Jay Cross's Informal Learning

FEBRUARY 2, 2009

“Empowering individuals to learn through discovery how to lead from their strengths is a major fulcrum for my work,” says Cross, who has written extensively on the subject of self-directed and informal learning and its increasing relevance and effectiveness — as compared to company-provided training — in today’s knowledge economy.

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Knowledge Worker Communities of Practice Performance Support Reference 36

Jay Cross's Informal Learning

OCTOBER 21, 2009

He will provide case examples of organisations that are taking advantage of Twitter, blogs, wikis, and other social networking tools. Corporate decision-makers, HR managers, chief learning officers, senior staff, performance consultants, futurists, and anyone else who wants to implement a significant informal learning project.

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Informal Learning Social Networks Informal Case Study 38

Jay Cross's Informal Learning

MARCH 23, 2009

Unfortunately, the majority of companies that provide training today are currently involved only with this side of the continuum. He is the author of Informal Learning: Rediscovering the Natural Pathways that Inspire Innovation and Performance and Learnscaping: How to Get Things Done in Organizations. Please pass the word along.

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Jay Cross's Informal Learning

SEPTEMBER 17, 2009

If you want to perform a proper string quartet, they noted, you can’t cut out the cellist nor can you squeeze in more performances by playing the music faster. Free, open content provides an irresistible value proposition. Bowen was my professor for Economics 101.

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Jay Cross's Informal Learning

MARCH 26, 2009

by looking at performance impact.&# Love this observation: “ Kind of like Montessori - provide the environment with limited formal instruction & watch the learners go.&#. Sometimes you can “ measure an ROI on informal learning investment. Other times, there are too many things going on at once.

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Twitter Conversation Metrics Communities of Practice 36

Jay Cross's Informal Learning

DECEMBER 16, 2008

She doesn’t get hung up with behaviorism, flowcharts, human performance models, levels of evaluation, or complex learning objectives. Provide opportunities to experiment, and don’t punish “failures.&#. Provide challenges to groups, not individuals. Provide resources for people to learn things for themselves.

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Jay Cross's Informal Learning

JUNE 26, 2009

Learnscaping describes a dozen learning patterns, e.g. processes that organizations are using to improve performance through networked informal learning. Information sources provide complete answers to perfectly phrased questions. patterns. A person finds new colleagues by asking around an looking through official directories.

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Pattern Informal Learning Informal Enterprise 2.0 44

Jay Cross's Informal Learning

DECEMBER 29, 2009

Each new node gives them more opportunities to learn and to perform better. Conferences have traditionally provided foundation knowledge for instructional designers, trainers, CLOs, and others in the field. Everybody knows about network effects: the value of a network increases exponentially with the addition of each new node.

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Informal Learning Informal Instructional Design Blogging 38

Jay Cross's Informal Learning

JANUARY 13, 2011

Mixing case studies, stories, and actionable recommendations together with humor and easy-to-understand language, Jay Cross provides much more than buzzwords and back-patting, or so says his bio. Learning Executives Briefing : Performance is a wonderful yardstick, and the world is still somewhat governed by accountants. LX Briefing.

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Change Case Study Google CLO 52

Jay Cross's Informal Learning

DECEMBER 13, 2009

According to his website, www.jaycross.com: “His calling is to help business people improve their performance on the job and satisfaction in life. Today, less than half of companies provide learning for partners. Jay Cross is a champion of informal learning (and author of the definitive book on the topic), Web 2.0, That’s crazy.

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Jay Cross's Informal Learning

JUNE 26, 2009

Improving the inner workings of any aspect of a learnscape platform can increase organizational performance overall. That’s why the lessons in my friend Alvaro Fernandez’s new book provide a pathway to increased profitability. Exercising workers’ brains boosts collective brainpower.

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Jay Cross's Informal Learning

NOVEMBER 2, 2010

But virtually all the evidence I’ve seen over the years convinces me that people (whether employees, partners, or customers) can be trusted, and do predominantly use the new social software platforms in ways that provide benefit and credit to the companies that establish them. So I think the real reluctance comes from someplace else.

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Enterprise 2.0 Harassment Training Firewalls Sun 50

Jay Cross's Informal Learning

JANUARY 10, 2009

Similarly, if you take the plunge investing in performance infrastructure now, you may see equivalent solutions later on for a fraction of the price. Most workers had to be good only at performing highly precise, structured and repetitious tasks necessitating a high degree of discipline but little or no personal initiative.

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Authoring Tools Network Corporate eLearning Compliance Training 57

Jay Cross's Informal Learning

JULY 12, 2010

His calling is to help business people improve their performance on the job and satisfaction in life. learning management approaches that accelerate performance. His published works include Informal Learning : Rediscovering the Natural Pathways that Inspire Innovation and Performance as well as other books and countless articles.

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Jay Cross's Informal Learning

JULY 1, 2009

world, where learning and performance solutions take on a wider variety of forms and where churn happens at a much more rapid pace, what new skills and knowledge are required for learning professionals?&#. consulting / coaching acumen (as well as learning acumen) that is focused on performance problems and outcomes.

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Jay Cross's Informal Learning

DECEMBER 10, 2008

“Learning providers will go out of business in a short time and businesses need to realise they are also learning providers as well.&#. Become a performance consultant.&#. (Me, Learning is not just a cost.&#. “It’s about speed to competence.&#. “Learning is not a cost.&#.

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Social Networks Social Network Organizational Learning Discussion 36