 26, 2008

It has long been touted as an effective and relatively simple and inexpensive way to connect an organization’s employees to the knowledge and development resources they need to perform. of practice provide. Yet, if the results of the Internet Time Group’s study on informal and Web 2.0

Network 36

Network Communities of Practice Trends Wiki 36