Training Industry Magazine - Winter 2023 - 38

Shuang Geng, Kris Law and Ben Niu
also noted that self-directed learners
also tend to seek additional resources
to supplement their learning.
A self-directed learner is not the
same as someone who is assigned an
eLearning course and can do it at their
own pace. In that self-paced role, the
learner does not necessarily have the
same heightened interest in the course
or program and needs to determine
what they want to learn.
Self-directed learning is powerful
because of the self-motivation factor.
The individual takes the initiative to
learn and may receive help from others
or go on their own because of the
need or desire to learn. Many tertiary
institutions have realized the power of
self-directed learning and have included
aspects of it in their curriculum in various
formats, such as independent studies
and projects.
Self-directed
Learning and
Today's Workforce
Today's employers can capitalize on
self-directed
learning
to
ensure
a
more engaged workforce. An engaged
workforce means better performance,
as enthusiasm and dedication are
enhanced. According to Gallup, " low
engagement alone costs the global
economy $7.8 trillion. So, organizations
should strive to have a highly engaged
workforce across all generational
cohorts. The most influential generation
in the workforce today is the millennials.
According to the Pew Research Center,
millennials are the single largest
generational group, with 35% making
up today's workforce. This cohort is
expected to grow to 75% by 2025.
Additionally, millennials are the least
engaged in the workforce. According
to Gallup research, 55% are not
engaged. Employers can engage
this burgeoning workplace cohort by
harnessing the power of self-directed
It is simple; millennials want to learn, so we
need to provide learning opportunities.
Effectively
executing
self-directed
learning with this significant workplace
cohort increases learning efficiency and
enhances individual performance and
overall business effectiveness.
More than 50% of millennials would learn
a new skill to perform a new function to
enable career success. Organizations
should endeavor, therefore, to harness
that learning power if learning equates
to engagement. Research indicates
that millennials learn differently than
other generational groupings. They
tend to learn experientially in realworld
learning environments and with
real-world examples. Millennials are
tied to technology, so offering learning
opportunities to their learning style
would be appealing.
learning. According to Statista, 61% of
millennials feel that learning is key to a
successful career.
According to Anu Galhotra, the learning
preferences of millennials are varied,
and they favor learning that meets those
diverse needs. Self-directed learning
can fill that learning gap.
Therefore, if learning engages employees
and improves performance, capitalizing
on the power of self-directed learning
for an improved workforce should be
a priority for organizations. The big
question is how to harness that power.
Harnessing the Power
of Self-directed
Learning
Here are five strategies that may be
useful to assist in harnessing and
unleashing the power of self-directed
learning within an organization:
Develop a continuous learning
culture. Providing a learning
culture means encouraging
employees to learn to become
self-directed learners. This
culture is achievable in a variety
of ways. For example, start the
conversation within the company
on the benefits of learning and
the advantages of expanding
job skills. Motivate them to learn
through informational sessions
Upskill
É Learning
additional jobrelated
skills.
Reskill
É Learning new
job-related skills.
É Learning new
skills unrelated
to the job.
É Change jobs/
careers.
É Enhancing
current skills.
Cross-skill
Three Skills
Peterson, Carole, Dr. (2022)
| 38
É Developing
new skills used
in a different
function or in
cross-functional
collaboration.

https://link.springer.com/article/10.1186/s41239-019-0147-0 https://www.statista.com/statistics/1017740/employees-sense-success-organization-generation-worldwide/ https://elearningindustry.com/how-millennials-learn-challenges-ld-managers-face-when-training-employees https://trainingindustry.com/glossary/elearning/ https://www.forbes.com/sites/markcperna/2022/10/31/74-of-millennials--gen-z-think-they-can-build-better-skills-at-a-new-job/?sh=5a96efa6a313 https://rapidlearninginstitute.com/blog/study-millennials-learn-best/ https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx https://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/ https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-dttl-2014-millennial-survey-report.pdf https://www.gallup.com/workplace/231587/millennials-job-hopping-generation.aspx#:~:text=The%20majority%20of%20millennials%20(55,or%20passion%20into%20their%20jobs

Training Industry Magazine - Winter 2023

Table of Contents for the Digital Edition of Training Industry Magazine - Winter 2023