Over the last year or so, we've all been reminded about the extent to which informal learning in our organisations dwarfs our formal training activity. And I've always been concerned that on the basis that if informal learning is so popular - and therefore largely not broken - why should we try to fix it. That is, will we do more harm than good by trying to manage informal learning?
So I was very interested to see the latest Infoline booklet from the ASTD, Designing for Informal Learning.
One of my concerns was whether this 16-page resource would try to overly formalise the informal, especially when I saw that some of the content was based around the very formal ADDIE instructional design model.
Indeed, the authors write: Because informal learning is often implemented spontaneously or in an unstructured way, it is frequently considered disorganised or unprofessional. However, it can be designed and developed.
I think, on reflection, that it gets away with not doing this, as the treatment of ADDIE generally stays at the higher level at looking at where informal learning approaches would fit into an overall blend.
Highlights of this guide include some of the pull-out information panels:
- Six risks of not addressing informal learning
- Options for making learning available on demand
- Generational issues: research and case study
and some of the reproducible tools:
- Moving from formal to informal learning: a step-by-step transition
- 10 questions to uncover content areas and tools for informal learning
- Selecting mode of informal learning
I believe this Infoline booklet contributes to the debate on where informal learning fits into our programmes by:
- Breaking down the characteristics of informal learning that make it a successful method
- Acknowledging that informal learning is a force on which to build
- Recognising where an informal learning element provides a better option than something formalised in the classroom or similar
- Encouraging learning professionals to not so much to manage it, but to ensure that the relevant informal learning sources are easy to access, well researched, accurate and supported
There is also good coverage on how to embed informal learning into the organisational culture and how to evaluate its effectiveness, along with a useful pull-out on recognising coaching opportunities to support the business in its informal learning activities. The use of Web 2.0 technology is also addressed.

