Everything from peer coaching and mentoring to podcasts, books and videos can constitute informal leadership development.
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Social learning is interactive, with hands-on activities that raise interest levels and keep learners engaged.
In this episode of The Business of Learning, sponsored by CrossKnowledge, we hear from L&D experts about supporting social and informal learning in the workplace.
The key lies in capturing employees’ knowledge and enabling them to share it with their peers in employee-generated learning.
As an association learning and development professional, the most valuable benefit you provide to your members is fostering their lifelong learning.
Informal learning is attractive to learning professionals and organizations because of the benefits it provides to both the learner and the organization.
Embrace social learning as part of your overall learning strategy, and your employees will have more opportunities to learn and to share what they learn.
As an L&D professional, don’t forget to support informal learning opportunities and find ways to connect, collaborate and communicate virtually.
Learning engagement should be at the forefront of every L&D professional’s mind when creating any learning initiative.
Let’s take a look at how you can leverage microlearning to build learning habits and foster a culture of continuous learning in the remote workplace.