Informal learning is the powerhouse of learning in the workplace.
Attend any L&D conference or read any article or blog and it’s almost guaranteed to get a mention somewhere. Especially since the rise in prominence of the 70:20:10 model that gives organisations a framework to follow to get the balance of learning right for their people.
But how can informal learning really be implemented? To many minds, it is an activity that happens naturally that cannot be managed or measured. But the reality is that you CAN unlock its potential. And once you do this, you can use it to improve the performance of your people and increase the impact of L&D in your organisation.
Considerable time and effort is invested in formal training within organisations, but only around 10 – 30 per cent of what your people know comes as a result of these initiatives. The majority of what they learn happens informally on-the-job. When we talk about informal learning therefore, we are referring to that which takes place outside a class, seminar, workshop or formal self-study. It happens in context. It has meaning. Which makes it incredibly powerful.
Nurturing informal learning is not the sole responsibility of L&D or HR. It should be an implicit part of every manager’s job. The role of L&D is to help it happen easily and seamlessly within people’s workflow. But how do we achieve this? People Alchemy has been working for 15 years to make this happen.