Guerilla Learning!

This weeks post was written by Adam Weisblatt, a Learning Technologist focused on creating environments for great learning experiences. A specialist in the selection, deployment and optimization of learning infrastructure and tool sets that support the delivery of online and in person training, Adam is a creative problem solver with an in-depth understanding of the workflow and business drivers that Learning Professionals grapple with every day. He has over 20 years of experience in all aspects of corporate learning, and he has a proven track record of implementing the infrastructure required to consolidate training efforts across business units and country offices. Adam learned about business from his father’s electrical contracting company. He expressed his creativity and leadership by running a Performance Art Troupe while at art school and he fueled his passion for learning by being an instructor, an eLearning designer, and a blogger. Adam writes about the intersection of technology and learning and how it is reshaping business. He promotes a business-driven learner-centric approach to using learning technology. He believes in opening up the definition of what learning can be.  Reach Adam at: Twitter  @weisblatt or    Email

I was on #chat2lrn a while back and we were talking again about how difficult it is to get buy in from our organizations on all the innovative things we learn from our online community and the conferences we go to. A phrase popped into my head and I typed it into the Tweet Chat window: Guerrilla Learning. Suddenly there were a ton of retweets with people saying, “What a great idea.” But it wasn’t an idea. It was just a clever phrase. I had no idea what Guerrilla Learning was.

Later on I thought about the problem. Why is it so hard to implement new ideas in an L&D environment? After all, as learning professionals, we are expected to find out about the latest innovations. That’s why we go online and attend conferences. We get all revved up on the possibilities of transforming learning. We see the future impact of technology on work. But when we come back to our teams and share our enthusiasm with them, we get nothing. “Oh that sounds great, but it won’t work for my program.” You know how learning people are. The project they are working on today is the most important thing to ever happen in this company. They don’t want their high priority, high visibility, high stakes project to be your guinea pig.

The problem is that without a guinea pig, your new ideas are not going anywhere. I thought more about what Guerrilla Learning would look like and how it might solve the problem. What if I became a rebel? What if I created learning programs under the radar? What if I asked for forgiveness rather than permission? I could create programs, deploy them without anyone knowing and then declare success.

Of course, I would have no content, no resources, no audience and no budget.


  • Think small. If you run a small program, you don’t need much content.
  • Be a junk collector. Dig deep into the bottom of your LMS and pull out some old content that’s been sitting there for a while. No one will mind you using that.
  • Curate content instead of creating it. Use content that already exists. But don’t just make a link farm. Put some context around the content to give it relevance to the learner.
  • Let the learners create the content. Set up a place where they can contribute their own ideas and resources.
  • Create experiences instead of content. Give instructions for learners to go out on their own or in a cohort and experience the learning through activities.


  • Use what you have at hand. Your phone has a video camera in it that is better quality than a top of the line camcorder from 20 years ago.
  • Use free tools and resources. Cloud-based tools usually have a free version. Use this just to get started.


  • Start with your network. Every viral video had to start somewhere, and that is usually with your friends. Get them to be your conspirators.
  • Use social media. First though, you need followers. Go on your company’s social media tool and post about yourself, your work and resources you’ve found. Then, once you get a following, you can post about your programs.
  • Use reverse psychology. Tell people that no one is supposed to know about this and people will want to be involved.

Once you’ve created the program and ran it successfully, you can present to senior leadership like it was a planned, sanctioned program. You will already have an audience that you’ve built for the full version. Just remember to talk to them about their experience. You are innovating and by definition you will make mistakes. Take advantage of people’s willingness to help you find and resolve them.

You are well on your way to creating Guerrilla Learning. Viva La Revolution!

Go to my Facebook page to access resources and examples:

Please share your thoughts, experiences and opinions. Join us for #chat2lrn Thursday, May 19th, 08.00PDT/11.00EDT/16.00BST and let’s chat about it!



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