In 2008, ASTD partnered with the Institute for Corporate Productivity (i4cp) to help organizations better understand how to tap into informal learning. For the purposes of this study, informal learning is defined as a learning activity that is not easily recognizable as formal training and performance support. Generally speaking, it takes place without a conventional instructor and is employee-controlled in terms of breadth, depth, and timing. It tends to be individualized, limited in scope, and utilized in small chunks. Some examples include online social networking, accessing "fingertip" knowledge through Internet or intranet searches, and peer-to-peer coaching. [more]Informal learning already exists in organizations, and many managers identified it as a valuable tool. In the ASTD/i4cp Tapping the Potential of Informal Learning study, 41 percent of respondents said informal learning is occurring in their organizations to a high or very high extent. Another 34% of respondents said they believe informal learning is occurring to a moderate extent. These respondents seemed optimistic about the incidence of informal learning increasing. More than half of respondents reported informal learning would increase in their organization over the next three years.
In the ASTD/i4cp Tapping the Potential of Informal Learning study, most respondents said informal learning enhances performance to at least a moderate extent and 46% of all respondents said it improves employee performance to a high or very high extent. But these responses are not the only indicators of why managers should devote attention to informal learning. The study also found a significant, positive correlation between the degree to which informal learning occurs in organizations and their reported market performance.
Source: Tapping the Potential of Informal Learning (ASTD/i4cp).
