Who supports non-designed learning experiences?

In past articles I have showed that modern professionals learn from a multitude of sources.

and in a multitude ways

They learn

  • for today – to improve in their current jobs
  • for tomorrow – to prepare for future jobs

But the KEY point is that they learn from both

  • designed learning experiences (aka training and education) and
  • non-designed learning experiences – in fact 80%+ of how people learn happens in non-designed ways.

Most L&D efforts are focused on designed learning experiences. Instructional designers and content developers design and develop these experiences, trainers/facilitators help to deliver them, and others (try to) manage them in their learning platforms or LMS.

But who supports  the non-designed learning experiences? They clearly don’t need to be designed or developed. Nor do they need to be managed in a learning platform or LMS.  They simply need to be encouraged and enabled.

It seems that many (in L&D and elsewhere) are not interested in non-designed learning experiences – often believing  they are of little value compared to those that have been designed for people. Or if they are, they want employees to record their experiences  in their enterprise learning platform/LMS so they can manage them centrally –  an impossible task, as it happens, and also one that is not appropriate or relevant in today’s world.

Rather individuals (and their managers) need to be encouraged to value these experiences, and be enabled and supported to take responsibility and ownership for learning in these ways.  It therefore requires a completely new role to help do this. Enter the Modern Learning Advisor  – someone whose role and skills are very different from traditional L&D roles. So what does this role entail? I’ll be exploring this topic in future articles over the summer.

But in the meantime, if you haven’t  got anyone to take on this new role, and want to encourage, enable and support your people to get the most out of their non-designed learning experiences, then our 30 Day Learning Challenges might help.

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Jane Hart

Jane Hart is the Director of the Centre for Modern Workplace Learning, which she set up to help organisations and learning professionals modernise their approaches to workplace learning - through public workshops, private company sessions and/or bespoke consultancy. She is the Editor of the Modern Workplace Learning Magazine, and is the author of a number of books including, Learning in the Modern Workplace 2017. You can contact Jane at editor@ModernWorkplaceLearning.com.