1.
Learning Anarchy
Myths and Truths about Informal Learning

2.
POLL
Poll: what's your biggest concern with informal learning?
• Losing control over the content our employees consume
• Lack of measurement or tracking opportunities
• Doesn't fit our workforce's learning/training preferences
• It is too surface-level and doesn't drive long term development

3.
Agenda
• Myths and Truths about Informal Learning
• Case Study Research: Barriers to Informal Learning Adoption
• The Neuroscience of Informal Learning

4.
Myths and Truths

5.
Myth #1: Informal Learning Equates to Chaos
• The Illusion of Control
• Truth: informal learning is already
happening, now we're just trying
to capture, create, and measure
these learning opportunities
• Practical ideas to start:
• Start small, measured steps (SMEs)
• Allow consumption, oversee sharing
• Practical vs conceptual

6.
Myth #2: Informal Learning Can't be Measured
• Informal doesn’t mean immeasurable
• Truth: informal activities are still
activities, and outcomes can be
measured (skills acquisition,
performance improvement,
communication quantity/quality)
• Kirkpatrick still works: knowledge
transfer, satisfaction, behavioral change

7.
Myth #3: Informal Doesn’t Fit all Learners
• Informal is naturally the easiest way
to learn.
• Why do we think that courses or ILT
are the only way to drive
performance?
• Truth: Your best performers may
actually be demotivated by
traditional training methods.
• Neuroscience facts: moderate
stress, active vs passive, volitional
control

8.
Myth #4: Informal Learning isn't Substantive
• Informal learning is about connecting
the dots.
• Truth: Informal learning is a patchwork
of learning experiences that create more
long-term development, not less.
Connecting the dots between disparate
experiences.
• Story: IBM just called remote workers
back. Why risk the backlash? Because
they think the social/collaborative
aspect is worth it.

9.
Research: Barriers to Informal
Learning

10.
Poll #2
Poll: What would you say are the biggest barriers to informal learning in
your organization?
• Our people don’t have time to pursue informal learning
• Our people aren’t in close proximity to peers or resources
• Our people don’t perceive any noticeable rewards for participating

11.
Barrier #1: Lack of Resource Proximity
• Learners say that a lack of
accessible people and resources
is a key barrier.
• Actions:
• Access to relevant people
• Access to relevant experiences
• Access to relevant content

12.
Barrier #2: Lack of Time
• Heavy workloads lead to less
time invested in learning (both
formal and informal)
• 93% of workers say they are
least productive at work
(FlexJobs)
• Actions:
• Offer permission (white space)
• Model behaviors (Ellinger)

13.
Barrier #3: Lack of Rewards
• There is little perceived incentive
to invest time in learning.
• Actions:
• Communicate/reinforce benefits
• Intrinsic (natural explorers, mastery)
• Extrinsic (performance, rewards)

14.
The Neuroscience of Informal
Learning

15.
#1: We are Self-Developing
• We are natural explorers (self-
developing)
• Observation, hypothesis, experiment,
conclusion (and repeat).
• Baby vs adult brains
• Provide white space for learning and
people will develop themselves.

16.
#2: We are Self-Directed
• Everyone is wired differently (self-
directed)
• Brains develop at different paces in
different people.
• Brains do not store the same
information in the same way.
• One size-fits-all is not a fit.
Embracing informal means opening
up new possibilities.

17.
#3: We are Self-Interested
• We don't pay attention to boring things
(self-interested)
• How long did it take you to tie your
shoes?
• Our brain eliminates information and
inputs that it deems irrelevant—is your
learning meeting that threshold?
• Relevancy is everything.

18.
Thank You!
Remember:
• We are biologically wired for
informal learning
• It can be measured and
managed
• Remove the barriers to
successful adoption
Thank You!
• Ben Eubanks
• ben.eubanks@lhra.io
• @beneubanks