With new-age learning technologies being more prevalent and more advanced than ever providing access to considerable training content, self-directed learning is often encouraged and promoted.
However, even with the most accessible technology and the most user-friendly, engaging and rewarding content, there may still be many barriers preventing learners from maximising their self-learning potential. We take a look at some of these below:
1. Time poverty — Without mandatory training imposed, monitored and tracked, then it’s far more likely that employees will put off training, opting for something less intensive.
2. Motivation — Motivation levels will vary enormously across employees and at any given time they will vary. For some, the thought of pursuing their own development through training is attractive, for others, it could be a chore.
3. Where to start? — When faced with too much choice and lots of information to make sense of before any decisions can be made some employees may feel the task is daunting or not structured enough.
4. A liner progression? — Self-directed learning tends to follow linear thought processes. In the absence of debate, other perspectives and input from colleagues then there may be an increase in unconscious biases.
5. Showing progress —We’ve completed training we want to feel a sense of achievement. Without clear measurement then it can be problematic trying to track, monitor and return feedback on self-initiated learning. This may then affect motivation levels to do more.
So how do you help promote self-initiated learning while acknowledging the above factors?
There are a number of ways you can do this:
• The first step is to identify the learner’s needs. Conducting assessments can help to identify knowledge gaps and areas to target, as well as 360 reviews with colleagues.
• Consider the practical needs of the learner; how they can access content, when, where? And how often? A learning plan can be created that is both practical and feasible.
• What are the learner’s expectations? Do they respond well to training? Do they have any learning preferences?
By working together and compiling a semi-structured and self-paced learning programme that provides some general course guidance, an employer can course help employees get the most from their training, help them move through training modules, stay on track and gain new knowledge effectively.
Find out how BentoBot can be used to support self-initiated learning. Contact: [email protected]