OK - Jane Bozarth is going to make sure I turn on the record button :)
Speaker: Jane Hart
Making the Most of Informal Learning
(member of Internet Time Alliance)
Jay Cross - 2006. Informal Learning.
- 80%+ of how we learn in the workplace happen outside of structured ed
- People now recognizing it. But what has been really happening since this realization?
Little impact recently
- Few organizations have really changed their ways.
- Often when they do something - they take informal content and shove into formal structure
- Just adding social does not equal informal learning - Clark Quinn
What are the real characteristics of informal learning?
Formal learning is like riding a bus - driver decides where the bus is going, the passengers are along for the ride.
Informal learning is like riding a bike - rider chooses destination, speed and the route
- This is the KEY.
Informal learning - Individual has control.
- How, What, When, Where
It's not about putting a bike on the bus - it's about supporting the cyclist
Top100 Tools for Learning - 2012 poll
Top 100 Tools - 2011
Twitter - #1
Whole list dominated by free, online social tools
Hardly a traditional enterprise / traditional authoring tool on the list
- Moodle is the closest
- Captivate / Camtasia way down the list
People are using these tools autonomously
Some teaching / training - but most using for own informal learning
How are people using these tools?
- Solve their learning and performance problems quickly and easily
+ They are not calling the training department
+ They are not going to the LMS
- To keep up to date with their industry and profession
+ Blogs and Feed Readers
+ They have it come to them....
+ Constant drip feed (watching what's happening in the world...)
- Build a trusted network of friends and colleagues - Personal Learning Network
+ We connect with and trust them
+ They do this in existing sites
+ Not just about social events - ask questions, brainstorm, keep up to date
+ Learning from one another without realizing it - serendipity
+ Keep up to date with what is going on with colleagues
- To keep up to date with what is happening INSIDE their organizations
+ Using existing tools.....available outside org
+ Talking to each other
- To share what they know and learn with their colleagues
+ Might be creating content (screencasts, images, video, presentations, etc)
- To reflect on what they are doing and learning - and share their thoughts and experiences
+ Blogs used as way to reflect
+ Wordpress / Blogger
+ Sensemaking and way of sharing what know
To use a variety of resources, social networks and social tools to learn continuously and improve productivity and performance as they do their jobs
Characteristics of Informal Learning
- Variety of resources
- In the workflow
- As part of working
- often serendipitous
- Performance driven and (self-)evaluated
- working smarter - learning as you are working. An indistinguishable process.
- highly autonomous - WE are on the bike
Forester research - 47% business tech users were using 1 or more websites to do parts of their job not sanctioned by IT.
- Will grow to 60%
- People are self-provisioning
Between 1/3 and 2/3 are meeting their needs by working around you (the learning and development dept)
How can we help them learn in the ways they are already doing?
What are the ways you prefer to learn in the workplace?
(audience interactivity portion - using twitter and @votebytweet for survey, clever)
- Internal formal training - 70% either not essential or somewhat important. Only 14% thought it was impt.
- Self-directed - important to very important 62%
- Company docs and job aids - somewhat important. Jane Bozarth - may be a dearth of good job aids
- Collaborative working - Very important to essential
- General conversations, news feeds, personal network, google - considered very important
What does the above mean for workplace learning?
- How do we support the way people are naturally learning?
- Let's make learning = working
How do we do it
- Supporting individuals and teams
+ Not about the technologies
+ Many people natural autonomous learners
7 ways we can help
- Take responsibility and control - they need encouragement
+ Make them stop expecting that everything will be given to them on a plate
+ Culture of responsibility. This is important (and can be difficulty)
- Get organized - make it easy for them to find the tools that will help them
- Help them use tools to make sense of the world
+ Personal Knowledge Management
+ help them figure out how to build a PKM system that works for them
- Contribute and Share
+ be a valued contributing node in a network
+ This may take some time and comfort level - may not be natural (the fear thing....)
- Narrate and Converse
+ Narrating your work
+ What are you doing and thinking
+ And thinking about it
- At the end of the day - it's about getting things done
+ Short term or long term
+ What have we done!
- Reflect and Review - "life in perpetual beta"
+ Gotta have a process of reflection and review
Most people still doing a lot of formal learning area. Not really in informal learning area.
- Seems to be a big wall between formal and informal
Course and control hurdle
- everything must be packaged and managed
- Tough in orgs with command and control
- Us, People, Managers......
- (culture change - and a doozy)
How do we move between the formal and informal learning continuum
- Think about learning places vs. training rooms
+ Changing configuration (we have seen this before........)
- Think social technologies, not training technologies
+ Existing training tech - built to support formal model
+ Profiles, activity streams, notifications, sharing links and files, content co-creation, PM, comments and discussion etc.
+ ex. Can use wordpress to build (social learning center)
- Think activities NOT courses or classes
+ Organize structured activities
+ Support unstructured activities
+ Augmenting the existing formal approach - eg live feed during formal event.
+ semi-structured online activities
+ LITE design - task driven. promote conversation, simple content., support autonomy, (self) evaluation of performance outcomes
(summer camp tshirts help)
Encourage enable help support
- but make sure they OWN it
- Can embed structured events if you want to
Supporting the individuals as they become more proficient and self-organize learning
- Exposure to useful tools
- Support PKM
Think continuous flow of activities - not JUST response to need
- Not just responding to performance problem
This is key when we need to have our presence very visible
- We are providing training when folks don't want it
- Rolling program of "events"
- Something new and different - weekly or monthly. Not as "mandatory" thing. Just looking for presence.
What are people REALLY doing - build on what exists
(or Harold's comment to me from this morning - pathing existing paths rather than building sidewalks before they come)
How would you change your assessment strategy?
- This is assessed by changes in performance. Focus on performance- driven performance
- As they work - what are their performance goals?
- Remember - they are not being taken away from the task.
- Air Traffic Controllers are using this approach. About discussing issues and problems at time.
+ Routine may need to be "trained" but other things may require collaborative
(my question - what do you want to measure really.....core of the question based on certification / "need a record")
It's about what works in your organization?
- Work with the ones already doing the behavior you want.
- (support the desired behavior and reinforce those people - maybe hit critical mass?)
Jane Bozarth - help management seeing the worth in spaces for learning and collaborating
We need to show the value
You can't show unless you are modeling the behavior.
Can't force people to do stuff.
What works for you. Personalize your experience. "This is what I did."
Start doing something simple
- You are allowed to lurk - but not too long.
- You will then be in a better position to do it.
Let the people already doing it be the champions.
- Others are showing people.
- The peers are more persuasive anyway
Judith Bayless - how much of the barrier between formal / informal a result of the way management understands the world
- Line of sight trust
Trust is a big issue.
The ones who trust their people - already do this.
More hierarchical - less likely, but still happening under the radar.
Show value. Support folks doing it.
This is going to take a long time.....
Social network ways to learn vs. knowledge management
How do we get them to share tacit knowledge
Do we use informal training for the tacit and formal for the explicit
Knowledge management and knowledge sharing coalescing
Really can't codify....
For knowledge workers - tacit knowledge is key.