Often, what we learn independently is more memorable and engaging than what we’re simply told in a classroom.
That’s why the trend for self-directed learning has gathered so much momentum.
Self-directed learning is when individuals take control of their own learning process, setting goals, finding resources, and evaluating their progress.
When People teams champion this autonomous approach to learning, it can help employees feel more engaged with their work and more confident, empowering them to be more innovative and to drive results at their organization.
Why should you consider implementing self-directed learning into your strategy? Autonomy and engagement: It allows employees to take ownership, leading to higher engagement and job satisfaction.
Research shows that autonomy is linked to stronger performance and job commitment.
Relevance: Individuals and managers address skills gaps effectively, ensuring that learning resources are tailored to meet individual and departmental needs.
Performance and job satisfaction:
Research by Josh Bersin shows that employees who devote a lot of time to learning are more likely to report greater confidence (21%), productivity (39%), and a willingness to take on more responsibilities (23%).
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