Choosing the Best Social Learning Technology for Your Enterprise


You’re a business owner or HR professional who wants to encourage your employees to learn from one another. You’re stuck on the big question: Which social enterprise learning technology is the best fit? Social learning includes a wide variety of platforms and technologies.

Where Social Learning Thrives

Jay Cross's Informal Learning

Read this inspiring Fast Company blog post by Marcia Conner. A social learning culture requires design, training, guidance, leadership, monitoring and celebrating successes, large and small. Some will think it impossible for a whole culture to shift from fear-based fixes to joy-based learning, from coercion to inspiration. Tags: Informal Learning She nails what I have been calling learnscaping.

6 Ways to Encourage Informal Learning in the Workplace


How to help build informal learning habits in your office. While many organizations turn to various formal learning courses, they should also consider the benefits of informal learning. However, informal learning can have many benefits for businesses and individuals alike.

Why This? Why Now? “Working Out Loud”

Learning Rebels

Been there, done that – and from these experiences, I learned to talk more about projects I was working on. Because when we share our work; we grow, we learn, and we collectively get better and smarter (therefore, more effective, productive and efficient).

Let the 70-20 Blog Begin!

Fort Hill Company

Fort Hill Company. Welcome to the new 70-20® Blog , curated by the Fort Hill Company team. Since 1999, we have benefited from years of collaboration and friendship with some of the industry’s most innovative learning leaders and consultants. We will combine Blog posts from members of the Fort Hill team featuring our research and observations from client work with 70-20 and our legacy system, ResultsEngine® , with posts from members of our diverse community.

Challenge: Make Informal Learning Visible & Valuable

Fort Hill Company

At the 2016 Association for Talent Development (ATD) International Conference and Expo (ICE) in Denver, Kathy Granger and I presented a session titled, Learning Anytime, Anywhere: How to Activate Informal Learning at Work. Informal and social learning are valuable and the source of most innovation and performance improvement in organizations. There are recent advances in how informal and social learning can be activated and made visible and intentional.

Making 70-20 Learning Visible

Fort Hill Company

It is harder to see the “70” (Learning by doing) and the “20” (Social learning) because 70-20 learning is a lot like gravity: It is always turned on and largely invisible. There appears to be real interest in Informal Learning and Activating the Learning Side of Work as Kathy Granger and I spoke last week at the 2016 ATD International Conference in a standing-room-only session titled, “ Learning Anytime, Anywhere: How to Activate Informal Learning at Work.”

70-20-10: Origin, Research, Purpose

Fort Hill Company

The 70-20-10 model has been part of the corporate learning and development lexicon for decades. Some people find implementing 70-20-10 brings transformational change to their corporate learning cultures. One of the study’s objectives was to find out where today’s leaders learned the skills and competencies they were good at when they got into leadership positions. The interviewers collected 616 key learning events which the research staff coded into 16 categories.

Digital Learning Library Exceeds Expectations

Fort Hill Company

70-20 Conversation with Glenn Hughes, Senior Director of Global Learning. Question 1: Describe an innovation you or your team have recently implemented involving experiential and/or social learning. The primary challenge that our company faces is that, like many organizations, we need to react to our environment quickly. In the learning world, this means that we need to distribute learning, tools, and solutions across the globe, almost instantaneously, in high quality.

Learning Campaigns: Driving Engagement and Performance Improvement – Part 3

Fort Hill Company

Our first two blog posts in this 3-part series focused on the benefits of moving away from the “course mindset” and moving toward a “learning campaign mindset” that drives stronger participant engagement and performance improvement. Part 3 – Use Campaigns to Support Social Learning. Part 3 focuses on the more intangible elements of social learning that occur during a learning campaign. The Value of Social Learning.

Learning is Behaviour Change: why is it often so hard to help it happen?

Performance Learning Productivity

A fascinating article recently published on the Fast Company blog should be required reading for all learning and talent professionals as well as for leaders and managers. In fact learning is behaviour change above all else. They learn it experientially and socially.

Help 280

What corporates can learn from the Top 10 Tools for Learning 2012

Jane Hart

On 1 October I released the Top 100 Tools for Learning 2012 list , and in my introductory analysis I said. If your organization doesn’t like the idea of using Twitter for company conversations, then the next best thing is to set up some sort of corporate company (Twitter-like) network.

Learning Campaigns: Driving Engagement and Performance Improvement – Part 2

Fort Hill Company

In Part 1 of our Learning Campaigns Blog series, we highlighted data from a number of clients using Fort Hill’s 70-20 learning activation platform to support their learning initiatives. Some were designed as extended learning campaigns and others as standalone challenge initiatives. Across the board, the level of engagement in the learning campaigns was significantly higher than in the standalone challenges.

Learning Campaigns: Driving Engagement and Performance Improvement – Part 1

Fort Hill Company

For the first time we now have a line of sight to metrics that help us evaluate the impact of delivering learning in an extended campaign format, rather than as a single event. Using data gathered from a variety of Fort Hill’s clients who have implemented the 70-20® learning activation platform, we can now assess the relative value of learning journeys vs. standalone courses. One strategy that supports the shift is to transform training programs into learning campaigns.