Taking Off the Gloves: Social vs. Formal Learning

Posted by Todd Borghesani

This is going to be a knock-down, drag-out fight. In one corner, we have formal education, experienced, buffed, battle hardened. In the other corner we have social learning, agile, feisty, chanting “fight like a butterfly, sting like a bee.” However, before we take sides, place our bets, let’s take a look at the contenders and some related facts.

Across a series of posts we will explore Social Learning from all angles. We will be looking at the technologies, theories, applications and prognosticators. As we explore Social Learning further we will also address the future of learning management systems and how they can help target our investment to take full advantage of the social potential.

Let’s step back and take a closer look at social learning (a type of informal learning) and formal learning. There are some important issues to consider. First of all, informal learning, including social learning, has always existed, It’s just that in the past, it was called EXPERIENCE.

Indeed, the U.S. Department of Labor estimates that as much as 70% of what a person learns is the direct result of experience. The 30% balance has been formal learning — training and education.

Is there a theoretical basis for social learning?

Now, let’s enjoy the thinking of one of my favorite theorists, Lev Vygotsky. Vygotsky formed the social cognition learning model and asserted that culture is the prime determinant of individual development. Humans are the only species to have created culture, and every human child develops in the context of a culture. Therefore, a [child’s] learning development is affected in ways large and small by the culture–including the culture of family environment–in which he or she is enmeshed. We have always learned best from other thinking minds.

How powerful is the culture of facebook? It is all about connecting to one another.

“The social learning revolution has only just begun. Corporations that understand the value of knowledge sharing, teamwork, informal learning and joint problem solving are investing heavily in collaboration technology and are reaping the early rewards”. – Jay Cross

George Siemens has succinctly explained the importance of social learning in the context of today’s workplace. There is a growing demand for the ability to connect to others. It is with each other that we can make sense, and this is social. Organizations, in order to function, need to encourage social exchanges and social learning due to faster rates of business and technological changes. Social experience is adaptive by nature and a social learning mindset enables better feedback on environmental changes back to the organization.

Experience by another name.

Since the informal learning has always existed but was just called a different name, one has to ask: What is causing the explosion of interest in informal learning and its latest contender: social learning? First, social networking platforms have created access to millions of people. Using well designed interfaces, such as LInkedin, one can easily connect at a low cost and access an exploding universe of contacts.

Eric Davidove, senior executive with Accenture Learning BPO Services notes, “Perhaps more important than these new platforms, however, is the attitude and culture. These free-form environment encourage people to experiment, innovate, collaborate, communicate and share their experiences and knowledge in engaging ways. In the context of the enterprise, this knowledge sharing has a positive impact on how other employees serve customers, find information or solve problems.”

Why formal education is here to stay.

I really like the argument that Michael E. Echols suggests, “No matter how compelling the informal learning buzz becomes, there will always be a fundamental need for formal learning. Why, you might ask? Let’s start with a more disciplined discussion about what formal learning is. Informal learning is about self-selected content. On the other hand, formal learning is about expert selected content. Formal learning is not about how or where learning is done — it is about what is learned. It is also about competencies. It is about the use of the learning. So two key elements of formal learning are the authority of the expert and the measurement of the value created. It is the role of the expert and the imposition of competency standards that distinguish formal learning from informal.”

What is this fight about, really?

To move the conversation forward, we need to establish a set of learning community principles. Michael E. Echols suggests, “The challenge is to integrate the critical elements of formal and informal learning. We need to drive formal learning to have the convenience and flexibility of informal learning — figuring out whether it can operate on mobile learning platform is good place to start. For the 30 percent of learning that is not pure experience, we need to design content and assessment in ways that provide maximum convenience and flexibility. Driven by competencies, that 30 percent requires an expert to select content, learning methods and learning objectives. For both formal and informal learning, the design needs to provide maximum access to global resources proliferating on the Web. It needs to center around learner pull.”

Social and collaborative environments that leverage informal learning and Web 2.0 capabilities can deliver both more efficient and more effective learning with improved impacts on the business. Consider the cost and time involved to find and bring together the right subject matter experts to create a traditional learning course. Today, those experts can be right there, online, participating in a vibrant community of knowledge sharing.

FURTHER READING

John Tropea: Bridging Formal and Informal Learning by @Quinnovator – hypergogue

Formal Learning All the Way…Baby

REFERENCES

Lev Vygotsky, L.S. (1962). Thought and language. Cambridge, MA: MIT Press. (Original work published 1934)

Vygotsky, L.S. (1978). Mind in Society: The development of higher psychological processes. Cambridge, MA: Harvard University Press.

This is an introduction to some of the basic concepts of Lev Vygotskyean theory (culturally-mediated identity) by Trish Nicholl.

An Informal Debate, Bridging the gap between formal and informal learning, Michael E. Echols, Chief Learning Officer, August 2010.

Michael E. Echols is the vice president of strategic initiatives at Bellevue University. He the author of ROI on Human Capital Investment

The Business Case for Social Learning, Accenture Research

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