Maximize L&D impact with self-directed learning and collaborative learning
“When you have a team of folks taking charge of their learning and seeking out opportunities to develop their skills, it’s even more important to offer customized and personalized options,” says Rachel. “They may not be mandatory, but they should be available to people.”
For Rachel, this means supporting self-directed learning. “We have a whole bucket of programs we’ve created to cater to the need for self-service learning. They’re totally optional, but they’re available for people who want to direct their learning and growth on their own terms.”
“For example, we have a stipend for learning expense reimbursement. Everyone has $1,000 USD over the course of the year to invest in their own courses, books, or subscriptions, and all they have to do is make the case that the opportunity will drive their career at Harry’s.”
This commitment to self-directed learning also extends to collaborative learning between teams. “We offer a bunch of courses taught by folks internally on a range of topics. We call this Harry’s Business School, or HBS. These can be anything from how to build a great PowerPoint presentation, through to foundational courses on our brand and our company values.”
“We also curate a newsletter, as well as Slack channels for self-directed learning,” says Rachel. “We have a book club and a podcast club. We’re trying to decentralize our approach in serving these individual learning needs, in addition to the core central programs we run.”
Another key strategy when catering for self-directed learners? Measuring L&D impact.
Related read: 4 Benefits Of Collaborative Learning, Backed By Science & Psychology