Make the Workplace Into a Learning Center

Most workplaces would be better off if they encour­aged self-directed learning. But just what is self-direct-ed learning? It’s when the learner takes initiative to determine what developmental experiences he or she is going to have. The most important skill for a self-directed learner is self-reflection. This person sees the office as a contin­ual classroom. How can these motivated individuals be encour­aged and supported? Here are a few suggestions:

• Help the learner find his or her starting point. Suggest ways of examining problems and reporting progress.
• Encourage the worker to try and transform a proce­dure, a project or the workplace itself.
• Contract with the worker for goals, strategies and evaluations criteria.
• Be a manager of the learning experience-not just an information source.
• Teach skills of inquiry, decision-making and personal development. Then teach the employee to evaluate success or failure himself.
• Help learners develop positive, fearless attitudes about learning in the workplace. Don’t punish employees for failing.
• Recognize employees’ personality types and learning styles.
• Encourage critical thinking. Make attending seminars, conferences, etc., easy for your employees. Show them you value learning.
• Create an atmosphere of openness.
• Promote learning networks and exchanges.
• Provide time and opportunities for your employees to reflect on what they are doing and what they have done.

-adapted from www.mapnp.org