As the content (and garbage) on the web continues to proliferate, it’s sometimes hard to sort through the gold nuggets from the chaff (or the garbage). This is especially true in the performance arena. There is one particular site that has been up a while (“a while” in this case means since 1995). It’s the work of consultant Don Clark. Don has produced a true labor of love that everyone in the workplace learning and performance fields needs to be aware of. With a background in the Army and then Starbucks before he set off on his own, Don decided to create a site not to promote himself but really cover a wide range of ISD, training, OD, performance, management and programmed learning content. He’s got a variety of self-created templates, forms and manuals you can download on topics like ISD or task analysis. He provides a list of HRD names and why they matter, books that are important, timelines for particular topics, relevant quotes and more. But mostly the “more” is about tools and examples and content around how to do what it is that we do–more intelligently and effectively. And the site is clearly designed to share knowledge, not for self-promotion or profit. Frankly, I cannot think of a single person in the workplace learning and performance field who has been so prolific on their website in terms of content.
Use the power of workplace learning!
Despite their massive participation in various forms of formal education or training, most professionals confirm that they have had most of their learning experiences on the job. When asked where they had their most impressive learning experience, ninety percent of all respondents answered “at the work place”. Nevertheless, research shows that most organizations are showing a bigger interest in formal learning and training than in informal learning in practice.
Many managers and professionals learn informally on the job, without any intervention of school, university or training company. Sometimes learning experiences can be a result of executing challenging tasks under pressure. In other occasions informal learning takes place by observing, role modeling or copying best practices from coworkers. Informal learning is not structured, planned or managed. It does include purposeful activities like reflection, practicing, organizing feedback etc. however. Continue reading