Informal Learning: An Unexpected Beneficiary of Generative AI

 

The use cases for generative AI in training content are so numerous and compelling that some Learning & Development (L&D) professionals (and business leaders) may wonder if AI can largely replace the learning function. The answer is no, but AI can and should be used to significantly reshape learning to better serve business needs. How? By harnessing the power of informal learning.

There are many types of informal learning that L&D can support. The acronym STRIVE identifies six of the most impactful types:

 Social learning. Humans are social creatures, and we learn best when we interact and learn from others. In the workplace, this natural process of acquiring knowledge, skills and behaviors through interactions with colleagues, managers, mentors and clients is known as social learning. L&D professionals can create opportunities for informal learning by strengthening mentoring programs, expanding lunch and learns, and offering cohort-based learning programs.

Teaching others. Teaching others helps employees learn better. Since ancient times, we’ve recognized that explaining and sharing information reinforces our learning and helps us internalize concepts more effectively. In the workplace, L&D can support informal learning by creating opportunities for employees to become educators and achieve a win-win— both the teacher and the learner benefit, creating a culture of continuous improvement in the workplace.

Reflection is a powerful way for employees to learn and grow— it’s like pressing the pause button to absorb and make sense of lessons from real-life experiences. L&D can support this by organizing feedback sessions, coaching and group discussions, and providing frameworks and digital platforms to help employees capture their insights and track progress.

Investigation. Individual research is a natural avenue for workplace learning. When faced with a new concept or problem, it has become second nature for many people to open a browser and perform a search. This is often overlooked as a means of valuable learning. L&D professionals can encourage employees to engage in self-directed learning by organizing workshops and webinars that teach effective research skills and critical evaluation of information. Providing access to specialized resources like online databases, industry publications and research papers will help employees delve deeper and access cutting-edge knowledge.

Vocational education. Participating in conferences, attending industry events and reading trade publications are invaluable sources of informal learning. L&D professionals can promote continuous professional development by sponsoring employees to attend relevant conferences and workshops. Post-event discussions or debrief sessions can encourage knowledge sharing among attendees. Additionally, L&D can curate and share industry-related content from reputable sources, keeping employees updated on the latest trends and insights in their field.

Experiential learning. On-the-job experiences are a goldmine for informal learning. Experiential learning is arguably one of the best ways to learn because authentic tasks, projects, simulations, or on-the-job experiences challenge employees to apply their knowledge and problem-solving abilities in real time with real-world consequences. L&D can support this type of learning by creating opportunities for employees to take on challenging projects, assignments and stretch roles.

Maria-Teresa Naranjo - "Ayudo"