Training Industry Magazine - Winter 2023 - 39

and learning fairs. Organizations
can also offer opportunities
for upskilling, cross-skilling or
reskilling (see Figure 1).
Increase access to learning
opportunities. Provide a stressfree
learning environment where
employees can learn when and
how they want. That would mean
providing many learning choices and
opportunities in various modalities,
such as eLearning, video-based
learning, mobile learning, webinars,
social learning, lunch and learns,
virtual learning, mentorship and
instructor-led learning. Ensure there
are choices and availability of all
types of courses: not just workrelated
courses, but also courses
that are for sheer enjoyment.
For instance, you could offer
courses on photography, guitar
and mindfulness.
Remove obstacles that may
deter
learning. For instance,
ensure that the learning
management system (LMS) is
modern and user-friendly and can
house different learning content in
various styles and formats.
Develop a learning community.
One example might be an intranet
community site where employees
can share ideas and information
on what they are learning, courses
they have taken and training ideas.
Having that in-house learning
community will invigorate both
learning and learners.
Encourage employees to
participate in training.
Organizations should not follow
the mantra, " If you build it, they will
come. " In addition to providing the
opportunity, organizations should
also encourage those not naturally
motivated by learning. Organizations
can provide rewards and recognition
for learning achieved or even
create learning competitions.
Organizations, however, will have to
be creative in this endeavor.
É Self-directed learners have the flexibility to select, design and
structure their learning.
É Self-directed learners are responsible for their own learning.
É Organizations provide tools, technology and easy access to
learning and learning options.
É Self-directed learning shifts learning responsibility from
employers.
É Employees should be encouraged and motivated towards selfdirected
learning.
É Leadership should support self-directed learning to aid in the
success of a learning culture.
É The power of self-directed learning lies in its flexibility to
structure one's learning, take charge of the learning process and
make decisions about the outcome.
Conclusion
Self-directed
learning
is
powerful on
many fronts, from individual, educational
and organizational perspectives.
Individuals who love to learn have already
harnessed the power of self-directed
learning. Organizations will have to learn
how to leverage this power across all
generations within their company to
maintain a high-performing and effective
workforce. If an organization has not
figured out how to do so effectively,
now is the time to figure out how to
leverage that power and maintain it. This
will ensure an engaged workforce and
business success in the 21st century.
Dr. Carole Embden-Peterson is a senior
learning architect for Mitsubishi Electric
Trane HVAC. Email Carole.
TRAINING INDUSTRY MAGAZINE - WINTER 2023 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
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Training Industry Magazine - Winter 2023

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