Last night I participated in an excellent webinar run by Chief Learning Officer Magazine called “Metrics of the Modern CLO: Measuring Formal and Informal Learning“.
(CLO offers a great series of free learning webinars, by the way, see the archived version of this webinar here.)
The speaker was Josh Bersin, and he spoke about three kinds of workplace informal learning and how to measure them:
1) On-Demand Learning
2) Social Learning, and
3) Embedded Learning
He said businesses report that informal learning gives the greatest business value, with 72% of learning coming from on-the-job experience (stretch assigments, etc); on-the-job mentoring/projects/rotations; and coaching and peer learning. Only some 28% comes from formal training. He noted that informal learning was not fad, it was an evolution in workplace learning. Yet only 1/3 of organizations have learning and development programmes that reflect future talent needs (and that is in the private sector, I wonder what the percentage is in the other sectors – higher? lower?)
This morning I woke up thinking about the third kind of informal learning. I am not used to seeing or hearing the words “embedded learning” and I needed a way to remember this, and here is the learning anecdote I came up with.
Embedded Learning is the invisible learning on the job, feedback from managers, performance support from mentors and peers, and so on. It helps you on the job to learn as you go, in the context of your working community, rather than noticing something you need to learn and then going out to search for it yourself (this is on-demand learning).
From June I started working from home. So that is my workplace, and at the moment I work primarily alone. Of course I have many virtual partners, and occasionally meetings in my home office. However, one person I do see weekly during my working day is the nice lady who comes in to help for a few hours. She just started just over a month ago, and we already appreciate her as a masterful mentor in her approach to family order.
The first week she was here, the house was a jumble, and when she left the house was perfect. Everything that had been out on any flat surface was gone. Some things are still not found (library book, football socks, telephone list). The second week, it happened again. The third week, again, although slightly less was exposed. After a few weeks I noticed that just a few days prior to her arrival, things started to get put away. Now, the day before she arrives, everyone reminds one another of her imminent arrival. And like magic, order gets restored even before she comes. She set us on this learning pathway and it is working through embedded learning.
This woman is a household manager and she is clearly giving us feedback. When she doesn’t like where something is, she shows us what she wants by putting it where it belongs (in her estimation). She models the kind of (workplace in my case) environment she wants us to maintain. It’s happening over time, and she is helping us make the change ourselves. This is embedded learning. There is no job aid or checklist on how to maintain this productive learning/working environment (on-demand learning) or no wiki where we are writing down where we are putting things (social learning). Although both of these kinds of learning might also be useful in the future.
Today when my husband left the house he reminded me very seriously that it was Friday (implicitly, anything you don’t want to disappear needs to be moved now) – and this from someone who has not traditionally noticed anything below 1 meter. The mere mention of her name and my 8-year old is scouring his bedroom floor for precious items. This order mentor and household coach has been like magic. She has embedded new practices at the smallest unit of organization, although not through formal training, or setting formal systems into place. If she stays long enough, dare I say, this might be permanent; and eventually she could leave quietly and move to another family, like Mary Poppins, her work done.
Once you start to think about it, you might notice embedded learning in other places around you. Today’s high turnover in organizations might provide an opportunity for embedded-learning spotting. In a workplace where someone has moved on, you might notice habits and practices that have changed as a result of someone’s influence, coaching, modelling, mentoring. That is, if they happened to be in tune with embedding learning, overtly or not (I am not sure the nice lady in my house is actively thinking about her household learning programme, although I may be wrong about that.) Not everyone operates that way of course.
How you get people to operate like that is one of the keys to a learning organization. Then people can move in and out, and the learning is embedded, it stays and just keeps building and growing.
Even if it is not the original person, with successful embedded learning, someone keeps making the bed.