So one approach that I have been promoting is, instead of thinking of Formal and Informal Leaning as polar opposites, rather to think in terms of a Social Workplace Learning Continuum (as shown diagrammatically in the image on the right). But in order to support the full SWL Continuum, there are 5 points to take on board. Social learning MORE >>

Informal learning is irrelevant; Learning is seen as separate activity from work – in different offsite/online space. Informal and social learning is just part of the blend which has been developed for the solutions. Traditional workplace learning. New workplace learning. Focus. FORMAL TRAINING/E-LEARNING. PERFORMING. Emphasis. Skill. MORE >>

Informal learning. Frequently misunderstood as “learning in informal ways”, eg by use of informational rather than instructional resources, or when formal/managed learning takes place outside a classroom. Recognises that informal learning can’t be designed not managed, and that true social learning can’t be (en)forced. MORE >>

But of course it is essential to understand what is important to the workers in your own  organisation and how they learn best, and use this to identify where your own L&D efforts should be focused, so I would recommend you run your own learner survey to inform yourself about how people are really learning in your organisation. Ranking. MORE >>

For example, training courses are artifacts of a time when information was scarce and connections were few. It is glaringly obvious in this time of  ubiquitous connectivity and pervasive proximity  that we can get pretty well any information we need whenever we want it. In Harold Jarche ‘s recent post  What is learning’s role? MORE >>