Ever since the coming inception of the first e-learning platforms, the behavior of learners has evolved. The type of content made available to them must therefore adapt.
Nowadays, many prefer to learn through other channels than those made available by their company. They are getting more and more content on Youtube or from articles, podcasts, webinars…
They tend to prefer shorter, more frequent content, which solves a given problem at a specific moment in a “just in time” approach.
Content that they can consume on their way to work or, more generally, when they have some free time and which contributes to the acquisition or reinforcement of skills.
When someone reads newspaper articles in the morning or listens to a podcast while driving, this is not formation (training), but rather it is information.
The same applies to corporate training. When we speak of a learning culture in a company, we could be tempted to say that we are training without even knowing it.
We must therefore revisit the classical definition of “training” as it becomes more difficult to distinguish training from informing. Informal learning is becoming more and more important.
From our point of view, this should not necessarily be seen as a qualitative reduction in training. Formal and informal should be seen as complementarity. Something that has always existed but is still in the “shadows”.