Here are some of the interesting things I found on Twitter this past week.
Learning & Development is still stuck in the course paradigm [multi-way discussion]. via @c4lpt
Are instructional designers like buggy whips? Courses are buggies; obsolete learning vehicles for the Internet. Back-to-front e-learning via @BFChirpy
The situation in the workplace is even worse than most critics of formalized training & schooling say [good references in this article by Gary Wise]:
Training (formal learning) takes place in controlled environs that can include classroom (face-to-face and virtual distance learning) and/or asynchronous on-line, self-paced events. Nothing wrong with any of these methods. Unfortunately, these formal events equate to a mere 5% (+/- depending on your industry) of a learner’s 1,080 hour work year – another Bersin research finding. That equates to about 54 hours per year spent in training.
Work context represents the other 95%. Are we spending 80% of our training dollars on only 5% of a learner’s work year? Work context, therefore, represents our greatest opportunity to leverage informal learning. In order to include the other 95%, it becomes important to include key attributes exclusive to the downstream work context where the learner actually performs their work.
Next time someone asks for the Return on Investment (ROI) of [social learning?] … I’ll kindly ask them to listen to @dmscott’s epic rant on ROI. via @jonhusband @elsua
One of the most effective mechanisms for knowledge transfer which has emerged in human history is the apprentice scheme. via @snowded
Highly ritualised in medieval times with the apprentice walking the boards once they had reached a certain level of competence to become Journeymen. Then, for some the execution of the master work to become one of the company masters. Dress changed at each stage as did obligation. The educational model was also community based. Journeymen also educated apprentices and were often better able to do so than the masters. While in the early stages of knowledge transfer there was a degree of rote learning, increasingly the apprentice learnt by practice and by tolerated failure. They did not copy the master, they adapted with variance and as such the body of knowledge progressed, it was not transferred as a static entity – something all too common in most KM [knowledge management] programmes – but as a living, breathing and changing practice.
@JaneBozarth “How did I miss this before? The fabulously articulate @quinnovator on bridging formal/informal learning.”
@BFchirpy to @JaneBozarth & @usablelearning “Re: Killer Learning Management System – it’s the web, silly.”