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Aside from what you’re learning from this website, what was the last thing you learned that was relevant to your job? How did you learn it? Chances are that you learned it from actually doing your job, perhaps completing some challenging task or just doing something you hadn’t done before. It’s possible you also learned from somebody else, and even less likely the source of your learning was a formal training course.
That’s the 70:20:10 learning theory:
Those numbers come from one study group’s research into successful managers may be not precisely match how learning happens in your organization’s workforce, but the exact numbers aren’t important. The point is that most learning happens through doing our jobs, some happens through social interactions and a little happens through formal training.
Older learning specifications like SCORM focused very much on formal training, and specifically online formal training, so that’s even less than 10%. They painted a very limited picture of the learner. By contrast, Tin Can is being used to track and support all of the learners learning experiences, including social interactions and on the job development.
Social and informal learning by definition can’t be directed and forced; they happen naturally in our organizations at the point of need. They can be supported and encouraged though, and that’s where applications and initiatives powered by Tin Can come in. These applications both facilitate work-based and social learning, and create a record of these experiences.
When these social and work-based learning experiences are recorded via Tin Can, we see the following benefits: