1 The other 80% of Learning in Government –Informal Learning

Session Objectives What is Informal/Social Learning? –Why the Interest? Applications of Informal Learning in Government Developing your Informal Learning Strategy 2

Learning Learning is an essential transferable skill in today’s knowledge based economy Direct relationship between learning, productivity and employee satisfaction Pace of Change – Knowledge management 3

View of Learning - Changing Knowledge economy Emergence of Social Media Time value of knowledge 4

Traditional View of Learning 5

So How Do We Learn? 6

Learning Spectrum 7

Informal Learning-ASTD Study 8

Informal/Social Learning is Not New Has been around as long as people have worked Is spontaneous and unplanned Learner is in control 9

Informal Learning Skill-Set Many people are natural, informal, self- organized learners, some will need to help to acquire a range of skills to manage their own personal learning and work collaboratively with others. Research shows many would benefit from a ‘Knowledge-Survival Skills” Workshop. 10

Informal Learning Enabling Skills (Curriculum) Search and find skills Critical thinking Creative thinking Analytical skills Networking skills Research methodology 11

Informal Learning - Challenge Seize the Opportunity-Organizational buy-In Choosing the right tools - Social Media, PLE (Personal Learning Environment), learning spaces Blended Formal/Informal learning strategy – spontaneity 12

13 Learning in Government

Knowledge Management 14 Formal Training On-Job Training Informal Learning Knowledge Requirements Refresher Improved For immediate use New Employee Individual’s learning journey……

Government Opportunity Increase productivity and effectiveness Enhance talent management initiatives –Employee satisfaction –Retention Maximize training investment 15

16 Government Applications Learning spaces Learning communities-Platform Networking – Knowledge communities Microtraining Social Media tools

An Effective Way of Learning 17 An effective way of learning

18 Microtraining Microtraining is a smart way of conveying information between people in only minutes. Microtraining is a time-saving method for sharing knowledge and using the expertise of everyone in the organization. Microtraining provides an informal way of learning and works as an updater and knowledge enhancer.

Microtraining-Learning Principles Support of informal learning processes Focus is on the participants Encouragement of active learning 19

How Does it Work? 20 Active start (3 min) Exercise(6 min) Discussion (4 min) How to continue (2 min) A Microtraining session is a short gathering of about minutes, which is structured in the following way:

A Microtraining Cycle 21 etc. Sub-topic sessions Introduction session Closure session Main topic A Microtraining cycle consists of several sessions focusing on sub-topics with which the complete topic can be covered. The introduction session is designed to get the discussion started. The closure session connects to the next cycle of sessions focusing on a new topic.

How Do You Do IT? 22 - Communicate the goal of the session. - Start with a mental activity e.g. thinking, reflecting, organizing and comparing. - Let the participants ask questions. - Ensure effective, direct and positive feedback. - Stimulate both discussion and knowledge sharing between participants. - Check if all participants really understand the content by asking questions. - What are the topics we will discuss during the next meeting(s)? - Discuss how to retain the knowledge. - Stimulate involvement and ensure participants leave with a clear goal. - Connect with different learning styles by using a combination of pictures, sounds and text. - Stimulate the learning process by giving concrete examples. Active start (3 min) Exercise(6 min) Discussion (4 min) How to continue (2 min)

Techniques Used in Microtraining 23 Brainstorming Questionnaires / fill-in forms Role plays Presentation Exercises

Microtraining Benefits Improves learning and productivity It stimulates collaboration between colleagues and departments It is using (and demonstrating ) the organization’s learning potential 24

Microtraining - Getting Started Learning skills audit Determine how Microtraining will enhance your learning strategy Initiate Microtraining cycle –An outside coach may be required 25

26 Developing Informal Learning Strategy

Informal Learning Strategy You can’t implement Informal Learning – it’s already happening What you can do is support Informal Learning in Government 27

Informal Learning Strategy 28 Top Management Support Learning Audit Blended Learning Strategy Informal Learning Support Strong support for creating a learning organization How do people learn to achieve their goals in Government? Enhance the learning conversation. Measure outcomes -productivity enhancements Mix of Formal and Informal Learning

What We Do 29

How We Do It? Advice and Consultancy –Develop your informal learning strategy –Learning audit – Including learning styles evaluation –Innovation application of Social Media tools Learning Workshops –Curriculum of workshops to enhance employee learning skills Informal Learning Resource –Best practices Tracking and reporting –Success metrics 30

Business Case Productivity improvement Satisfied employees 31

The Road Ahead 32 Learn From Others. territory

Considerations 33 Technology Productivity People

Summary 34 How are you enhancing Informal Learning in your organization?