{"id":215517,"date":"2022-02-18T10:00:00","date_gmt":"2022-02-18T10:00:00","guid":{"rendered":"https:\/\/letstalktalent.co.uk\/?p=215517"},"modified":"2021-09-28T15:40:23","modified_gmt":"2021-09-28T14:40:23","slug":"what-are-the-opportunities-available-to-people-in-our-business-to-develop-themselves-i-e-formal-and-informal","status":"publish","type":"post","link":"https:\/\/letstalktalent.co.uk\/blog\/what-are-the-opportunities-available-to-people-in-our-business-to-develop-themselves-i-e-formal-and-informal\/","title":{"rendered":"What are the opportunities available to people in our business to develop themselves i.e formal and informal?"},"content":{"rendered":"\n
People learn in different ways. So it follows that their learning and development needs may differ. As an organisation, are you catering for that? At Let\u2019s Talk Talent, we believe both formal and informal training tools are needed to allow staff to hone in their skills. But first a quick step back: what\u2019s the difference between formal and informal? <\/p>\n\n\n\n
Formal development opportunities are more about management and leadership programmes, webinars, Ted Talks\u2026 Any course that forms part of your L&D arsenal, or is included in your career pathways could be considered as formal development. Ask yourself what is available within the business and, more importantly, whether those tools are advertised and made visible to the right people. <\/p>\n\n\n\n
Informal development opportunities are all about learning through experience. This could be anything from stretch assignments or mentoring opportunities to dedicated coaches. They could also include relocation, moves to a different role, team or department or even working or volunteering in the community. Informal development is more hands-on and allows individuals to go through various situations, test their skills and attributes and step up to the challenge. With a little bit of support from their coach or manager. <\/p>\n\n\n\n
It\u2019s important to mention this is not a \u2018one or the other\u2019 type of situation. Organisations should aim to offer all kinds of training options so staff can have the opportunity to take charge of their own career progression and determine how they wish to learn. So make sure your L&D approach is a blend of both formal and informal tools, and that your staff are aware of everything at their disposal. <\/p>\n\n\n\n
If you\u2019d like a bit of help to review your L&D offering and turn it into a cool mix of a-la-carte learning opportunities, give us a call. Or have a look at our Career Sprints<\/a> for more detail. <\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n This is a new series of blog posts, that explain our Career Coaching cards<\/a> in more depth.<\/p>\n\n\n\nCareer Coaching Cards: Explained<\/h2>\n\n\n\n