E-Learning

How to Implement Self-Directed Learning in Modern Remote Workplace?

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Self-directed Learning

Over the past few decades, the global workforce has been continually evolving because of several factors. The digital revolution has contributed significantly towards reshaping the mix of employees. Meanwhile, an uncertain economic climate, a multigenerational workforce, and newer skills have placed a premium on reskilling, upskilling, and continues learning. Traditional training programs focus on making learners towards baseline competencies. However, self-directed learning helps learners to shift from baseline towards mastery.

Self-directed learning refers to a process where learners take the initiative to identify their learning needs, develop learning goals, implement appropriate learning strategies, and examine learning outcomes. In other words, it refers to shifting the learning responsibilities from trainers to learners. It gives more freedom to learners in letting them choose what and how they want to learn.

What are the benefits of Self-directed learning?

Self-directed learning is one of the effective ways of evolving your employees and developing their skillsets. Let’s have a look at its benefits:

  1. Development of specific skills: When your employees can choose their learning paths, they will have more chances to evolve and develop skills, thus improving their value.
  2. Adaptable to learner’s specific learning needs: The self-directed learning model allows your learners to learn in a way they want. It breaks the mold of teaching in one similar manner.
  3. Provides deep learning: With a self-directed learning strategy, learners will understand the concepts quickly and practically apply them.

Why don’t the existing corporate training approaches deliver the required value to learners?

  1. Learning and development professionals push training to their employees instead of letting them pull on their own: Learners retain more self-directed learning and deliver more of what they have learned to the workplace.
  2. Traditional Training doesn’t meet the modern dynamic remote workplace needs: Certainly, today’s modern learners cannot learn in the same environment that existed a few years ago. Traditional learning strategies will not work for work from home concepts.
  3. Existing corporate training programs don’t meet modern learners’ needs: The modern learner needs professional and practical knowledge beyond a scripted corporate training program curriculum. When you encourage your employees to pursue self-directed learning strategies, they develop their skills and deliver real-time work performance. 

Steps for Implementing Self-directed Learning Strategy.

Implementing a self-directed learning strategy is a five-step process. 

  1. Initiation: 

Initiate your remote learners to this evolving learning theory to have clarity and visibility on their learning opportunities and goals. Furthermore, you can utilize tools like emails, newsletters, video messages, etc., to support the initiation.

  1. Awareness:

Establish a seamless flow of employee engagement, awareness-building campaigns based on every employee’s role in the organization. You can make use of the following tools for creating awareness among your employees:

  • Posters
  • Banners
  • Hoardings
  • Video-Based Case-studies
  1. Engagement:

Deliver engaging training content to your learners to make them absorb content. Leverage tools like Gamification, Just-in-time training, assessments, performance evaluations, etc.

  1. Collaboration:

Leverage collaboration tools like social learning, surveys, feedback forms, etc., to measure a training program’s effectiveness and performance. 

  1. Evaluation:

Make use of feedback to measure, monitor, and analyze the effectiveness of the self-learning approach. Leverage the following tools to determine the effectiveness, efficiency, and impact of the training:

  • Data Analytics
  • Polls
  • Surveys
  • Feedback Sessions

How to Incorporate Self-directed Learning in a Modern Remote Workplace?

Today, it has become easier for employees to learn almost anything on their own with information available at their fingertips. However, the future needs employees who can adapt to the evolving eLearning trends themselves. Correspondingly, self-directed learners are in great need of their quest for learning. However, such learners are hard to find. What if organizations encourage their employees to be self-directed learners?

Let’s have a look at incorporating a culture of self-learning in remote workplaces.

Establish a learning culture in your organization:

An organization that cares about its employees’ learning needs will have a regular employee development program and consistent learning culture. A constant learning culture is the one where learners and learning are both valued. Encourage your employees to become self-directed learners by giving value to learning. 

Furthermore, it’s essential to recognize and reward employees who have upskilled themselves remarkably. Provide your employees the freedom to learn anytime and anywhere through mobile learning. 

Evaluate the current level of Self-Learning:

Organizations must determine the current level of self-learning to encourage their employees to self-learning. Furthermore, you can create self-learning assessments by writing down competencies that your employees need. The assessments will help your employees to focus on the skills and competencies they need the most. 

Set Learning Goals:

Encourage employees to set learning goals for themselves. Provide your employees with a personalized roadmap of skills and competencies they should strive to achieve. Significantly, you can leverage gamification to reward employees for helping them achieve their learning goals and objectives. 

Provide access to Learning Materials:

Give your learners complete access to all the training materials through your organizations’ learning management system. Give them the freedom to choose whatever they want to learn and ensure they can access training content through their smartphones. Additionally, offer them physical training materials like books and periodicals to speed up the process of learning.  

Conclusion

Existing corporate training programs have their restrictions, especially in ever-changing workplace dynamics. These programs can only help employees to achieve surface proficiency rather than deep learning. To make your learners progress through their performance, training managers should leverage continuous self-directed learning into remote workplaces. 

Teaching self-directed learning to your employees is a slow process, but it is an accomplishment. Give your employees time to develop the required skills by continuously motivating and encouraging them.

Kloudlearn helps your employees to become independent for learning and encourages them to develop new skills to accomplish their professional learning goals. You can create interactive and engaging training programs using a built-in course authoring tool. Encourage your learners towards self-directed learning by rewarding them with our gamification support. Offer your modern remote workplace a seamless and engaging learning experience with our mobile application. Contact us and find out how Kloudlearn can help you achieve your dynamic enterprise training goals. 

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