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In an earlier blog, we highlighted some of the top challenges of traditional classroom-based learning. This is an important topic to talk about as traditional learning is not meeting the needs of the modern learner or the modern business requirements. In fact, Ineffective trainings cost businesses 13.5 million U.S. dollars every year. Therefore, organizations are increasingly experimenting with various learning methodologies to cater to learners and justify the investment business is making in learning.
One such methodology that has thrown its hat into the competition is of self-paced learning, and it is rapidly gaining momentum. In 2015 alone, the global market for self-paced learning was $165.21 billion U.S. dollars, and this number is expected to reach $275.10 billion by 2022. While many organizations are still confuddled by self-paced learning, others have made significant investment in this methodology. In this blog, we highlight the impact that self-paced learning creates for the modern learner (Also read: Three reasons your organization should have already implemented self-paced learning)
#1 – Employee resistance turns to Employee Enthusiasm
Self-paced learning garners its popularity from its ability to give learners freedom, choice and control over when, where and how much time they spend on learning. Giving the learners the ownership to pursue and learn at their own pace makes them more enthusiastic. When an employee is entrusted with control for his/her learning, they feel accountable for their own learning, significantly sparking their interest and eagerness to learn. This is because learners often start with different levels of background knowledge, preferred learning models, and end goals. Only by offering a certain amount of choice can everyone’s needs be met.
#2 – Learning is NOT lost overtime
Eliminating the dependency on a trainer or facilitator to conduct a great session in favour of great learner-centric instructional design ensures that all learners going through a self-paced course go through a similar experience, but at their pace and convenience. Learners also have access to cognitive information whenever they require. This entire package is tied together by great instructional design – a solid structure that clearly understands who the audience is, great content that empathizes with the learner’s needs, and provides optimal usability for seamless experience.
#3 – Engagement leads to further engagement
Research indicates that 81% of learners are responsible for managing their own personal development. Self-paced learning being platform-driven, allows for social and competitive learning. Platform-based self-driven learning also provides analytics on not just the learner’s progress and performance, but also that of peers under going the same learning path. Rewards in the form of badges and acknowledgements further add to the competitive and social aspects of learning.
#4 – What’s in it for me?
While learners place significant demands on their learning experience, driving a sustainable learning culture is a result of creating a ‘connection’ – between what they want to learn, what they need to learn, the outcomes and benefits of the learning process, experience, and engagement. The various elements stated above allow learners to realise the connection themselves, with little effort from L&D teams beyond great instructional design.
Therefore, rolling out a self-paced training becomes less of a hassle as opposed to the traditional learning for L&D teams. The cost-effectiveness, scalability, and increased employee engagement are few of the many perks of self-paced. The most important perk, however, is that both creators and consumers of learning are equal partners in the learning process and experience. What greater benefit can a learning methodology present?
Let’s not be fooled into thinking, however, that there are no challenges to self-paced learning. Stay tuned as we discuss the pitfalls of self-paced learning in the next blog.
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