Keep up-to-date on all things mentoring.

What do your social learning program and Justin Beiber have in common? Probably not a whole lot, but they both stand to benefit from “going viral” to increase their popularity.  It is how Justin got his start as a YouTube star, and it’s how your program can thrive as well. In order for you to have a successful social learning program, you need to increase the organizational awareness and visibility surrounding it...

While doing leadership development in Central and South America in the early ‘90s , I picked up a great Spanish saying, “No le pidas peras al olmo.”  Translated it means don’t ask an elm tree for pears (elm trees don’t produce fruit of any kind) and it embodies the following common sense notion: don’t ask someone for something they can’t possibly provide, either because they don’t have it or are incapable of giving it to you. This saying came to mind when I saw an article about trying to use Twitter to facilitate corporate social learning...

Tuesday, 21 May 2013 00:00


Written by Kristin Boe

Recently, as I’ve been doing some research for Millennial-related projects and thinking about how my generation is posed to influence organizations in the future, I’ve come to an interesting conclusion.  While the Millennial generation has many important attributes that employers will need to consider as it enters the workforce in droves, one of the biggest strengths this generation possesses is their shared hopeful and optimistic nature.  While these two descriptors could easily be dismissed as naïve or “green” by someone more seasoned; in my humble (Millennial) opinion, I think this positive mindset could have an important impact on the workforce...

Triple Creek recently hosted a client-only webinar that featured speakers from three of our clients: Aon, Goodyear, and Sodexo.  All three spoke of the success they’ve had using the facilitate feature in River to “seed” engagements and proactively jumpstart learning in their organizations.  In the spirit of sharing learning and knowledge, I wanted to recap some of the highlights from this event so that anyone, client or not, can build off the wisdom shared by these three companies...

This month, the new 70:20:10 Forum is launching, led by my colleague in the UK, Charles Jennings.  This made me start thinking about what a wonderful model it is for encompassing the full spectrum of how people learn.  It makes the intangible tangible and helps us understand how and where people are learning in our organization, which can then help us set up learning initiatives that can have a bigger impact on our organizations. Here’s a quick refresher for you on the 70:20:10 model...

Tuesday, 30 April 2013 00:00


Written by Laura Francis

In a new Dove beauty products ad campaign called Real Beauty Sketches, we see normal women describing themselves to a sketch artist who cannot see them.  We hear them make some rather harsh and unflattering comments about themselves, from having round cheeks and a full face to crow’s feet and thin lips.  In this social experiment, these women then spent 20 minutes with a stranger, and then that stranger described the woman to the sketch artist. The difference between how the women described themselves and how the strangers described them was astounding...

Tuesday, 23 April 2013 00:00


Written by Kristin Boe

What departments get the most recognition and attaboys from the C-suite at your organization?  Sales?  Marketing?  R&D?  Customer service?  I’m guessing not HR. Why are HR and learning functions so often overlooked as a key component or source of organizational success?  I’m sorry to say that this may be a product of our own making...

Tuesday, 16 April 2013 00:00


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For anyone who has been in the learning profession for any amount of time, it will come as no shock that only 10% of your organization are active learners—people who learn with the intention of changing and improving their behaviors. The sad truth is that 60% of your organization are passive learners, who will “participate” and say all the right things to make you think they’ve learned what they were supposed to, but actually have no intention of leaving your learning events, activities, etc. and ever changing...

MTV, what many believe to be the hippest TV network ever, is no longer just telling us what is cool to listen to, watch, and wear. They are also helping us take the pulse of the Millennial workforce and suggesting to us how we can expect the workforce to change as its generational makeup evolves. In an insightful study that came out in October 2012, the minds at MTV brought us their “No Collar Workers” survey that took in-depth look at Millennials and their work habits “to better understand the Millennial working experience and to identify ways to leverage the...

Tuesday, 02 April 2013 00:00


Written by Brian LaComb

Produce more results with fewer resources. Can’t we all say that this phrase has been the corporate “mantra” of the recent post-recessionary, pre-full-recovery era? Almost every organization that my team and I work with is currently echoing this same rallying cry and is being asked to do more with less.  More work, more responsibility, more output, more stress…but less hiring and fewer resources.  It’s an unfortunate reality and one everyone can relate to. One area where this has really come into play is with new managers...

Tuesday, 26 March 2013 00:00


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I have a three-year-old son with special needs. Born two and a half months premature, he has been surrounded by doctors, specialists and therapists since day one. These professionals make up a very important part of his life. What I hadn’t realized until now, though, is that those same people make up a very personal and very important dynamic learning network for me. For some reason, I always think about learning networks as something that form within the confines of work...

An interesting question came across my desk recently.  A prospective client said: “Hey, Triple Creek, you have been pretty progressive in the manner that you have iterated your technology forward over the last several years.  That said, are you finding that your clients are actually using River for larger collaboration needs?  Are they seeing impact that is often promised but frequently not delivered by collaborative technologies?" Fair question, I say, because it is easy to stake a claim in one’s marketing, but proof lies in the actual results...

Did you miss our webinar hosted by HCI in February? Not to worry! We’ve got you covered.  Watch a recorded version of the webinar below, and hear Pam Cradic of Humana and Randy Emelo of Triple Creek discuss, “Dynamic Learning Networks: How Humana is Transforming Learning Through Smart Knowledge Sharing.”  In this webinar, you will learn about...

Grow and evolve, or become extinct.  This was the basic message from Donald H. Taylor, Chairman of the Learning and Performance Institute ( and thought leader in the L&D arena, during an executive seminar in London on January 31.  He based this on some intriguing research he had conducted on the skills L&D professionals need to have versus the ones that they actually possess. He found that people have great capability around the most popular skill for L&D professionals—presentation skills...

Tuesday, 26 February 2013 00:00


Written by Kristin Boe

I’m a millennial, and I am not ashamed of it. In fact, I embrace it. I am proud to be part of a generation known to be “wired,” connected, inclusive, creative and willing to learn and to share. Networking and sourcing relevant information is what people of my generation, knowingly or not, have been doing their whole lives. We innately want to be more deeply connected, and we know how to achieve such interconnectivity through the use of technology. I’m tweeting as I type this blog, and I watched a training video while I completed an eBook earlier today...

Wednesday, 20 February 2013 00:00


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While in London a few weeks ago, I had the good fortune to meet with several of the top learning thought leaders in the U.K. Our conversations were profound and exciting. These are definitely people you should be following and paying attention to. Jon Ingham is a consultant, researcher, writer and speaker focusing on strategic human capital management, HR 2.0 and management 2.0...

Tuesday, 12 February 2013 00:00


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During the last week of January, Triple Creek’s team took a trip over the “pond” to attend the Learning Technologies Conference in London. I am pleased to announce that London was great to us and our newly unveiled River software was very well-received by European influencers like Donald H. Taylor, Charles Jennings, Jon Ingham, Clive Shepherd and Debbie Carter. The overall response we received from these and other highly regarded thought leaders was that River is exactly where the market is moving...

Wednesday, 16 January 2013 00:00


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After more than 10 years in the learning software space, one overarching theme has made itself quite clear: There is a fundamental organizational need to equip individuals with the knowledge they need to do their jobs well. Seems simple and straightforward enough, right? But what we’ve come to realize is that there are many degrees and variances when it comes to learning. What Sally needs may not be what Bob needs, even though they are both in the same role at the company...

In the spirit of the coming New Year, we have spent some time reflecting on our past history as an organization and examining how it will impact and determine the direction of our future. Over the past decade, our company has pushed boundaries, expanded mindsets, led the charge, and basically colored outside the lines when it comes to mentoring. We’ve heard from people who want to use technology to connect with as many colleagues as they can so that they can share their knowledge and learn from their coworkers...

In a recent survey by Right Management, it was estimated that most companies do not have a fully implemented or cohesive talent management strategy. In fact, it reported that only 12% of companies today have a talent management strategy in place. This means that 88% of companies have no plan implemented that addresses the human capital needed to accomplish overall organizational goals now and in the future...


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