Perspectives on Learner-Led Development

Self paced, or learner-led development linked to associates professional learning and career progression is gaining momentum as the thirst for knowledge and advancement from up and coming leaders continues to gather pace. 

As we shift away from more traditional learning plans developed and executed by HR to more personalized, customized and flexible programs that utilize different delivery methods and learning platforms, the prospect of taking ownership and responsibility for your own learning can be daunting to say the least. 

The Following steps can be used as some guidelines for the foundation to kick off your self paced development journey! 

Overcome Uncertainty
As you start to plan your own development and learning needs, you will inevitably face self doubt and uncertainty about what you can and should focus on. Overcome this as quickly as you can by having a discussion with your leaders, a mentor, colleague or an organizational learning specialist and move to the next step of your learning; Explore your interests, improve your areas of deficiency

Explore your Interests, Improve your Areas of Deficiency
Topics, skills and abilities that interest you should be high on your priority list for development as your passion and commitment to them will naturally be higher. Ideally, these should already outlined in your formal performance development plan, but should they be missing or not included, it is worth further exploration.

In addition to your own interests, it is also important for you to place focus in any identified areas of your current role that need improvement. Through formal or informal means, you should have an idea of where you need to improve your current performance to reach higher goals in the future.

Collaboration with Leadership
Dialogue and connection with your direct supervisor and the wider leadership team will help you understand different perspectives and insights relating to your development. Their experience and insight can be a valuable tool in your own development.

Follow up on Commitments
During collaboration with your leader, there may be certain ideas, options and avenues presented for your growth. From these discussions, the ball is in your court. Do some research, investigate the possibilities and update your leader on progress towards achieving development in the areas you have discussed. This is also an easy way for you to be successful in the next step; sell the value.

Sell the Value
Presenting benefits from participating in certain development initiatives should provide you the opportunity to gain support for your involvement and inclusion in programs or courses you would like to attend. ROI (return on investment) is always a consideration when there are financial cost related to learning activities. 

Explore Options
When you have established areas of priority for learning, explore the various resources at your disposal to start learning. There are so many ways you can develop your skill; on-line research, internal courses, external courses and cross-exposure in other functional areas are but a few examples of the various options you have. 

Learner-Led Does not mean Abdication
Just because your development is in your hands, it should not mean that your leader and to a greater extent HR and L&D should not share involvement and collaboration for your growth. 

Knowledge and learning are at our fingertips. The ability to take control and ownership for your growth is indeed exciting, but understanding some of the processes and considerations involved will help you start off your learner-led journey!