Learner-Driven Learning

In 1992, I got involved with a community of practitioners (consultants) and academics who advocated self-directed, or learner-directed, learning. We believed we were on the leading edge of organizational learning. Perhaps we were, but we were more than a decade in front of the curve.

While I believe learner-directed learning will not (and should not) replace classroom training, its application is becoming widespread.

In a recent article, David Wilkins (Senior Director of Product Strategy at Mzinga) offered three scenarios in which learner-directed learning should be considered in place of (or in addition to) instructor-led training. Let me give you the three scenarios and then we’ll look at some possible learner-directed learning solutions.

Scenario 1: A salesperson is on the phone with a prospect who needs a quote about the solution set with “X” features and “Y” number of users.

Scenario 2: A salesperson is learning about the new pricing model and its various options for the first time.

Scenario 3: A salesperson is in the final stages of the sales cycle and needs some advice on how to position the new pricing model effectively.

Can you think of some out-of-the-box (or out-of-the-classroom) solutions for these three?

Here are some possible solutions suggested by Wilkins:

Scenario 1 Possibilities:
· some sort of job aid
· “Ask a Question” database
· instant messaging connection with other salespeople

Scenario 2 Possibilities:
· webinar
· PowerPoint or mini-course

Scenario 3 Possibilities:
· an expert-located thru a social network
· discussion forum
· video of an expert salesperson

Wilkins also asked the reader to imagine the following three possibilities:

· a course that is treated like a YouTube video with all of the surrounding comments, cross-links and the ability to connect with the author.

· a course repository to which an employee could subscribe via RSS---think iTunes meets e-learning.

· a curriculum that includes videos, blogs, wiki entries, a dedicated discussion forum and links to the profiles of all the other participants.

Can you begin to see the value of these learning opportunities?

There are also great knowledge management possibilities here as well. This is a great way to capture the knowledge of the baby-boomers before they retire. That should be the topic of another blog entry.

You can read David Wilkins’ entire article in the May 2008 issue of Chief Learning Officer. And for more information on this and other related topics use the Search function on my blog or read my book, “Strategic Organizational Learning” (available at Amazon.com or my website http://www.mikebeitler.com/).

There are also many free resources on the Free Stuff page on my website.