Why the IT Industry needs to move On from the 100% Self-Paced Learning Fantasy

Self-paced learning, where employees are given the freedom to learn at their own pace and on their own schedule, has become increasingly popular in corporate companies, especially among millennials and Zen Z. However, data suggests that this approach may not be as effective as we would like it to be.

The self-learning approach can be highly beneficial for some learners, as it allows them to tailor their education to their own needs and preferences but may not be suitable for a corporate level where the success of the company relies on the knowledge and skills of its employees and structured learning may be needed to ensure that all employees are acquiring the necessary knowledge and skills to perform their jobs effectively.

Self-paced learning can be particularly beneficial for learners who are highly motivated and self-disciplined. These individuals may find that they are able to learn more effectively when they are given the freedom to set their own pace and direction, rather than being constrained by the pace and direction of a traditional classroom setting. Additionally, self-paced learning can be ideal for learners who have non-traditional schedules, such as those who are working or have other responsibilities that make it difficult for them to attend traditional classes.

However, it may not be always suitable at a corporate level on it's own. In a corporate setting, the success of the company often relies on the knowledge and skills of its employees. Self-paced learning may not provide the level of accountability and structure needed to ensure that all employees are acquiring the necessary knowledge and skills to perform their jobs effectively. Additionally, self-paced learning may not provide the same level of interaction and collaboration that is often necessary for effective learning in a corporate setting.

The course completion rate of self-paced learning mode in IT companies is low for several reasons.

One of the main reasons is that self-paced learning lacks the social aspect that is present in instructor-led programs. Studies have shown that people tend to focus more when they are in a social setting and when there is a human element involved. This is because social interaction activates the brain's reward system, making the learning experience more engaging and motivating. Without the social aspect, learners may feel disengaged and unmotivated to continue with the course.

Another reason for the low course completion rate is that self-paced learning may not provide learners with the same level of personalization and immediate feedback as instructor-led programs. Trainers are able to adjust their teaching style and pace to meet the needs of individual learners and can provide immediate feedback to correct misconceptions and reinforce understanding. This is not possible with self-paced learning materials, which are not able to adapt to the needs of individual learners. Without personalization and immediate feedback, learners may not fully understand the material and may not be motivated to continue with the course.

Even though the promises of gamification and new technologies like AR and VR can make self-paced learning more engaging and interactive, it can never fully replace instructor-led training programs because it lacks the human element.

Furthermore, self-paced learning can lead to feelings of isolation and disconnection from the company culture. People tend to feel more committed when they are part of a group, and when they have a sense of connection to their colleagues and the company. Trainer-led programs provide an opportunity for employees to connect with their colleagues and develop a sense of community, which can lead to increased motivation and engagement.

In the IT industry, where collaboration and teamwork are essential for success, the sense of community and connection provided by trainer-led programs can be especially important. By fostering a sense of community and connection, trainer-led programs can improve collaboration and teamwork among IT professionals, which can lead to better performance and results.

Another disadvantage of self-paced learning is that it can be difficult for employees to stay motivated and engaged when learning on their own. Without the structure and accountability provided by a trainer, it can be easy for employees to become distracted or procrastinate on their learning. This can lead to a lack of progress and a lack of understanding of the material.

In contrast, trainer-led programs provide employees with structure and accountability, which can help them stay motivated and engaged throughout the learning process. Trainers can provide employees with guidance and support, which can help them stay on track and make progress. Additionally, trainers can provide employees with regular assessments and evaluations, which can help them gauge their progress and identify areas where they need to improve.

In addition, self-paced learning can also be more expensive in the long run. Self-paced learning materials such as textbooks and online resources may be less expensive than instructor-led programs, but they may not be as effective. Additionally, employees who do not understand the material may require additional training or support, which can be more expensive than providing them with the training and support they need in the first place.

As a result of all these reasons, L&D professionals are tired of this half-baked thought of 100% self-paced learning. They recognize that it may be less expensive and more convenient, but it is not as effective as instructor-led training. Self-paced learning may be suitable for some learners, but it cannot replace the human element and the sense of community that is present in instructor-led programs.