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:
- Changing mindsets: Preparing individuals and managers for continuous independent learning
- Helping managers enable and support continuous independent learning
- Helping individuals learn from their daily work
- Helping individuals acquire (or hone) the skills for learning on the Web
- Helping individuals provide structure to their planned learning by managing their own professional self-development
Latest posts by Jane Hart (see all)
- 10 Myths about Modern Workplace Learning - 5 September 2017
- A comparison of organised and self-organised learning in the workplace - 29 August 2017
- What does the 6th annual Learning in the Workplace Survey say about the state – as well as the future – of L&D? - 8 August 2017
- Here’s more about the work of a Modern Learning Advisor - 1 August 2017
- The case for the new role of a Modern Learning Advisor - 25 July 2017