Ecollab2: Formalizing the informal by Christiana Houck

Formalizing informal learning is my research topic for writing class. It may very well be the foundation of my dissertation! Recently I posted the mind map of some of my resources and what they have to say about informal learning. Ecollab asks:

See the first link for the classifications.

Let me start by saying, I really like Hart's classifications. They are far more real life, practical, and tangible that formal and informal learning. My research to-date does not discuss these classifications. It goes back to the standard: formal and informal.

Okay, so what does my research say? It's at lit review stage so I don't have anything legit to add from my world (meaning I have observations and a case study in my head but we can't all it research). The researchers I have been reading for class basically present informal as peer-to-peer, self-directed, interest-based, on-purpose, implicit, with a goal, without a goal, mentoring, personal, by choice, on-demand...pick any attributes. Basically it depends on the person and the situation. The researchers also caution against formalizing informal learning. Even to go so far as saying, if you formalize the informal, then you will diminish it and people will find a new way to learn.

That said, one researcher suggests not so much formalizing the design or delivery part (to use ADDIE terms) but to formalize the evaluation part. Organizations should be evaluating and even adding into ROI informal learning. Not through testing/Level 2s, but through surveys asking workers how they became better workers this year and through observation and performance/Level 3s and therefore Level 4s.

What I have gathered from this...synthesized...been thinking about...is that actually adding informal learning to the training dept's catalog of workplace learning is not going to work. But as an organizational culture, we could foster informal learning. We could pair new hires with high performers. Do job shadowing. Set-up a knowledge tree on SharePoint (or similar) that says so-and-so is an expert in X. Encourage or even formalize a mentoring program on teams (this is the one area that seems like formalizing could be okay). Utilize discussion boards for internal problem solving. Teach problem solving to all employees and brainstorming. Use problem solving and brainstorming. Get workers talking intra- and inter-departmentally. And yes, evaluate the program. Conduct a survey that asks, where did you learn the most to help you on your job this quarter/half/year? Who helps you the most? I think providing access outside the training room to trainers and SMEs would also help. Build a physical space where employees want to hang out...eventually they will start talking and problem solving and sharing and brainstorming and innovating and all without realizing.

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