Self-Directed Learning


thAs a human being that wants to know how to do something, not much can get in the way of that objective.  When we want to learn, we seek out the information and most of the time are not willing to wait very long to get it.

This is why a training function needs to realize that they need to release the reins on learning and allow it to be more self-directed.  You can still have your formal workshops scheduled quarterly on the calendar, but you also need to release content in forms that allow adult learners immediate access.

Personal Example:

I love to cook and I am always interested in learning new techniques, or getting a new appliance to make cooking easier or tastier.  I recently received one of the new electric pressure cookers as a gift, but it did not come with a recipe book.  It had instructions on how to operate the machine, but the expectations as to how it differs from a traditional on the stove pressure cooker were missing.

I immediately went to search online for a cookbook, and landed up on one of the most popular websites, YouTube.  After watching several videos for various recipes that I have used a traditional pressure cooker, I discovered that the recipes were the same.  I not only had several cookbooks on the shelf, but I learned rather quickly they would work the same with my new cooker.

It took me a few days to realize that without thinking, I needed to learn something and I used online content to learn it.  In a few minutes I got my questions answered and was able to go to work.  Self-directed learning was available, and without hesitation I used it to obtain the information I needed.

You can expect your employees to do the same thing, and to once again show value in a corporate training function, work related content should be easy to access and readily available.  Is that the case in your company or do you have some work to do to get up to speed?

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