6 Things to Know About Self-Directed Learning in the Workplace

Want to pick up a new skill? Do you want to be more competent in a subject? If so, then you’re not alone.

Many adult learners desire to have skills and knowledge that can either help them advance in their careers or help them get their foot in the door in a desired industry. One of the best ways to accomplish this is through self-directed learning, which can be obtained within a company.

Many companies offer this type of special training to their employees to help them go further in their professions, through “self-directed” efforts. And, this kind of training reduces the effort and cost of building elaborate training courses.

What is It?

Self-directed learning (or SDL) takes traditional learning to a new level by directly teaching to learners; and, with adult learners, this type of learning is convenient for them.

For example, if you work in an office setting, SDL might be a way for you to learn from your computer. Not surprisingly, SDL has been around for decades, and has evolved ever since the beginning of its existence. And, when used properly, it can transform the work environment, in terms of attitude, culture, and productivity.

Here’s six things you need to know about SDL:

1. Learning Flexibility

“Flexibility is the most distinctive feature of SDL,” says Kyle Peacock, a tutor at Writinity.com and Researchpapersuk.com. “With SDL, learners are able to design and structure their learning, thus giving them more flexibility in doing so. What makes SDL flexible are the steady development of information and communication technologies that are used to make it all possible for the learner.”

2. The “Learning” Process

SDL involves the ability to:

• Evaluate your knowledge and skills.
• Formulate a plan based on goals.
• Find and evaluate valuable information with Personal Knowledge Management skills.
• Identify important information in quality sources.
• Identify opportunities that appear in the environment.
• Organize information with meaning.
• Communicate (written, sharing, and speech) new knowledge.
• Manage time
• Remember and apply new knowledge and skills.
• Practice metacognition (monitoring and evaluating your learning.

3. Learners Can Understand Responsibility And Ownership

SDL will have learners take responsibility for their own learning, since learning is a tool that will help them solve real-life problems and fulfill their personal and professional duties and obligations. As they’re motivated to learn, they’ll eventually take ownership of their learning.

4. Customised Learning

The truth is, no two learners are alike; and SDL understand that. With that said, this type of learning can be adjusted to a learner’s specific needs, and at their own pace. SDL understands that all learners absorb information differently.

For example, some people like to read, while others want to get straight to the point. And that’s okay! SDL breaks the mold by allowing learners learn however and whenever they want – whatever feels comfortable for them.

5. Learners Are Empowered

“Learners can take charge of the learning experience with SDL,” says Linda Adams, an HR blogger at Draftbeyond.com and Lastminutewriting.com. “Depending on the learning style of learners, training allows them to steer it along whatever track they want, thus letting them transition from desk to job at their own pace.”

In hindsight, SDL empowers learners, by doing the following:

• Offering the right tools and technology
• Providing easy access to content
• Establishing an organizational learning culture that encourages and facilitates SDL

6. Deeper Learning V. Surface Learning

SDL encourages deeper learning, versus only learning some of the content (or the “surface” of something).

For example, when an instructor teaches a task to a learner plainly and directly, the learner will only learn the task, and nothing more. But with SDL, the learner not only learns the content, but also be able to apply this concept towards situations.

In short, with deep learning, learners can:

• Think about the task critically
• Wrap their minds around the task
• Do more than just memorise terms and concepts
• Put concepts and ideas to work in various scenarios

Conclusion

SDL is a desired workforce training concept for many companies and organizations. SDL allows employees to adapt to the ever-changing workplace, as well as have them develop lifelong learning skills that can help them contribute to a better learning culture.

Although SDL won’t happen overnight, companies must work to bring this idea into fruition. Once SDL is established in a company, the workforce will be able to establish a great learning culture that helps not only the employee, but also the company itself.

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