E-Learning Provocateur

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The relationship between learning and performance support

E-Learning Provocateur

Jane is a renowned advocate of performance support in the workplace, and I wonder what she’ll make of my latest musing. While much of Jane’s work exposes the difference between training and performance support – and implores us to do less of the former in favour of the latter – my post here does not.

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Great and small

E-Learning Provocateur

And when I use the word pedagogy in my capacity as an L&D professional in the corporate sector, I’m referring to the full gamut of training, coaching, peer-to-peer knowledge sharing, on-the-job experiences and performance support for my colleagues across 70:20:10.

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Informal first

E-Learning Provocateur

This 70:20:10 breakdown has since been supported by subsequent research , though sometimes the ratio is represented as 80:20 to reflect informal learning and formal training respectively. Having said that, in some cases more instructional support will be required. • 10% of learning occurs via formal training (eg classes).

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The foundations of innovation in L&D

E-Learning Provocateur

There are many players in this space, and sure it makes sense to pick one that matches your organisation’s profile, but their pedagogical purpose is the same: to provide your people with immediate access to an extensive suite of learning assets, covering a broad range of topics, on demand. Corporate MOOCs have a delivery vehicle.

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20 real-world examples of Augmented Reality

E-Learning Provocateur

In terms of performance support, doctors use AR to perform target guided surgery , while the Royal Navy uses it to aid the officer of the watch. Another car maker, MINI, has glasses that not only provide its drivers with navigational prompts, but also lets them see through the car.

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A defence of the “Next” button

E-Learning Provocateur

I argued in favour of providing all the necessary learning resources to the target audience in an open, structured format. It facilitates pull learning at the convenience and discretion of the learner, and moreover it supports on-the-job learning just in time. Its primary focus is not on training, but on performance support.

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70:20:10 for trainers

E-Learning Provocateur

Indeed this observation doesn’t boast a wealth of empirical evidence to support it, although there is some – see here , here and here. After all, plenty of research can be cited to support the efficacy of on-the-job learning, social learning and formal training.

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