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As Jay has said, informal learning is a better approach for more complex environments. Given the above, here are some guidelines for what informal learning development could look like: Spend less time on design and more on ongoing evaluation to allow emergent practices to be developed. Build learning resources so that they can be easily changed or modified by anyone (allow for a hacker mentality) Allow everything to be connected, so that the work environment is the learning environment (but look for safe places to fail) There is no clearly defined start or finish so enable connections from multiple access points. Information is no longer scarce and our connections are now many. If an organizational informal learning effort lets people connect more easily and communicate more effectively, then it will have a chance of success. Connecting & Communicating are central roles for organizational leaders whose workplaces are becoming more complex, either in terms of evolving practices, changing markets or advances in technology. Enabling the integration of collaborative learning with work is a more flexible model than designing courses that are outdated as soon as they’re published.

On January 27, 2011, Carnegie hosted a webinar titled, "Getting Ideas Into Action: Building Networked Improvement Communities in Education."