Jay Cross's Informal Learning

DECEMBER 27, 2013

Formal training and workshops account for only 5% to 20% of what people learn from experience and interactions. People acquire the skills they use at work informally — talking, observing others, trial-and-error, and simply working with people in the know.

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Informal Learning Informal PKM Learning 59

Jay Cross's Informal Learning

OCTOBER 27, 2009

Twenty minute prequel to Clark Quinn’s and my workshop on meta-learning the day before DevLearn in San Jose.

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Jay Cross's Informal Learning

FEBRUARY 16, 2010

There is a thriving industry devoted to publishing learning-styles tests and guidebooks for teachers, and many organizations offer professional development workshops for teachers and educators built around the concept of learning styles.

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Learning Styles Learning Association Adoption 41

Jay Cross's Informal Learning

MARCH 1, 2010

Formal learning—classes and workshops—is the source of only 10 to 20 percent of what people learn at work. They discover how to do their jobs through informal learning: talking, observing others, trial-and-error, and simply working with people in the know.

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Jay Cross's Informal Learning

FEBRUARY 15, 2009

Another friend cancelled out of Training 2009 after only two people signed up for his pre-conference workshop. At least I didn’t have to eat a plane ticket, as happened to a friend in Europe who was just uninvited to the same event. Could the downturn change the shape of traditional conferences permanently?

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Jay Cross's Informal Learning

DECEMBER 26, 2008

Unlike traditional workshops, nothing in one of these sessions is for sure. I always reserve the right to hop around based on my reading of the participants. Every unworkshop is unique unto itself.) Sometimes I get so worked up that I feel that I am channeling the material rather than presenting it. That’s the “un&# part.

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Jay Cross's Informal Learning

JULY 5, 2009

Next month I’ll be conducting several onsite workshops to inject informal/social learning practices into hidebound organizations that are anxious to ramp up to the future. Seasoned employees are not going to flock to classes and workshops; they have work to do. I intend to coax them to plant dozens of seeds.

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Jay Cross's Informal Learning

DECEMBER 26, 2008

Unlike traditional workshops, nothing in one of these sessions is for sure. I always reserve the right to hop around based on my reading of the participants. Every unworkshop is unique unto itself.) Sometimes I get so worked up that I feel that I am channeling the material rather than presenting it. That’s the “un&# part.

Slideshare 40

Slideshare Performance Support Slides Guide 40

Jay Cross's Informal Learning

MARCH 14, 2009

When my colleagues and I advocate cutting back on workshops and classes, we don’t suggest firing the instructors. People learn more efficiently at the time of need, in the context of work, from people in the know, and through virtual conversation.

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Jay Cross's Informal Learning

DECEMBER 13, 2009

Those people are not going to pick up something from a workshop or learn it on their own, because they don’t give a damn. Cross: The sand in the ointment for all forms of learning is when you have an unmotivated learner or one that is actively disengaged. But we know there are organizations loaded with clueless people.

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Jay Cross's Informal Learning

FEBRUARY 17, 2009

(Don’t try to do everything) Presenters in early stages of doctoral work who have not been well mentored (organizers could have postgrad sessions for real beginners or hold an early conference workshop on presenting for first timers.). Pre-Conference workshops are too expensive as well. Response 43 Too expensive. lousy food.

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Jay Cross's Informal Learning

JANUARY 24, 2010

L ast year I led workshops in London, Madrid , San Jose, Quebec, and Berlin on how to sell social networking and informal learning to senior management. The workshops culminate with everyone role-playing that interaction. Dirty Words. by Jay Cross.

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Jay Cross's Informal Learning

JUNE 12, 2009

And as a result, we must focus our attention on learning ecosystems instead of courses and workshops: platforms, not programs. Slides from the workshop are on SlideShare. The interplay of complex systems has rendered the business environment unpredictable. Often the payback is so enormous that precision is unnecessary.

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Informal Learning Informal Social Business 36

Jay Cross's Informal Learning

JANUARY 10, 2009

Creating and maintaining an innovative, flexible, challenged, and enthusiastic workshop will become a basic function of management. As people’s performance and potential for performance becomes paramount, training will cease to be a staff function.

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Jay Cross's Informal Learning

DECEMBER 17, 2008

Or trainees need to learn in workshops and events at work. When you run the numbers, you discover that plain old learning in corporate workshops and courses is not cost- effective, even if you had the lead time to do it. Today it’s common for office workers to spend two hours a day reading email. WHY MUST LEARNING CHANGE?

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Jay Cross's Informal Learning

JULY 12, 2010

• Reduce costs and increase relevance by replacing formal training programs with user-generated content. • Where possible, substitute self-service and peer learning for workshops. • Timeliness trumps perfection. Use amateur video and blogs to distribute information while it’s still fresh.

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Informal Learning Performance Support Informal Support 73

Jay Cross's Informal Learning

AUGUST 28, 2009

Workshop report - Cognitive Edge , August 4, 2009. - Half an Hour , August 3, 2009. Social Networks and Security - Knowledge@Wharton , August 18, 2009. NPR – On the Tipping Point? Robert Paterson’s Weblog , August 18, 2009. Shifting from push to pull - Informal Learning , August 3, 2009.

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Social Networks Informal Learning Informal Social Network 49

Jay Cross's Informal Learning

JULY 1, 2009

I had written about this in my column in last month’s issue of CLO magazine : When my colleagues and I advocate cutting back on workshops and classes in favor of building “learnscapes,” we aren’t suggesting firing the instructors.

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Jay Cross's Informal Learning

JULY 17, 2010

They communicated the firm’s goals to the training department, which in turn translated those goals into workshops, learning management systems and so forth. At the dawn of the network age, managers enjoyed the luxury of annual planning. Back then, the past resembled the future closely enough that driving by the rearview mirror was feasible.

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