Fact: Employees want a self-directed learning experience.
Myth: To achieve self-directed learning, L&D departments just have to make or buy online courses, load them into an LMS, and let employees figure it out from there.
Here’s the thing: self-directed learning might sound like a hands-off affair, but that isn’t the case. If you want to give your employees more ownership over their training, you’re on the right track. But without a solid L&D infrastructure, freedom quickly crumbles into confusion and aimlessness.
Fortunately, even employees who prefer self-directed learning want guidance and support. According to LinkedIn’s Workplace Learning Report, 74% of learners want the freedom to take training courses during their spare time, at their own pace. But among that very same group, 75% of respondents want their managers to recommend courses.
What’s the takeaway? Learners want to drive their own learning, but they need a knowledgeable copilot to keep an eye on the map.
Self-directed learning is the future of workplace training, and that’s a good thing: it’s decentralized, flexible, and a good fit for our new digital normal. But leaving learners to fend for themselves in a sea of training content is a recipe for failure, both for the employee and for the organization. To make self-directed learning work, L&D must support it with the right tools, culture, and systems.
Here’s what you need to know to understand and execute great self-directed learning.