Posts tagged Self-Directed Learning
How the neuroscience of self-directed learning ties to competency models
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This article in CLO Magazine describes why we build competency models the way we do - the science behind it. The idea is that you reverse engineer your best performers, so you can sort of, well, clone them.

During our Rapid Job Analysis Workshop, once we identify the skills that should part of the model, we ask top performers the important question, "what did you do to learn how to do this?" to identify their most valuable learning experiences. Once they are captured, our customers have the recipe to create similar experiences so non-top performers can try them.

Remember that "purpose" is how I contribute to the organization's strategy.

Thank you to Dave Conner, EdD, SPHR, ACC for sharing it with us!

News / Events / Blog Posts | SkillDirector
How can I pursue an employee-driven development approach and track completion? Is it important to track self-directed learning?

Tracking is always an interesting question.  In the LMS, we track completions.  But what does that really tell you?  Not much.  Do you think business leaders care much about completions?  Plus, you’re mostly tracking formal learning, which leaves out 90% of how people really learn (workflow/informal learning & collaborative).

What you really want to track is the combination of: what did a person choose to pursue for professional development, did they follow through with it, and most importantly, did their skills and results change as a result?  That’s the language of business leaders.

You want to create a continuous improvement loop where you (and they) can examine these things and make regular adjustments. 

Assess your skills (how can I get to great?) →  

Review your Personalized Learning Plan →

Create a short-term Development Plan (what can I do this month or this quarter?) →

Execute the plan →

Re-assess (and repeat)

Today, if you have a lot of one-size-fits-all learning where people are assigned to participate, they may not have a lot of motivation.  With self-directed learning, people select development activities on a Personalized Learning Plan tied to skill gaps because it’s relevant to both their job and their needs.  Therefore, it has the best chance for accelerating learning transfer, assuming the activity is good. 

So track what people select (from the Personalized Learning Plan), track activity completion, and track change in skill (and results) over time.  That is the kind of tracking that will make you VALUABLE to business leaders.

News / Events / Blog Posts | SkillDirector
Leverage the neuroscience of self-directed learning to clone your top performers

This article on the Neuroscience of Self-Directed Learning describes why we build competency models the way we do - the science behind it.   The idea is that you reverse engineer your best performers, so you can sort of, well, clone them.  They pursue the purpose, which is the corporate strategy… translated into what the organization needs them to do in their role.

During our Rapid JTA Workshop, once we identify the skills that should part of the model, we ask top performers the important question, "what did you do to learn how to do this?"  to identify their most valuable learning experiences. Once they are captured, our customers have the recipe to create similar experiences so non-top performers can try them.

 

News / Events / Blog Posts | SkillDirector
How can self-directed learning apply to roles with limited upward mobility?

There were actually 2 related questions posted by webinar participants: 

  • How can self-directed learning apply to roles with limited upward mobility? 
  • How can you help employees understand that career growth does not always equal advancement/promotion?

With people staying in their jobs longer, there may be fewer upward career options at your organization.  Or perhaps it is simply the nature of the job and/or the company that there are fewer career moves available. 

You can still use competency models to enable people to own their development by helping them become the organization’s experts in their current role.  This gets measured as they assess themselves against the competency model.  Then, they can be task-based mentors for others, or be selected to work on the most challenging projects.

Maybe they can assess their skills and prepare for lateral moves, which is quite common, and keeps people challenged. 

Ultimately, so long as you can help people show movement in their skills, and help them grow, you have the best chance at keeping them. 

How can you help employees understand that career growth does not always equal advancement/promotion? 

Ultimately, you can acknowledge the new social contract, “you may not always want to stay here, but I’m trying to help you develop for the future… whether that is here at our company or elsewhere.”  You want to get employees engaged?  THAT gets them engaged.

 

News / Events / Blog Posts | SkillDirector
How do you train leaders and managers to let employees take charge of their development?

(Question posted by participants in recent webinars)

For our customers, we have toolkits that are designed to help them operationalize self-directed, continuous learning.  In summary, it’s about giving them specific examples, even a “this is what it looks like today when you do X”, “this is what it will look like in the future”, so it’s not so scary.  Give them tools and templates that make it easy for them to learn a new routine. 

They will find that they’ll actually be more effective because they will have more information available to them to make the right decisions.  And... their team will be more effective because they will be intrinsically motivated to improve their skills.

 

News / Events / Blog Posts | SkillDirector
ATD Webinar: Why Employees Taking Charge of Their Learning is Good For You

Register now!  This is a free ATD webinar on Thursday, July 14, 2016 at 1:00 p.m. Eastern Time.

There is a new social contract between employers and employees. Employees expect:

  • Rapid career growth
  • An engaging workplace
  • Self-directed learning

Millennials have grown up with self-directed learning. They realize that learning leads to higher earnings, and they want to take charge. What does this mean for you? You’d better have systems that give Millennials more of a voice and a choice in their learning journeys through self-direction and empowerment. If you don’t, they’ll go elsewhere.

If your organization is like the 92 percent of respondents in Deloitte’s Global Human Capital Trends 2016 study, your leaders are trying to redesign the organization to increase employee engagement and create a stronger learning culture. This webcast will help you meet those goals. You’ll learn how to:

  • Provide employees with tools that promote rapid career growth.
  • Empower and engage employees with self-directed learning. 

Register now.  It's free!  Even if you can't attend, you'll be provided with a link to view it later.

News / Events / Blog Posts | SkillDirector