Informal Learning

Refers to the process of acquiring knowledge, skills, and experience outside of traditional educational or training programs. It can occur through various informal channels, such as on-the-job training, mentorship, peer learning, or self-directed learning. Informal learning is often spontaneous and unstructured and may be driven by curiosity, interest, or necessity. In a business context, informal learning can be an important source of skill development and career growth, particularly in rapidly changing industries where formal training programs may not keep up with the pace of change.

An example of “informal learning” in a business coaching context could be a coach encouraging their client to learn through on-the-job experience, self-directed research, and collaboration with colleagues, rather than relying solely on formal training programs. Informal learning can be a more flexible and personalized approach to learning, allowing individuals to focus on specific areas of interest and to learn at their own pace. The coach might suggest resources such as industry blogs, podcasts, and networking events to help the client expand their knowledge and skillset. Encouraging informal learning can lead to a more engaged and motivated workforce, and can help individuals to develop critical thinking, problem-solving, and creativity skills.

Informal Learning DEFINITION:

1. Unstructured, spontaneous learning through daily work experiences. 2. Learning outside of formal training, often through observation and trial and error.