Research reveals that workers today spend an average 505 hours a year learning: 484 
informally and 21 formally. So although a limited training budget might mean scaling back on the hours spent in seminars, classes, and workshops, that doesn’t mean employees can’t learn in other ways.
Informal learning empowers employees to go out into the world to find their own learning content. From podcasts to blogs to online videos, people have the power to learn in more ways and places than ever before. But while learners today have 24/7 access to technology-enabled, just-in-time learning, Learning and Development (L&D) leaders can’t just let it ride and expect results.
The Truth About Informal Learning
Informal, online learning has the power to grow individuals, the business, and the results of L&D programs. But too frequently, it simply does not live up to its promise or its potential—largely because of a hands-off, “build it and they will come” approach.
No matter the type of learning, employees need a healthy dose of support and structure. And to get the most value out of informal learning, Learning leaders must start by ingraining the drive to find information and learn on an ongoing basis into an organization’s culture.
But how exactly do you foster this culture of continuous development and facilitate self-driven learning that moves the needle on performance?
Chosen excerpts by Job Market Monitor. Read the whole story at How to Facilitate a Culture of Self-Driven Learning | Training Magazine
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