informallearning - Sebastian Weber on Diigo

04 Jun 08

Research and evaluation report of U.S. Department Of Labor (Bureau of Labor Statistics)

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The Teaching Firm: Where Productive Work and Learning Converge. Report on Research Findings and Implications (1998)

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List of Educational Web 2.0 Apps to Jumpstart Your Productivity

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03 Jun 08

Workshop on Mash-Up Personal Learning (MUPPLE'08) at EC-TEL'08 — PROLEARN Academy Portal

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01 Jun 08

Learning makes brains physically bigger.
Learning also makes them smarter. Smarter translates into faster, newer,
better, and more competitive. And the competitive advantage of smarter
in a Darwinian business ecosystem eventually leads to more profits.
If
people in your company learn what your company needs to know and do, you
can get smarter. You can have a higher corporate IQ than some other
company, and you can win. The only problem is that we have very little
idea how real learning occurs. We spend billions of dollars on formal
training and education, and then we wonder, where is the payoff?
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- Real learning, the kind of “aha!” moment that signals the brain has
  connected the dots, is an absolutely wondrous and amazing mystery. It
  involves memory, synapses, endorphins, and encoding, and, more often
  than not, those accidental and serendipitous moments we call informal
  learning.
- Informal learning is what goes on around our formal learning
  process.
- Formal
  learning happens when knowledge is captured and shared by people other
  than the original expert or owner of that knowledge. The knowledge can
  be captured in any format—written, video, audio—as long as it can be
  accessed anytime and anywhere, independent from the person who
  originally had it. Examples of such formal knowledge transfer include
  live virtual-classroom courses with prepared slides, self-paced
  off-the-shelf instructional CBT courses, books, video- and audiotapes,
  team rooms in which documents are stored, digital libraries and
  repositories, a real-time seminar on the Web (or webinar), electronic
  performance-support tools, programs accessed during a job or task,
  instructor- led courses that follow an outline, repeatable lecture labs,
  a recorded Web-based meeting, or even e-mails that can be forwarded.
  Formal learning often requires prerequisites, pre- and post-assessments,
  tests, and grades, and it sometimes results in certification. It is
  often presented by an instructor, and attendance and outcomes are
  tracked.
- Informal learning is what happens when knowledge has not been
  externalized or captured and exists only inside someone’s head. To get
  at the knowledge, you must locate and talk to that person. Examples of
  such informal knowledge transfer include instant messaging, a
  spontaneous meeting on the Internet, a phone call to someone who has
  information you need, a live one-time-only sales meeting introducing a
  new product, a chat-room in real time, a chance meeting by the water
  cooler, a scheduled Web-based meeting with a real-time agenda, a tech
  walking you through a repair process, or a meeting with your assigned
  mentor or manager.
- We all
  need that kind of access to an expert who can answer our questions and
  with whom we can play with the learning, practice, make mistakes, and
  practice some more.
- In the early days of the personal computer,
  we would all go to the same course to “learn” how to use an application
  or operating system, and then we would go back to our desks, usually
  with a thick how-to manual. The problem was that we never used those
  manuals. Instead, we found the local “power user,” the person who for
  one reason or another had spent more time playing with the computer, or
  had taken more courses, or had learned directly from an expert, and we
  began to pepper that person with phone calls and show up frequently at
  his or her doorway or cube entrance. Two things quickly became apparent.
  First, the power user was teaching what people had not managed to learn
  in the class, and second, the power user had learned how to use the PC
  in a very different way: what he or she showed you was often not the way
  it had been taught. But it was the time I spent huddled in front of the
  power user’s screen when I really learned the word processing and
  spreadsheet and graphics programs I needed in my work. My learning may
  have started in the course, but it ended in the huddle.
- To illustrate the difference between formal and informal learning, let’s
  consider the game of golf. If you want to learn to play golf, you can go
  to a seminar, read a book about the history and etiquette of golf, watch
  a videotape of great golfing moments, and then you can say you know
  something about golf. But have you really learned to play golf?
- From your first tee shot on your first hole, it takes hours of adopting
  and adapting, alone and in a foursome, in all sorts of weather and
  conditions. You discover what you know and can do, swing all the clubs,
  ask all sorts of questions, fail and succeed, practice and practice some
  more, before you have really learned to play golf. Real learning, then,
  is the state of being able to adopt and adapt what you know and can
  do—what you have acquired through formal learning—under a varying set of
  informal circumstances.
- I call this the 75/25 Rule of Learning. We get only about 25 percent or
  less of what we use in our jobs through formal learning. Yet the
  majority of companies are currently involved only with the formal side
  of the continuum. Most of today’s investments in corporate education are
  on the formal side. The net result is that we spend the most money on
  the smallest part of the learning equation.
- The other 75 percent of learning happens as we creatively adopt and
  adapt to ever changing circumstances.
- We need to factor those
  accidental, informal intersections of learning and performance into the
  process.
- We need to
  foster informal moments of knowledge transfer.
- If we want to become smarter
  companies, we need to encourage informal learning. We need to create
  what I have been calling collaborative learning environments, where we
  seamlessly knit together formal and informal learning. We need to use
  technology to facilitate the informal as well as the formal transfer of
  knowledge by including expert locators, e-mail connections with
  instructors, real-time Internet meeting places, virtual-learning support
  groups, instant messaging, expert networks, mentor and coaching
  networks, personal e-learning portals, moderated chats, and more. We
  need to start taking advantage of the tools and technology that exist
  today and those coming online tomorrow. We need to create the 100
  percent learning solution, in which the proscribed formal learning
  events and the serendipitous learning moments are given equal value.
  
  Formal learning is only the beginning of the challenge, not the end.

The Power of Informal Learning

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Although more formal forms of instruction such as the classroom and e-learning will be around for years, it’s becoming more and more important to watch and harness the more informal methodologies that our students are utilizing. Most of these methods have been around for years, but have gone unnoticed by the training community.
Informal methods of learning are often found right in the work environment. They are seen as techniques that a learner can take advantage of right away and with work-related resources. Another reason these methods are so popular is because they are often very short. Advanced learners tell us that they don’t have the time or budget to attend more formal learning. Even the immediacy of e-learning is seen as something that will take too much valuable time. Finally, learners have matured to a point where they want to drive their learning in a more meaningful and self-directed manner. These informal methods are seen as more student-driven and job-relevant than most formal options.
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- Two of the most common informal environments used today are e-communities and, of all things, the learners’ neighbors sitting all around them. E-communities, often called communities of practice, are made up of threaded message boards, frequently asked question (FAQ) Web sites and chat environments. They have existed under the radar screen of most training programs for years. Many have grown to have huge followings of subject-matter experts (SMEs) and super-users.
- The easiest way to control and encourage these communities is to sponsor them within the corporation itself. “Brown-bag” lunches and meet-the-expert days are some examples of ways organizations are formally tapping into what used to be an ineffective and costly method of learning.

http://www.clomedia.com/content/templates/clo_col_effectiveness.asp?articleid=277&zoneid=104

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Workers who know more get more accomplished. People who are well connected make greater contributions. The workers who create the most value are those who know the right people, the right stuff and the right things to do.
At work we learn more in the break room than in the classroom.
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- observing others, asking the person in the next cubicle, calling the help desk, trial and error and simply working with people in the know.
- Informal learning is effective because it is personal. The individual calls the shots. The learner is responsible. It’s real. How different from formal learning, which is imposed by someone else. Workers are pulled to informal learning; formal learning is pushed at them.
- Many learners today are not self-directed—they are waiting for directions. It’s time to tell them that the rules have changed. It’s in their self-interest to become proactive learning opportunists.
- Ineffective negative reinforcement.
  Unmotivated learners.
  Learner disengagement, unrewarded curiosity, spurned creativity.
  Training instead of learning.
  Focus on fixing the individual rather than optimizing the team.
- Provide time for informal learning on the job.
  Create useful, peer-rated FAQs and knowledge bases.
  Provide places for workers to congregate and learn.
  Supplement self-directed learning with mentors and experts.
  Set up help desks 24x7 for informal inquiries.
  Build networks, blogs, Wikis and knowledge bases to facilitate discovery.
  Use smart tech to make it easier to collaborate and network.
  Encourage cross-functional gatherings.

Amazon.com: Leading Organizational Learning: Leader to Leader Institute, Marshall Goldsmith, Sandy Ogg, Howard Morgan, Marc J. Rosenberg, Marcia L. Conner: Books

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Informal Learning :: Ageless Learner

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Often, the most valuable learning takes place
serendipitously, by random chance.
To truly understand the learning in your organization you might want to
recognize the informal learning already taking place and put in practices to cultivate and capture more of what people learn. This
includes strategies for improving learning opportunities for everyone
and tactics for managing and sharing what you know.
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- Most learning doesn't occur during formal training programs. It happens
  through processes not structured or sponsored by an employer or a
  school. Informal learning is the term I use to describe what happens
  the rest of the time.
- Formal learning includes the hierarchically structured school system
  that runs from primary school through the university and organized
  school-like programs created in business for technical and
  professional training.
  
  Informal learning describes a lifelong process whereby individuals
  acquire attitudes, values, skills and knowledge from daily experience
  and the educative influences and resources in his or her environment,
  from family and neighbors, from work and play, from the market place,
  the library and the mass media.
  
  Intentional learning is the process whereby an individual aims to
  learn something and goes about achieving that objective.
  
  Accidental learning happens when in everyday activities an individual
  learns something that he or she had not intended or expected.
- reading journals or magazines, reading
  book(s), talking with experts, talking with peers, email or other
  written correspondence, and through a coach or mentor.
- "Still think learning means school? Expand your
  definition of learning to include conversations with your peers and your
  children, from books, articles, informal networks, Internet searching,
  television, and what you learn through trial and error. Use everything
  that happens in your world as a resource to learn more now." Learn More
  Now, Informally. Marcia L. Conner, May 2005.

Sustainable Environment for the Evaluation of Quality in E-Learning

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Informal Learning by Professionals in the UK

Geoffrey Chivers
Professional and Management Development Centre
Business School
Loughborough University
Loughborough
England

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informal learning @ the informal education homepage

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Informal Learning - the big picture

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13 Ways of Managing Informal Learning

Kineo whitepaper

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Lösungs- und Gestaltungsansätze für Informal Learning

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Die Mehrzahl der präsentierten Ansätze, Methoden und Instrumente betrifft insbesondere die betriebliche Aus- und Weiterbildung sowie das betrieblichen Wissensmanagement.
hat sich die Überzeugung durchgesetzt, dass mit klassischer Weiterbildung allein, die notwendigen kontinuierlichen und nachhaltigen Lernprozesse bei allen Mitarbeitern nicht realisiert werden können.
3 more annotations...
- In diese Sinne stellen diese Gestaltungsansätze unmittelbar eine Antwort auf die Herausforderungen des lebensbegleitenden Lernens und den hohen Innovationsdruck in den Unternehmen dar.
- Gleichzeitig ist informelles Lernen integraler Bestandteil der Wissensarbeit.
- Gleichzeitig ist informelles Lernen integraler Bestandteil der Wissensarbeit. Kontinuierliches Lernen ist Voraussetzung für die Bewältigung der zunehmend wissensbasierten Arbeit.

Top Ten der Weiterbildungsblogs

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Sebastian Weber's Library tagged informallearning → View Popular

Informal Learning - The Other 80%

Informal Training: A Review of Existing Data and Some New Evidence

The Teaching Firm: Where Productive Work and Learning Converge. Report on Research Findings and Implications (1998)

List of Educational Web 2.0 Apps to Jumpstart Your Productivity

Workshop on Mash-Up Personal Learning (MUPPLE'08) at EC-TEL'08 — PROLEARN Academy Portal

Steelcase - Learning - The Growth of Informal Learning Environments

Creating an Environment for Ongoing Learning

Marshall

At the Water Cooler of Learning by David Grebow :: Ageless Learner

The Power of Informal Learning

http://www.clomedia.com/content/templates/clo_col_effectiveness.asp?articleid=277&zoneid=104

Amazon.com: Leading Organizational Learning: Leader to Leader Institute, Marshall Goldsmith, Sandy Ogg, Howard Morgan, Marc J. Rosenberg, Marcia L. Conner: Books

Informal Learning :: Ageless Learner

Sustainable Environment for the Evaluation of Quality in E-Learning

Informal Learning by Professionals in the UK

informal learning @ the informal education homepage

Informal Learning - the big picture

13 Ways of Managing Informal Learning

Lösungs- und Gestaltungsansätze für Informal Learning

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