The document discusses the importance of learning for individuals and corporations. It notes that while individuals learn 80% informally through experience on the job, corporations spend 80% of their learning budget on formal classroom-style training. This spending mismatch does not adequately support the way people naturally learn. The document advocates for a blended approach to learning that combines informal learning opportunities like networking and discussion with more formal training elements.

1. Learning for profit

2. Learning for profit Urgency Learning Bus & bike Hermann Ebbinghaus Meta-learning Systems viewpoint Sales example

3. Now

4. “ Are your people learning and growing fast enough to be successful in the future?”

5. Network evolution

6. Learning happens naturally

8. Learning Learning = acquiring the skills and knowledge to help one prosper in our rapidly changing world.

9. Learning = adaptation to environment Learning leads to action Fit with ecosystems that matter Optimal connections to people & knowledge Great networking  great learning Better learning = better results

10. Informal Formal Corporate Learning Roadmap = curriculum Rider chooses path Appropriate for novices acquiring a new framework or “knowledge tapestry” Appropriate for experienced employees filling in gaps in their knowledge Push Pull

13. Informal Formal How People Learn to Do Their Jobs 80% 20%

14. Explicit Tacit Novice Informal Formal How Corporations Spend Their Money 80% 20%

15. Spending Mismatch

16. Corporate Learning Training departments great at driving busses Training departments have little experience building bike paths.

17. 1885, Über das Gedächtnis: Untersuchungen zur experimentellen Psychologie. Herrman Ebbinghaus January 24, 1850–February 26, 1909

18. Training as Event Retention Novice Workshop On the job Time Retention

19. Training as event Work Work Train

20. Forgetting Curve Retention Novice Workshop On the job Time Retention Training Back to work

21. Learning as process Beginning Middle Team meets in advance, get to know one another, and discuss their goals for the workshop Updates Alumni = support network Brief recall session End Wiki Q&A

22. Impact of Reinforcement Retention Novice Workshop On the job Time Retention 10 minutes 3 minutes 5 minutes Review time

23. Impact of Reinforcement Workshop 10 minutes 3 minutes 5 minutes Review time 49 Review notes Chat with peers Bot or email summary

24. Sales training: before Before Selling @ $5 million/year One-week workshop 15 months Hired Making Quota

25. Sales training: after After Selling @ $5 million/year One-week case study eLearning Coaching 6 months

26. Achieved quota in 6 months instead of 15 Before After Time saved 15 months 6 months 9 months

27. Incremental revenue 1440 x ¾ x $5 million = $3.5 billion 120 hires/month = 1440 hires/year 9 months = 3/4 year quota attained = $5 million

28. Facilitate Conversation

30. Get engaged

31. Bluma Zeigarnik 1900 – 1988 Kurt Zadek Lewin 1890 - 1947

32. jaycross.com

33. Pull Learning Competence Independence Learn in Group Web 2.0 Push Learning Grades Obedience Learn on your own Unchanging knowledge Active learner Learner defines content Conversation & discovery Passive student Others set curriculum Courses, workshops Grades Obedience Learn on your own Unchanging knowledge

34. Pull Learning Competence Independence Learn in Group Web 2.0 Push Learning Grades Obedience Learn on your own Unchanging knowledge Active learner Learner defines content Conversation & discovery Passive student Others set curriculum Courses, workshops