The explosion of technology enabled just-in-time information through search capability together with the proliferation of social media tools, including smart phones, has resulted in increased on-line connectivity, mobility and group interaction. Flowing from that are growing expectations that the way people communicate and organise their lives outside of work, is also appropriate at work. At the same time we are witnessing an extension to the learning dimension of work as a demand from businesses for improved performance from employees who are, through mobile technologies, readily “available” outside normal working hours. Overall there is an increasing assimilation of work, learning, community and life and, within all these factors, much discussion about “informal” learning has emerged. Used broadly to describe learning that occurs at the moment of need in an un-structured manner, it is almost the antithesis of formal (structured) learning in the classroom and/or by distance learning methods.

1. Keynote Address - Bob Spence
The emergence of engineered and
collaborative un-structured learning in
corporate learning settings:
readiness, rhetoric and reality

6. Quality Learning Design People Management
Proving Value Performance Support

9. Life
...
Work Learning
Learning
Relearning
Community

10. The 70:20:10 “rule”
70% - informal, on-the-job, stretch projects and practice
20% - coaching, mentoring, developing through others
10% - formal learning interventions and structured courses
McCall, M. (2010). Peeling the onion: Getting inside experience-based leadership development.
Industrial and Organisational Psychology, Vol.3, issue 1, pp.61.68

11. Formal Informal Engineered + Collaborative
Structured Un-structured
Learning Supporting Performing
Pushed Active Pulled Unconscious
Planned Flexible Unplanned Unsolicited
Rigid Conscious Support Instinctive
Mandated Just-in-time Just-enough Innate
Passive On-demand Self-service Contextual
Facilitated Self enabled Social

12. Structured learning
Un-structured learning
Balanced design of
structured and un- Conducive
Appropriate Media
structured learning Environment
Performance

13. Performance Support
Just-enough, just-in-time
Information Knowledge
Individual Organisation
Engagement
Respect Pride Trust Innovation
Knowledge Sharing
Sustainable business growth

14. Clever New
Professionalism
Individual Performance people markets
Business Performance
Creativity Innovation Transformation
Communication Networking Problem solving
Sharing information Sharing knowledge
Individual Context Organisation
Engagement Discretionary effort Advocacy
Support
Pride
Trust

15. Socialisation of work and learning
Professionalism

16. Design and method
Professionalism
Success measurement
Expectation Management
Organisational fit
Career fit

17. How will you know when this learning has been successful?
Sharing
Benefits
Rylatt
Sustained
ROI Phillips
(Level 5)
Level 4 Impact
Level 3 Application
Kirkpatrick
Level 2 Learning
Level 1 Reaction

18. Formal Informal Engineered + Collaborative
Structured Un-structured
Learning Supporting Performing
Pre-reading Posters JIT – system/ Casual discussion
Classroom web based/ mobile
Notices
Planned
e-Learning Checklists Integrated support discussion/forums
Synchronous
Workflow learning Knowledge
Asynchronous dissemination
1. Reaction 2. Learning 3. Application 4. Impact 5. ROI 6. Sustainability 7. Sharing the Benefits
Kirkpatrick Phillips Rylatt

19. Design and method
Professionalism
Success measurement
Expectation Management
Organisational fit
Career fit

21. Thanks for your attention