As I mentioned in my previous post, it’s helpful to view workplace learning from the perspective of an employee (i.e., the people within or doing work for an organization).
- Organizational directed – the organization initiates something (e.g., a new assignment, coaching feedback, a class, e-learning, support group, etc.) that results in learning.
- Self directed – an individual initiates something (e.g., a new job, seeking a mentor, searching the web, talking with a co-worker, taking a class, etc.) that results in learning.
Each of these has common components (goals, observation, doing, reflecting, required, supporting) and L&D’s role is to help support learning for both of these perspectives.
Organizational and self directed are not mutually exclusive. They support each other -an alliance.
How are you Supporting the Gray Space?
If you work in L&D or are a workplace learning professional, how are you supporting the gray space in your organization (especially self directed)?
Consider how you can make connections between organization directed and self directed learning and the components of each. You need to help open these channels to create a healthy flow between them.
You have a unique perspective where you can see the bigger picture. Step back to determine the biggest opportunities in your organization. What will matter the most?
Self directed might be a new space for you. You have a great opportunity to increase your support of self directed learning as this is where most of the learning happens. Harold Jarche talks a lot about Personal Knowledge Management (PKM) and this might be a good place to start.
What do you think?