A comparison of organised and self-organised learning in the workplace

What is the difference between L&D organised and managed learning AND self-organised and self-managed learning? In the graphic below I have plotted some of the activities of both approaches to learning in the workplace.

Although most interest still focuses on the top half of the graphic – ie providing services and tools for L&D to organise (ie design and deliver) as well as manage learning in the workplace, there is growing interest in supporting self-organised learning at work.  So, what does this mean for L&D?  Well, it is much more that just providing a library of self-service courses and resources, and managing usage in a LMS! It means a new mindset, new activities and new skills – for both L&D and the entire organisation.

For L&D it’s all about enabling and supporting a continuous independent approach to self-improvement and self-development. So, if you would like to find out more about what this means, come and join the next online workshop where we will be looking at:

  1. Changing mindsets: Preparing individuals and managers for continuous independent learning
  2. Helping managers enable and support continuous independent learning
  3. Helping individuals learn from their daily work
  4. Helping individuals acquire (or hone) the skills for learning on the Web
  5. Helping individuals provide structure to their planned learning by managing their own professional self-development

2,213 total views
The following two tabs change content below.

Jane Hart

Jane Hart helps organisations and learning professionals modernise their approaches to workplace learning - through public workshops and bespoke consultancy. She is the Editor of the Modern Workplace Learning Magazine, and is the author of a number of books including Learning in the Modern Workplace 2017 as well as the resource: How to become a Modern Professional Learner. You can contact Jane at Jane.Hart@C4LPT.co.uk.