According to a study contracted by Lunyk-Child et al. (2001), effective self-directed learning requires that learners appreciate its value. Imagine that you are an L&D practitioner in an organisation, where the senior management supports self-directed learning; yet, the employees are inclined to engage in such activity. What would you do? Could you find a solution that would benefit both the organisation and the employees?
What will be an ideal response?
? It is important that the organisation promotes self-directed learning by offering a
wealth of alternative types of learning (content-wise, process-wise, method-wise).
If not, then too much responsibility falls on the learner.
? Clarification on the concept of self-directed learning needs to be offered so that
the L&D practitioner ensures that senior management and employees are on the
same page.
? Benefits of self-directed learning need to be highlighted.
? Employees who already use self-directed learning could act as role models for the
rest of the personnel.
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