Informal Learning in Organizations published

by Robin on September 4, 2015

Following months of research and a frenzied writing period, the new book Informal Learning in Organizations is now available in the shops and from all the usual online sources.  You can find out more here.

The book is published by Kogan Page and you can buy direct form them by clicking this link . Enter ILOHOYLE20 at checkout to gain a 20% discount on published price before 31st October, 2015.

Here’s what Clive Shepherd, author of More Than Blended Learning, said about   the book:

“I don’t think anyone would argue with the contention that workplace learning has always been, and always will be, largely informal. In other words, we haven’t just invented informal learning. However, workplace learning and development is in a state of flux and I would argue that informal learning is at the centre of that, for two reasons: (1) people have become much more confident and capable at managing their own learning because of their positive experience with the Internet; and (2) there is increasing scepticism about the value of formal learning, simply because it is now less central to our learning experience.

Learning through courses, in the context of the workplace, is a relatively recent phenomenon, perhaps only 70 years or so. Before that, we learned through apprenticeships, articles and other forms of on-job training. In the modern era, we could shift our emphasis from courses to resources, and from organisationally-driven learning to more of a peer-to-peer approach, but this is hard to accomplish when L&D departments have, in most cases, become course running machines and no longer see the bigger picture. The learning professional is running scared and short of the skills needed for 21st century learning. This book by Robin Hoyle will help them to restore their confidence.


Sorry, we simply won’t need anywhere near as many classroom instructors in the future. We will still need people who can design top-down interventions but these will be very different in nature – richly blended and seamlessly crossing from formal to informal. We also need learning architects who can help to establish the policy frameworks, technical infrastructure and cultural climate needed to see formal and informal learning thrive in a new, much more agile, responsive manner. Thank you, Robin, for attempting to herd the informal learning cats and provide us with some ways to re-shape our future as learning professionals.”




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