How to Develop a Plan for Self Directed Learning

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We’re all reading the same headlines right now about working from home. I’m seeing lots of companies announce that employees will be able to work from home indefinitely. Which is fine. Employee safety is important. However, this decision has an impact on learning and development.

In a traditional office environment, employees might go to a classroom training session or attend a conference. Now self directed learning will happen virtually. That’s not bad. It is different. Specifically, in terms of how an employee communicates what they learned. 

A couple of years ago, I wrote about Debra Cohen’s book “Developing Proficiency in HR: 7 Self-Directed Activities for HR Professionals”. In it, she talks about developing a “career portfolio”. Don’t let the mention of HR in the title make you think this is an HR book. While it does talk about the HR competency model, the concept of a career portfolio can apply to anyone.

I like to think of career portfolios as something similar to a graphic artist’s portfolio. It’s a place – either physical or digital – where someone can keep their career-related accomplishments. The portfolio can remind us of our learning accomplishments especially when we’re having conversations with our manager about goals, career aspirations, etc. 

Cohen has a new book out titled, “Developing Management Proficiency: A Self Directed Learning Approach”. Personally, I can’t think of a better time to be talking about self directed learning. It’s always been important but given COVID-19, even more so now. Employees working from home have to find ways to continue learning. Individuals who have been furloughed or are looking for a new opportunity have to keep their skills relevant…

Source: hr bartender

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