Informal Learning answers for managerSeminare

Here are my replies to some very basic questions for German magazine managerSeminaire. If you’ve been reading this blog for a while, you already know this stuff. Save your time: move on.

What is your definition of informal learning?

Informal learning is the unofficial, unscheduled, impromptu way most of us learn to do our jobs. People acquire the skills they use at work informally — talking, observing others, trial-and-error, and simply working with people in the know.

Why should trainers and human resources development managers – in addition to formal learning – take informal learning into consideration?

The goal of training and HR should be improving performance, not just leading workshops. Formal training and workshops account for only 10% to 20% of what people learn at work. Most corporations over-invest in formal training while leaving the more natural, simple ways we learn to chance.

How is informal learning taking place in organisations? Are there any requirements, which should be complied?

Most informal learning is self-service, and optimizing it requires trusting the knowledge worker. Knowledge workers thrive when given the freedom to decide how they will do what’s asked of them.

The most powerful learning technology on earth is conversation. Conversations are the stem cells of learning, for they both create and transmit knowledge. Open conversation increases innovation. People love to talk. Bringing them together brings excitement. Virtually anything that improves the flow of meaningful conversation can help, from communities of practice to knowing who knows what to moving the furniture.

Are there any risks or problems to informal learning?

Everyone already does informal learning. Most organizations could do a better job of it. The risk is in doing nothing.

How can human resources development managers manage and support informal learning in their organisation?

Informal learning is learning without borders. Organizations improve it by removing obstacles, seeding communities, increasing bandwidth, encouraging conversation, and growing networks. It’s a natural way to learn and grow.

Are there any organisations where informal learning is already an inherent part of the learning culture?

Informal learning goes on in every organization. IBM has the vision right. IDEO lives this way.

How can we find out more about informal learning?

Visit the informal learning website at http://informl.com. Or come to Online Educa in early December in Berlin. Or read my book, Informal Learning: Rediscovering the Natural Pathways that Inspire Innovation and Performance.