"In times of change, learners inherit the earth while the learned find themselves beautifully equipped to deal with a world that no longer exists." -- Eric Hoffer

Chances are, 70-90% of learning in your workplace is happening informally, outside of planned training events, and without the opportunity to align with established organizational goals and objectives.

As an executive you are tuned in to your organization's formal learning initiatives. You may even have a good handle on the informal learning taking place in your organization. But do you know whether this informal learning is detrimental to achieving your organizational goals, or whether it is supporting your organizational goals?

Informal Learning - Unrecognized, Underutilized and Undervalued

Our research shows that - despite the $140 Billion annually spent in the U.S. yearly on formal training - the vast majority of workplace learning happens via informal learning, outside of formal training events, and inside 13 ordinary workplace activities - activities where 31 key competencies considered critical by high performance companies - are developed.

Even though this informal learning is occurring under the radar of formal training initiatives, its outcomes - when aligned with the organization's objectives - leads to breakthroughs in market performance, innovation and closing skills gaps.

Convergent Learning - Organic, Innovative, Real-Time

Convergent Learning happens when the informal learning in the organization aligns with the organization's mission statement, strategies and goals. People are freed up to identify and choose what competencies they need and where to acquire them, co-workers are viewed as a source of solutions, and formalized training is a beneficial adjunct to continuous, real-time competency development.

From Informal to Convergent Learning

To transform informal learning to Convergent Learning the factors that affect the quality of informal learning must be addressed. Our research demonstrates that the quality of informal learning is determined by the culture and other related factors in an organization such as space, active participation at all levels, challenge of the task and understanding the goals. Norms, beliefs and assumptions all powerfully affect the quality of informal learning

The good news is that culture is learned. Our approach helps you to understand how to benefit from the informal learning going on in your organization so that you can identify the norms, beliefs and assumptions that are either constraining your organization of forwarding your goals.

Making the shift from informal to Convergent Learning requires three new ways of observing your organization:

  • To see informal learning in action, new lenses must be developed so you can observe where and how learning happens, and where it is working or constrained;
  • To gain operational access to informal learning, your new lenses will let you see the constraints imposed by the culture and related practices;
  • To identify and remove constraints to informal learning, executive leadership must be be willing to shift how people are related to the culture and be fully engaged in designing a culture where informal learning converges with organizational goals. 

This Is Where Convergent Learning Zone Comes In

We assist you in capitalizing on the resources you already have - the opportunities for learning and innovation embedded in your workplace today. With our research-based methodologies you will be able to converge the 70% - 90% of informal learning at your workplace with your organization's mission statement, strategy and goals.

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