How to Formalize Informal Learning In Small Group Settings

Claims suggest that only 20% of learning is formal. The rest is subconscious and unintentional. You could earn a degree. But within a month, you’ll have forgotten most of what you learned. Unless you work in the field every day and tap into your newfound knowledge base. On the other hand, you could watch a documentary on the topic. Between the cinema experience, the emotive narrator and the evocative soundtrack, you’ll find yourself spouting facts for weeks. So how can you reliably replicate this process in small group settings by formalizing informal learning?

1. Use Guided Questions

When you’re skimming or scanning, you get better results if you start off with questions. They prepare your mind for knowledge transfer by confirming the exact information you’re looking for. So, in the example above, viewers would receive a list of questions before they watch the documentary. They could be displayed during the trailer or be attached to the email or text, confirming their attendance. You can do the same in small group settings by posing guided questions before the informal learning begins. For example, prior to the group collab project. Or before they study the online video library on their own. As the learners watch, they’ll be seeking answers to the questions. Every member of the group will have a different viewing experience. But they’ll all answer the same questions, meaning they’ll all gather the same crucial information. So, you can easily test efficacy.

2. Focus On The Challenge

Another informal way to learn is reading for pleasure. This could be a magazine, a fiction book, a blog post or even a Twitter thread. This kind of informal learning can happen through an office book club. Or via articles shared on the office social media group. The latter is especially good practice for crowd-sourcing content. But if you’d like the sharing to be more focused, keep it specific. For instance, ask trainees to share articles within a narrow niche. Instead of having them share ‘anything interesting’, create a timetable where everyone has a day to share a piece. Then tell them which challenge to explore. They could find online training tutorials on overcoming procrastination, for example. Or you could have them select a book, movie or song they think will inspire colleagues. Get them to justify their choice. They’ll be scouring videos and blogs with sharper focus. They must be sure their content is effective before they share it.

3. Encourage Reflection

The whole point of online training is to give learners information that sticks. And this can’t happen if they don’t assign meaning. They must be able not only to absorb the information but manipulate it. Attach it to existing mental schemas and build on what they already know. Informal learning doesn’t feel forced and is usually more enjoyable. As online learners can examine content on their own and focus on personal interests. However, it lacks structure. Thus, you can formalize informal learning by encouraging reflection and allowing online learners to connect the dots and disclose hidden gaps. For example, give them a prompt after the informal learning activity or partner them up with a peer. Ask them to summarize what they learned and how it will change their performance and behaviors moving forward. Did they discover a skill or topic that was unfamiliar to them? How will the new information allow them to tackle their job-related tasks more effectively?

4. Turn The Tables

It’s a proven fact that teaching something helps you assimilate the information and retain it for later use. Instead of giving online learners free rein over the online training library without any guidance, invite them to teach a subject after the fact. Better yet, ask them to concentrate on a topic they know little or nothing about. Then create a presentation to share with their peers. Or even host a live event. This table-turning approach can be paired with virtually any informal learning activity. From participating in a social media discussion to searching the web for articles.

5. Develop Key Roles

It may feel counter-intuitive to put people in charge of informal learning. It defeats the whole purpose in a way. After all, it’s the effortless transfer of knowledge that makes it effective. That being said, the fact learners aren’t consciously trying is a bit of a barrier as well. It limits the amount of information they can take in. By designing ‘leadership roles’ you create a little more oversight. The group leader would be in charge of making sure everyone attends the online training event or contributes to the social media page. They’ll disseminate the questions and verify that everyone has understood them. They may even follow up with group members who got the questions wrong. The idea is for learners to fill their own roles, ensuring they’re actively involved and personally invested. Help them out by making the leadership list of tasks and positions. But as for nominating or voting for said positions, let the trainees do it themselves.

Taking something casual and making it more formal seems like the ultimate kill-joy. But in the corporate space, it’s a key component of efficiency. So, what can you do to tighten and structure incidental learning process? You want to be sure it can be replicated in other settings and subjects. Start by reviewing the unintended online training material and formulating guided questions. This tells your online learners what key information to look for. Preview the material and identify a challenge. Or work backwards and assign tasks built around set goals. Finally, make a list of leadership roles and ask your trainees to fill them. These leaders will manage informal courses.

An informal learning LMS gives you the power to unlock hidden talents and foster a more collaborative online training culture. Adobe Captivate Prime features leaderboards to motivate online learners and provides offline access to break down the barriers.

For more details, please write to Adobe Captivate Prime team at captivateprimesales@adobe.com.