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Bridging formal and informal learning September 10, 2009

Posted by ppang in Informal learning.
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Consider the traditional expertise by learning mode graph (Figure 1). At the novice stage (regardless of whether it’s an experienced employee moving into a new area, such as a technical employee being moved to a managerial role, or a new hire), employees need support not only for basic knowledge, but often in motivation as well. We largely direct formal learning at the novice learner.

At the practitioner stage, employees typically know what their goals are, and they know what they need to know, so we can strip down much more content. At the expert stage, individuals are looking for collaboration to advance their joint understanding. Social network tools typically help the practitioner and the expert, although the novice may benefit from virtual mentoring. In cultural terms, novices move from the periphery of a culture of practice towards the center, where practitioners and experts are in active dialogue defining and advancing the field.

formalvsinformal
Issues to consider when implementing the use of social tools for social learning:

  • Successful collaboration requires several cultural factors, including the need for safety
    to contribute, openness to diverse ideas, and shared commitment.
  • The second requirement is for individuals to have the skills to successfully participate.
  • The final requirement is organizational support, so that there are concrete rewards for contributing. If it is touted, but not valued, the disconnect will be obvious. Note that in most cases, some nurturing is required in order for communities to come to life. Organizations have taken steps including providing incentives for recognized leaders to participate, and providing rewards for contributions. A rating system for comment usefulness can be helpful, too.

    • Source: Quinn, C.”Social Networking: Bridging Formal and Informal Learning“.