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How can you support self-directed learning with a learning management system?

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Self-directed learning (SDL) is a process where learners take charge of their own learning goals, strategies, and evaluation. SDL can help employees develop new skills, adapt to changing work environments, and pursue their personal interests. However, SDL also requires support from the organization, especially from the learning and development (L&D) function. A learning management system (LMS) is a software platform that can facilitate SDL by providing access, guidance, feedback, and recognition. In this article, we will explore how you can use an LMS to support SDL in your organization.

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1 Define SDL objectives

Before you design and implement an LMS for SDL, you need to define the objectives and outcomes of SDL for your organization. What are the skills and competencies that you want your employees to develop? How do they align with your organizational goals and values? How will you measure and evaluate the progress and impact of SDL? These questions will help you set the scope, direction, and criteria for SDL. You can also involve your employees in defining SDL objectives by conducting surveys, interviews, or focus groups to understand their learning needs, preferences, and motivations.

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Alena Karabutina

Impact Driven Learning & Development Leader with 14y+ experience | Organizational Leadership and Talent Development Expert | Gen AI Practitioner | Passionate Life-long Learner
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An organization's leadership should take an active role in the process of defining SDL objectives. Critical questions for them to consider are: aside from today's needs, what skills will be needed in the organization in the future to enable its long-term goals; what skills and competencies may become obsolete, and what kind of reskilling should be available to employees; what kind of talent do we want to attract and what are they looking for in company's SDL offerings.

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2 Provide SDL resources

One of the main functions of an LMS is to provide a variety of learning resources that can support SDL. These can include courses, modules, videos, podcasts, articles, books, webinars, simulations, games, quizzes, and more. You can either create your own content, curate existing content from external sources, or use a combination of both. The key is to ensure that the content is relevant, engaging, and accessible for your employees. You can also use an LMS to organize and categorize the content by topics, levels, formats, or learning paths, so that your employees can easily find and select the resources that suit their SDL goals.

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Mariah Bradbury, MBA, MSOL

Learning & Development Manager @ Advisor360o | 2025 President-Elect, ATD Greater Boston | Global Learning & Development | Organizational Development | Leadership Development
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User-friendly categorization in an LMS is essential for promoting SDL. Some benefits are: ?? Enhanced Accessibility: Categorization allows learners to quickly locate and access specific resources. ?? Personalization: Organizing by topics, levels, formats & learning paths, learners can tailor to their individual preferences and goals. ?? Engagement: When content is well-organized and easy to navigate, learners are more likely to engage. ?? Relevance: Ensures that the content remains relevant to the learners' needs and goals while highlighting skills supporting key business initiatives. ?? Efficient Learning Paths: This guides learners through a structured SDL journey, ensuring they acquire skills in a logical and progressive manner.

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3 Encourage SDL autonomy

Another important aspect of SDL is to encourage your employees to take ownership and responsibility for their own learning. You can use an LMS to empower your employees to plan, manage, and monitor their SDL activities. For example, you can use an LMS to enable your employees to set their own learning goals, choose their own learning strategies, track their own learning progress, and reflect on their own learning outcomes. You can also use an LMS to provide your employees with options and flexibility in terms of when, where, and how they learn. For instance, you can use an LMS to offer self-paced, mobile, and blended learning options for your employees.

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Sean McPheat

My new book is out now! Get it at Amazon - 1500 Coaching Questions: What to ask in any situation | Founder of MTD Training & Skillshub | Speaker | Entrepreneur and L&D Awards Winner
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Autonomy is vital if the learner is to create reasons for SDL for the long-term. To do this, concentrate on setting goals, rather than telling people what they should learn. If we simply tell people what the learning should be, they run the risk of learning by rote. However, if we set end goals and let the learner decide on the journey they take, we are giving them a form of autonomy that makes the person buy-in to the overall journey and make them feel responsible and creative on the road to discovery

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Alena Karabutina

Impact Driven Learning & Development Leader with 14y+ experience | Organizational Leadership and Talent Development Expert | Gen AI Practitioner | Passionate Life-long Learner
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In addition to autonomy, it is essential to invest into creating a culture where learning is encouraged and enabled. Asking people to learn and measuring their progress without demonstrating and modeling the behavior or dedicating and protecting time for their development would only demotivate and disengage employees.

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4 Facilitate SDL feedback

Feedback is essential for SDL, as it helps your employees to identify their strengths and weaknesses, adjust their learning strategies, and improve their learning outcomes. You can use an LMS to facilitate feedback for SDL in various ways. For example, you can use an LMS to provide your employees with immediate and automated feedback on their learning activities, such as quizzes, assignments, or simulations. You can also use an LMS to enable your employees to request and receive feedback from their peers, mentors, or managers, either through comments, ratings, or reviews. You can also use an LMS to collect and analyze feedback from your employees on the quality and effectiveness of the learning resources and the LMS itself.

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5 Recognize SDL achievements

Recognition is another key factor for SDL, as it motivates your employees to continue and enhance their learning. You can use an LMS to recognize SDL achievements in various ways. For example, you can use an LMS to award your employees with badges, certificates, or points for completing learning activities, reaching learning goals, or demonstrating learning outcomes. You can also use an LMS to showcase your employees' learning achievements on their profiles, portfolios, or dashboards, or to share them with their peers, managers, or clients. You can also use an LMS to link your employees' learning achievements with their career development, performance appraisal, or reward system.

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Alena Karabutina

Impact Driven Learning & Development Leader with 14y+ experience | Organizational Leadership and Talent Development Expert | Gen AI Practitioner | Passionate Life-long Learner
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A great way to motivate and stimulate learning is through gamification of the experience, for example, with leaderboards and digital badges.

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6 Support SDL culture

Finally, you can use an LMS to support a culture of SDL in your organization. A culture of SDL is one where learning is valued, encouraged, and celebrated by everyone. You can use an LMS to support a culture of SDL by creating and promoting a learning community, where your employees can communicate, collaborate, and learn from each other. You can also use an LMS to support a culture of SDL by modeling and endorsing SDL behaviors and practices, such as setting learning goals, seeking feedback, and sharing learning experiences. You can also use an LMS to support a culture of SDL by providing and allocating resources, time, and support for SDL.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you support self-directed learning with a learning management system?

1

2

3

4

5

6

7

1 Define SDL objectives

2 Provide SDL resources

3 Encourage SDL autonomy

4 Facilitate SDL feedback

5 Recognize SDL achievements

6 Support SDL culture

7 Here’s what else to consider

Training & Development

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How can you support self-directed learning with a learning management system?

1

2

3

4

5

6

7

1 Define SDL objectives

2 Provide SDL resources

3 Encourage SDL autonomy

4 Facilitate SDL feedback

5 Recognize SDL achievements

6 Support SDL culture

7 Here’s what else to consider

Training & Development

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