Learning With Rebels: Insights from Shannon Tipton

Shannon Tipton — the "Learning Rebel" — joined me for a conversation that challenged a lot of what I assumed about workplace learning.

The Rebel Philosophy

Shannon's core message: stop designing training programs and start designing learning experiences. The difference? Training is something you do TO people. Learning is something people do FOR themselves.

Her approach flips the traditional model. Instead of a structured curriculum that everyone follows, create an environment where people can pull the learning they need, when they need it.

Key Takeaways

Performance Support Over Courses Not everything needs to be a course. Sometimes a quick reference guide, a 2-minute video, or a chatbot that answers questions is more effective than a 60-minute module.

Social Learning Is Underrated People learn more from peers than from training departments. Shannon advocates for creating spaces and systems that facilitate knowledge sharing between employees.

The 70-20-10 Model 70% of learning happens on the job, 20% through social interaction, and 10% through formal training. Most L&D budgets are backwards — they spend 80% on that 10%.

How This Connects to AI

Shannon and I discussed how AI tools can enhance the 70% — on-the-job learning. AI assistants that answer questions in context, recommend resources based on what you're working on, and adapt to your learning style.

The future of L&D isn't better courses. It's better support systems that help people learn while they work.