What Is Self-Directed Learning? First Steps And A Case Study
In simple terms, the self-directed learning approach is all about transferring the onus of learning to the learner(rather than the instructor/teacher. In the context of corporate learning, it amounts to empowering employees to make the required decisions on their learning.
In contrast to the typical “push” based approach that most organizations have wherein the stipulated online trainings are planned and rolled out through the LMS, the self-directed learning is about giving the control to the learners on how they want to learn, what path they wish to choose, over what time frame, and so on.
As you will note, this approach provides control to the learners and gives them the option to decide what they wish to learn and when, and how.
What Are the Key Benefits As You Adopt Self-Directed Learning?
Organizations accrue several benefits as they adopt measures to promote self-directed learning, as it equips learners in many ways, as shown here:
- Self-directed learning offers a more relevant learning option to the
learners: Given the fact that learners get to choose what they want
to learn, they can pick and choose the learning assets that are
relevant to them.
- Self-directed learning nudges the learners to acquire new skills or
hone their existing skills to mastery.
- Self-directed learning offers the control that adult learners seek:
All adult learners want control of what and how they learn rather
than being “prescribed” what they should learn.
- Self-directed learning offers the flexibility to match each learner’s
learning style: By giving the control to the learner, they can opt
for learning assets that resonate best with them.
- Self-directed learning facilitates the ongoing consumption of
updates, new information, and related information that can equip
learners to perform better.
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