Informal learning - the root of KM?

Been reading through Jay Cross's new book - "informal learning - rediscovering the natural pathways that inspire innovation and performance" during the holiday break.

Way more learning happens in the coffee room than the classroom, but firms continue to spend way more on formal training than informal learning - there is a huge disconnect right there. The theme is similar in KM - formal structured tools, top-down mandates, ROI and the smells of project management dominance, do little to enhance agility, awareness, creativity, shared understanding and meaning - which add the real value.

Jay talks about unblended learning, emergence, grokking, envisioning, unconferencing, connecting, conversation, community, web2.0 and JDI (just do it). He makes the point that classes are dead, that every learner needs to cultivate an ecology, share via voicing, communicate using stories and build common text by collaborative editing (wikis).

Formal learning is like riding a bus, it goes, starts and stops when & where someone else decides (bus driver and urban transport committee) - informal learning is then like riding a bicycle, you choose the time, route and destination.

Jay has written this timely book in the form of short stories and vignettes, recounting his experiences and perspectives. I did not find much new stuff, although there are many interesting examples and truths, but Jay managed to hit the high spots so often, I was nodding in agreement as I read along. Clearly we have to assume responsibility for our own awareness, learning and critical inquiry, Jay neatly illustrates the tools, hints at the practices (which need more refinement) and paints the landscape.

http://informl.com/

On a different note:

I really like this distinction by JSB around the difference between learning to 'be' and learning 'about', which I feel gets at the core of the quest for informal learning - It is a new individual orientation that we need to master the changing nature of knowledge.

http://www.wired.com/wired/archive/14.04/learn.html 

and his reflections on stolen knowledge

http://www2.parc.com/ops/members/brown/papers/stolenknow.html

So when last did you reflect on your informal learning practice(s)?

Comments

[Annerose]

These comments have been invaluable to me as is this whole site. I thank you for your comment.

[Arjun Thomas]

Very interesting article... made for some good reading.

Cheers,
Arjun Thomas

[Artorios]

Interesting information.

But informal training can only be a useful supplement to formal learning.

Without the latter a trainee will be like fish out of water.

[J Pody]

Agreed

http://www.studentbunk.com

[Karen Huffman]

Let's here it for informal/adhoc learning and napkin talk! Some of my friends/colleagues have brainstormed and mapped out some great ideas on a paper napkin over a glass of merlot!

[www.fundouble.com]

www.fundouble.com
Thaks to this web site
it is very Rich & Best Blog online... KEEP IT UP.
It is Knowledge Stome in Online
THANKS

[Chris Collison]

And you know what the craziest thing in all this is, Denham?

It's so much easier, cheaper and safer to learn to ride a bike, than it is to drive a bus...

Sounds like a book I should add to my collection. Thanks for mentioning it.

Chris

[David Locke]

I was reading "Blink" this weekend. Along with another book on risk in the nuclear industry, there is a culture of operations and a culture of the planned. There is the solution, and the attempt to explicate the solution. It turns out that the explaination doesn't really explain. And, operational seat of the pants problem solving is a must, because the plan never covers everything.

The difference between the real and the documentation is startling. The difference also points out how "content" as knowledge fails. So all the new media in the world, still, will not actually get knowledge used. It gets content used. They are not the same things.

[tyelmene]

In Informal Learning, Jay Cross does a nice job of framing the true nature of how knowledge is developed in and among knowers of an organization. In fact, no form of formal "instruction" has ever proven to be as effective simple interaction among/for self-directed learners who "construct" their own meaning to serve their own purpose. Further, managers would do well to get rid of training in favor of promoting this adhoc learning by establishing highly aggressive "stretch" goals and giving up most control over "how" they are met. - 'necessity is the mother of invention' -

[David Locke]

If you get rid of training, then the budget disappears. Once the budget disappears, how will managers justify setting aside time for learning of any kind.