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model than designing courses that are outdated as soon as they’re published.