Informal learning happens organically, an extension of the way we have learned since childhood. It is self-directed, self-motivated and usually in situ, as a form of performance support.
From the remote onboarding of new starters to looking for information from co-workers, we’ll have to do things differently — but also we have an opportunity to do things better. Given that remote work isn’t going anywhere, now is the time to drive...
Many workplaces are practicing an informal approach to on-the-job training. Formalizing this process provides a means of measuring its efficacy.
Interchange of knowledge and perspective creates new knowledge that is personal to the learner. With social learning, the learner is not merely a passive recipient of information but an active contributor to his or her learning.
Learners in today’s corporate world demand content that’s engaging, relevant and available in their daily workflow. They want the capability to access learning content —formal or informal— at the moment of need to improve their skills and...
Formalizing informal content is not about eliminating informal learning. It’s about embracing informal learning and finding ways to put more structure around how learners learn in informal environments – and from informal resources.