Point Lookout: a free weekly publication of Chaco Canyon Consulting
Volume 12, Issue 36;   September 5, 2012: Intentionally Unintentional Learning

Intentionally Unintentional Learning

by

Intentional learning is learning we undertake by choice, usually with specific goals. When we're open to learning not only from those goals, but also from whatever we happen upon, what we learn can have far greater impact.
A map of the Internet ca. January 2005

A map of the Internet ca. January 2005. Each line segment connects a pair of nodes. Learning something by accident on the way to learning something on purpose is a common experience of users of the World Wide Web, which resides on the Internet. In my view, though I certainly have no data, the Internet is likely the world's most complex support device for unintentional learning. The Web, Email, Twitter, Facebook and many other Internet-based media provide opportunities for unintentional learning. Exploiting the Internet's capability for supporting intentionally unintentional learning might someday be a well-developed and widely adopted human skill, no doubt supported by applications based on the Internet. Image courtesy OPTE.org.

We usually associate learning with the young, the naïve, or newbies. As sophisticated adults or professionals, we tend to regard ourselves more as having learned rather than as learning. The truth, of course, is that maintaining sophistication or professionalism requires continuous, lifelong learning, including learning about learning itself.

Intentional learning entails deciding to learn about something specific. We read about diseases of houseplants to try to determine what's wrong with the schefflera; we practice telling a new joke to improve our delivery; or we take tennis lessons to elevate the strategic part of our game.

In this culture, intentional learning is highly valued. We hold in high esteem achievements such as degrees and certifications, and we grant or lend resources to help those pursuing those degrees and certifications. But while we do value intentional learning, that valuing is most specific, as evidenced by the specificity of the goals of these activities. Degree-granting institutions must themselves be accredited. And the marketing literature of most training programs includes sections titled "What Attendees Learn" or "Learning Objectives" or even "Measurable Outcomes."

Even so, it's likely that most learning is unintentional. We accidentally discover keyboard shortcuts in Outlook; a colleague relates tidbits of market intelligence that explain the CEO's latest announcement; we witness a miscommunication between two colleagues and resolve never to use that particular phrasing again ourselves.

Because unintentional learning is so productive, a natural question arises: What if we intentionally create opportunities for unintentional learning? Intentional learning without specific goals offers several advantages.

Prerequisites are less restrictive
Since the goals are non-specific, prerequisites for unintentional learning in a given field of knowledge relate more to the will and ability to learn than they do to specific capabilities in that field of knowledge. This enables the learner to explore more broadly than learners who use a more conventional goal-oriented approach.
The learning is less biased
The more specific our learning goals are, the less likely we are to acquire knowledge unrelated to those goals. And that unrelated knowledge can be more useful and beneficial than what we set out to learn in the first place. Just as goals provide direction and focus, they also bias the undertaking — that's how they provide focus. And just as there is a place for goal-oriented learning, there is a place for less-goal-oriented learning.
Spectacularly beneficial discontinuities are more likely
When we open When we open our minds to intentionally
unintentional learning, sudden, disruptive,
"aha's" become more likely
our minds to intentionally unintentional learning, sudden, disruptive, "aha's" become more likely. And these unexpected insights can be the sources of the spectacularly beneficial discontinuities that lead to life-altering choices in the personal domain, or disruptive innovations in the business domain.

As this day closes, perhaps you'll reflect on what you learned today. Maybe you'll notice some things that you didn't intend to learn when this day began. And tomorrow, maybe there will be even more. Go to top Top  Next issue: Solutions as Found Art  Next Issue

Go For It: Sometimes It's Easier If You RunLove the work but not the job? Bad boss, long commute, troubling ethical questions, hateful colleague? This ebook looks at what we can do to get more out of life at work. It helps you get moving again! Read Go For It! Sometimes It's Easier If You Run, filled with tips and techniques for putting zing into your work life. Order Now!

Your comments are welcome

Would you like to see your comments posted here? rbreneiKysXoAzbNHYmRfner@ChacAzeiJUjOTDiSQCUmoCanyon.comSend me your comments by email, or by Web form.

About Point Lookout

Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.

Point Lookout is a free weekly email newsletter. Browse the archive of past issues. Subscribe for free.

Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.

Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.

Related articles

More articles on Personal, Team, and Organizational Effectiveness:

A vernier caliperGetting Around Hawthorne
The Hawthorne Effect appears when we measure employee attitudes or behavior — when people know they're being measured, they modify their behavior. How can we measure attitudes with a minimum of distortion from the Hawthorne Effect?
My right foot. Arrow indicates the location of the break.My Right Foot
There's nothing like an injury or illness to teach you some life lessons. Here are some things I learned recently when I temporarily lost some of my independence.
An actual deck chair recovered from the sunken liner TitanicThe Deck Chairs of the Titanic: Obvious Waste
Among the most futile and irrelevant actions ever taken in crisis is rearranging the deck chairs of the Titanic, which, of course, never actually happened. But in the workplace, we engage in activities just as futile and irrelevant, often outside our awareness. Recognition is the first step to prevention.
Three simple carabinersTeam Risks
Working in teams is necessary in most modern collaborations, but teamwork does carry risks. Here are some risks worth mitigating.
A view from the false summit of the Manitou incline in ColoradoFalse Summits: I
Mountaineers often experience "false summits," when just as they thought they were nearing the summit, it turns out that there is much more climbing to do. So it is in project work.

See also Personal, Team, and Organizational Effectiveness and Problem Solving and Creativity for more related articles.

Forthcoming issues of Point Lookout

Srinivasa RamanujanComing August 2: Linear Thinking Bias
When assessing the validity of problem solutions, we regard them as more valid if their discovery stories are logical, than we would if they're less than logical. This can lead to erroneous assessments, because the discovery story is not the solution. Available here and by RSS on August 2.
A hot dog with mustard on a bunAnd on August 9: Counterproductive Knowledge Workplace Behavior: II
In knowledge-oriented workplaces, counterproductive work behavior takes on forms that can be rare or unseen in other workplaces. Here's Part II of a growing catalog. Available here and by RSS on August 9.

Coaching services

I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrenYNFQcOrYakneMsDJner@ChacRFPklFRvoVYIMkxKoCanyon.com or (617) 491-6289, or toll-free in the continental US at (866) 378-5470.

Get the ebook!

Past issues of Point Lookout are available in six ebooks:

Reprinting this article

Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500 words in your inbox in one hour. License any article from this Web site. More info

Public seminars

The Power Affect: How We Express Our Personal Power
Many The Power Affect: How We Express Personal Powerpeople who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.

Creating High Performance Virtual Teams
Many Creating High Performance Virtual Teamspeople experience virtual teams as awkward, slow, and sometimes frustrating. Even when most team members hail from the same nation or culture, and even when they all speak the same language, geographic dispersion or the presence of employees from multiple enterprises is often enough to exclude all possibility of high performance. The problem is that we lead, manage, and support virtual teams in ways that are too much like the way we lead, manage, and support co-located teams. In this program, Rick Brenner shows you how to change your approach to leading, managing, and supporting virtual teams to achieve high performance using Simons' Four Spans model of high performance. Read more about this program. Here's a date for this program:

The Race to the South Pole: Ten Lessons for Project Managers
On 14The Race to the Pole: Ten Lessons for Project Managers December 1911, four men led by Roald Amundsen reached the South Pole. Thirty-five days later, Robert F. Scott and four others followed. Amundsen had won the race to the pole. Amundsen's party returned to base on 26 January 1912. Scott's party perished. As historical drama, why this happened is interesting enough, but to organizational leaders, business analysts, project sponsors, and project managers, the story is fascinating. Lessons abound. Read more about this program. Here's a date for this program:

The Power Affect: How We Express Our Personal Power
Many The Power Affect: How We Express Personal Powerpeople who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.

Follow Rick

Send email or subscribe to one of my newsletters Follow me at LinkedIn Follow me at Twitter, or share a tweet Follow me at Google+ or share a post Subscribe to RSS feeds Subscribe to RSS feeds
The message of Point Lookout is unique. Help get the message out. Please donate to help keep Point Lookout available for free to everyone.
21st Century Business TravelAre your business trips long chains of stressful misadventures? Have you ever wondered if there's a better way to get from here to there relaxed and refreshed? First class travel is one alternative, but you can do almost as well (without the high costs) if you know the tricks of the masters of 21st-century e-enabled business travel…
Go For It: Sometimes It's Easier If You RunBad boss, long commute, troubling ethical questions, hateful colleague? Learn what we can do when we love the work but not the job.
303 Tips for Virtual and Global TeamsLearn how to make your virtual global team sing.
101 Tips for Managing ChangeAre you managing a change effort that faces rampant cynicism, passive non-cooperation, or maybe even outright revolt?
101 Tips for Effective MeetingsLearn how to make meetings more productive — and more rare.
Exchange your "personal trade secrets" — the tips, tricks and techniques that make you an ace — with other aces, anonymously. Visit the Library of Personal Trade Secrets.