Ever feel like it’s difficult to get your team to engage with learning and development? You schedule training sessions, send out calendar invites, and… crickets.
Or maybe you’re faced with a team of independent learners, each with their own unique styles, paces, and preferences.
Traditional L&D often struggles to keep up with the unique needs of today’s workforce. Employees crave flexibility, autonomy, and the ability to learn at their own speed, on their own terms.
They want to be in the driver’s seat, not passively spoon-fed information.
That’s where self-directed learning steps in. With it, you hand over the reins and empower learners to take ownership of their development journey.
In this blog post, we’ll dig into the world of self-directed learning, explore its benefits and give practical guidance on how to unlock your team’s potential and transform the way they learn.
Let’s see how to transform dependent learners to self-directed learners.
What is self-directed learning?
Self-directed learning flips the traditional learning model on its head. Instead of passively receiving information, learners take charge, identify their own learning needs, and choose how they want to acquire knowledge and skills.
Self-directed learning is all about trusting them to identify their knowledge gaps, explore relevant resources, and acquire the skills they need to grow.
Let’s say a software developer wants to master a new programming language. Instead of relying solely on instructors or a company-mandated course, they might:
- Dive into online tutorials and coding challenges, experimenting with different approaches and learning from their mistakes.
- Join a community forum where they can connect with fellow developers, share knowledge, and get feedback on their code.
- Read technical blogs and documentation, staying up-to-date with the latest advancements in the field.
Benefits of self-directed learning
Self-directed learning is important because it gives the opportunity to make learning autonomous. Our Annual L&D Benchmark report showed that 37% of Gen Z will look for a job elsewhere if they don’t have adequate training opportunities. Encouraging a culture and practice of self-directed learning creates a strong foundation for other learning environments to thrive, even without formal training.
Plus, it offers numerous benefits for both self-learners and organizations. Let’s review them.
Boosts confidence
When employees take ownership of their learning journey, they develop a sense of agency and confidence. In turn, this helps them develop a growth mindset, encouraging workers to confront challenges and continuously strive for improvement.
Take our programming executive as an example. After all the self-study and confidence the executive gained, they’re probably hungry to keep going, even after “training” has finished.
Enhances critical thinking
The real beauty of self-learning is that it also builds critical thinking skills. Employees have to actively seek out knowledge, evaluate different perspectives, and apply what they’ve learned to real-world situations.
Leaders, in particular, benefit from honed critical thinking skills as they navigate complex decisions, strategize for the future, and guide their teams through ever-changing landscapes.
Offers flexibility
Self-directed learning offers more freedom and adaptability than traditional employee training programs. It fits into the needs of the learners and therefore takes a lot of pressure off them.
A working parent might prefer to learn during their commute, while a recent graduate might dedicate their lunch breaks to expanding their knowledge.
Leaders also benefit from this flexibility because they can change their learning to fit their needs and schedule. For instance, a busy executive could use microlearning modules to acquire new leadership skills during short breaks throughout their day.
Inspires motivation
Self-directed learning taps into intrinsic motivation. When employees have the autonomy to choose what they learn and how they learn it, they become more invested in the process.
A salesperson who decides to learn advanced negotiation tactics through interactive simulations is likely to be far more engaged than someone forced to sit through a generic sales training seminar.
Encourages problem-solving
Self-directed learning encourages employees to become proactive problem-solvers. Instead of waiting for instructions or relying on others for solutions, they develop skills and confidence to tackle challenges independently.
A customer service representative who proactively researches common customer issues and develops a knowledge base of solutions is better equipped to handle inquiries efficiently and effectively.
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Builds important soft skills
Self-directed learning isn’t just about learning technical skills. It’s also a great way to learn important soft skills like communication, collaboration, and time management.
A designer who actively participates in online design communities and collaborates with other designers on personal projects is honing their communication and teamwork skills in a practical setting.
Challenges of self-directed learning in L&D
While self-directed learning brings a world of benefits, using it effectively within an organization isn’t without its hurdles.
Lack of clear guidance
Giving employees complete freedom to choose their learning path can sometimes overwhelm them. Just imagine how a new hire feels when faced with a vast library of resources and no clear guidance on where to start.
Offering proper guidance helps employees finding the information they need and want.Pro tip
Too many resources
The internet is a wondrous place, but it’s also a breeding ground for distractions. Employees engaged in self-directed training might find themselves falling down internet rabbit holes, jumping from one intriguing article to another, without actually achieving any tangible learning outcomes.
L&D professionals need to introduce strategies and tools to help employees stay focused, manage their time effectively, and avoid getting sidetracked.Pro tip
Time constraints
According to research, time constraints are the ultimate buzzkill for self-improvement. Ask yourself, who’s going to prioritize expanding their knowledge when they’ve got deadlines, meetings, and tasks coming out of their ears?
Invest in bite-sized courses that are perfect for busy schedules and can encourage continuous learning.Pro tip
Confirmation bias
Another one of the potential pitfalls of self-directed learning is that employees might gravitate towards resources that confirm their existing beliefs and biases, inadvertently creating an “echo chamber” that limits their exposure.
L&D professionals need to encourage employees to step outside their comfort zones, explore different viewpoints, and engage in critical thinking.Pro tip
Measuring the impact of self-directed learning can be tricky. Unlike traditional training programs with clear learning objectives and assessments, successful self-directed learning often involves a more personalized and less structured approach. L&D professionals need to find creative ways to track progress, measure learning outcomes, and demonstrate the value of self-directed learning to the organization.
3 steps to inspire self-directed learning in the workplace
Inspiring self-directed learning in the workplace is how you can reap the benefits we just covered.
Now, let’s look at three key steps that will set your course.
Step 1: Develop a continuous learning culture
Self-directed learning thrives in an learning environment where learning is valued, encouraged, and embedded in the company’s DNA.
To inspire a learning culture, start by shifting the mindset from “training is something you do once a year” to “learning is an ongoing journey.”
To help you do that, think about setting aside dedicated learning time, where employees are encouraged to explore topics of interest, even if they aren’t directly related to their current roles.
In addition, you can organize lunch-and-learn sessions where employees can share their expertise with colleagues from any department.
For a deeper look at how you can do this, check out the Keep it Simple podcast episode with Andy Lancaster on building a strong learning culture.
Step 2: Invest in an LMS
Effective employee training software give employees access to a wealth of resources at any time and any place.
A powerful LMS lets you add your own materials, generate courses with AI in minutes, or choose from a library of ready-made courses—giving employees the freedom to learn and grow at their own pace.
When choosing the right LMS, look for one that supports blended learning, clear learning paths, and skills development. These features empower employees to take charge of their growth, recognize their strengths and weaknesses, and improve their performance.
Step 3: Evaluate learning outcomes
While self-directed learning might seem less structured than traditional training, it’s still just as important to evaluate its impact.
This doesn’t mean bombarding employees with tests and quizzes.
Instead, focus on measuring the real-world application of knowledge and skills. Have employees demonstrate their learning through presentations, projects, or by sharing their insights with colleagues.
An LMS with strong reporting and analytics features, will give you thorough learning data to draw from.
3 examples of self-directed learning in the workplace
Self-directed learning is happening right now in organizations around the globe. Here are a few real-life examples from top corporations to help inspire and motivate you:
1. Google’s “20% Time”
Google is known for letting its employees spend 20% of their work hours on personal projects and learning. This effort has resulted in a well-oiled machine of a team, capable of creating some of Google’s most groundbreaking products.
2. LinkedIn Learning at Microsoft
Microsoft supplies its employees with free access to LinkedIn Learning, a vast online library of courses covering a wide range of topics, from software development to leadership skills.
Employees can choose courses that align with their interests and own learning goals, letting them develop their skills at their own pace and convenience.
Some LMSs even have integrations with LinkedIn Learning or other providers, so training can be centralized in one place.
3. “Hackathons” at Facebook
Facebook regularly hosts “hackathons,” where employees from different departments come together to collaborate on innovative projects and learn new skills. These events provide a platform for employees to experiment with new technologies, brainstorm creative solutions, and develop their problem-solving abilities.
Ready to lead the learning revolution?
Forget the dusty training manuals and rigid learning schedules. Self-directed learning is about igniting a fire within your workforce, a thirst for knowledge that pushes the boundaries of traditional L&D.
So, let go of the reins, embrace the uncertainty, and watch as your employees transform into a thriving team of self-directed learners. The future of work belongs to those who aren’t afraid to take ownership of their own development.
Originally published on: 13 Sep 2017 | Tags: Employee Training,Self-directed learning
