Stan SkrabutUniversity of Wyoming Extension        @uwcesedtech #uwceshttp://www.slideshare.net/skrabut
People spend 70-90% of their lives  involved in informal learning.             Learning                                Inf...
You are one of these people who leverages informal learning for your advancement.
There are so many different opportunities to learn, you do not want to waste your time.
You want to get the most out of each       learning opportunity.
I am going to explain   the importance ofinformal learning and    its impact on the      organization.
What is informal  learning?
Here are some definitions of informal learning.
"The unofficial, unscheduled, impromptu way people learn todo their jobs. It can happen intentionally or inadvertently." ~...
"The learner sets the goals and objectives. Learning is not necessarilystructured in terms of time and effort; it is often...
"Informal learning is any activity involving the pursuit ofunderstanding, knowledge or skill which occurs without the pres...
Here are key characteristics of informal               learning.
Informal learning often occurs at the spur of themoment, typically to address an immediate problem.
Informal learning is normally limited in         scope and duration.
Informal learning is in reaction to day-to-            day experiences.
Informal learning may be planned or unplanned, expected or  unexpected, and self-planned or organizationally initiated.
Organizations may or may not support          informal learning.
Adult learners are involved with informal     learning 70-90% of their lives.
One of the primary reasons for informal learning is solving a      problem either personally or for someone else.
Many adults do not consider themselves to be learnersbecause of the negative association they have with school.
Professionals may take a different approach to learning, and   are more inclined to be involved in informal learning.
In education, there is an emphasis on lifelong and informal learning in order to stay relevant in the professional field.
What is the   influence ofinformal learningon organizations?
Organizations and businesses with a stronglearning culture are more adaptable to change.
If you want a high-performingorganization, then encourage employees to             continually learn.
Organizations with a strong learning culturehave less turnover and increased productivity.
Organizations can positively or negatively    impact the climate for learning.
Although organizations focus on formal learning, a majority of employees are learning through informal learning methods.
A CapitolWorks study indicated informal learning was 3 times   more important to an organization than formal training.
A Carnevale report estimates $180 billion is spent on informallearning, and businesses spend $50 million on formal training.
Individuals spend 70-90% learning informally and 10-20%formally; yet, 80% of training budgets focus on formal training.   ...
Implementing informal learning inorganizations has been challenging.
Informal learning is not easily observed      thus difficult to measure.
Informal learning can be time consuming.
To benefit from informal learning, organizations need theright tools, management buy-in, and a change in culture.
What can you do   to improveinformal learning     for your  organization?
Informal learning in organizations can be      fostered by encouraging it.
Informal learning resources to be used outside of class should      be integrated into formal learning opportunities.
Informal learning should be included in an        individual’s learning plan.
Informal organizational learning networks need to beestablished to connect learners with key knowledge holders.
Successful organizations use social media and collaboration  tools such as blogs, wikis, and communities of practice.
Educators should be developing awareness learning modules  that will expose learners to new materials and resources.
We should be developing learning guides on subjects    that provide a list of resources to learners.
We should be helping learners accessing         learning resources.
We should be showing others how to share          their own resources.
Organizational leaders are key to theimplementation of informal learning.
Leaders should budget for informal      learning opportunities
Leaders should make time available to       employees for learning.
Leaders should recognize learningachievements and reward learning champions.
Here are the sessions scheduled for       the next five months.                         Individual                        ...
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Informal Learning Part 1 – What is it, and why should I care?

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This is the first of a six part series on informal learning. Since people spend 70-90% of their lives involved in informal learning, it is important to understand what it is, how it impacts our organization, and strategies for doing it better. This first presentation will define informal learning and its characteristics, explain the impact of informal learning on the organization, and discuss ways you can improve the learning culture in your organization.

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Informal Learning Part 1 – What is it, and why should I care?

  1. 1. Stan SkrabutUniversity of Wyoming Extension @uwcesedtech #uwceshttp://www.slideshare.net/skrabut
  2. 2. People spend 70-90% of their lives involved in informal learning. Learning Informal Formal Other
  3. 3. You are one of these people who leverages informal learning for your advancement.
  4. 4. There are so many different opportunities to learn, you do not want to waste your time.
  5. 5. You want to get the most out of each learning opportunity.
  6. 6. I am going to explain the importance ofinformal learning and its impact on the organization.
  7. 7. What is informal learning?
  8. 8. Here are some definitions of informal learning.
  9. 9. "The unofficial, unscheduled, impromptu way people learn todo their jobs. It can happen intentionally or inadvertently." ~ Geiman and Dooley (2011)
  10. 10. "The learner sets the goals and objectives. Learning is not necessarilystructured in terms of time and effort; it is often incidental and unlikely to lead to certification." ~ Mattox (2012)
  11. 11. "Informal learning is any activity involving the pursuit ofunderstanding, knowledge or skill which occurs without the presence of externally imposed curricular" or pressure. ~ Livingstone (2001)
  12. 12. Here are key characteristics of informal learning.
  13. 13. Informal learning often occurs at the spur of themoment, typically to address an immediate problem.
  14. 14. Informal learning is normally limited in scope and duration.
  15. 15. Informal learning is in reaction to day-to- day experiences.
  16. 16. Informal learning may be planned or unplanned, expected or unexpected, and self-planned or organizationally initiated.
  17. 17. Organizations may or may not support informal learning.
  18. 18. Adult learners are involved with informal learning 70-90% of their lives.
  19. 19. One of the primary reasons for informal learning is solving a problem either personally or for someone else.
  20. 20. Many adults do not consider themselves to be learnersbecause of the negative association they have with school.
  21. 21. Professionals may take a different approach to learning, and are more inclined to be involved in informal learning.
  22. 22. In education, there is an emphasis on lifelong and informal learning in order to stay relevant in the professional field.
  23. 23. What is the influence ofinformal learningon organizations?
  24. 24. Organizations and businesses with a stronglearning culture are more adaptable to change.
  25. 25. If you want a high-performingorganization, then encourage employees to continually learn.
  26. 26. Organizations with a strong learning culturehave less turnover and increased productivity.
  27. 27. Organizations can positively or negatively impact the climate for learning.
  28. 28. Although organizations focus on formal learning, a majority of employees are learning through informal learning methods.
  29. 29. A CapitolWorks study indicated informal learning was 3 times more important to an organization than formal training.
  30. 30. A Carnevale report estimates $180 billion is spent on informallearning, and businesses spend $50 million on formal training.
  31. 31. Individuals spend 70-90% learning informally and 10-20%formally; yet, 80% of training budgets focus on formal training. 100% 90% 80% 70% 60% 50% Formal 40% Informal 30% 20% 10% 0% Time Spent Budget spent
  32. 32. Implementing informal learning inorganizations has been challenging.
  33. 33. Informal learning is not easily observed thus difficult to measure.
  34. 34. Informal learning can be time consuming.
  35. 35. To benefit from informal learning, organizations need theright tools, management buy-in, and a change in culture.
  36. 36. What can you do to improveinformal learning for your organization?
  37. 37. Informal learning in organizations can be fostered by encouraging it.
  38. 38. Informal learning resources to be used outside of class should be integrated into formal learning opportunities.
  39. 39. Informal learning should be included in an individual’s learning plan.
  40. 40. Informal organizational learning networks need to beestablished to connect learners with key knowledge holders.
  41. 41. Successful organizations use social media and collaboration tools such as blogs, wikis, and communities of practice.
  42. 42. Educators should be developing awareness learning modules that will expose learners to new materials and resources.
  43. 43. We should be developing learning guides on subjects that provide a list of resources to learners.
  44. 44. We should be helping learners accessing learning resources.
  45. 45. We should be showing others how to share their own resources.
  46. 46. Organizational leaders are key to theimplementation of informal learning.
  47. 47. Leaders should budget for informal learning opportunities
  48. 48. Leaders should make time available to employees for learning.
  49. 49. Leaders should recognize learningachievements and reward learning champions.
  50. 50. Here are the sessions scheduled for the next five months. Individual Strategies Organizational Collection Strategies Strategies Creation Interpersonal Strategies Strategies
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