Formal learning programs are often incredibly rigid. They facilitate a push-based learning culture, allowing management to dictate what employees must review in each unit, irrespective of the worker’s position or prior knowledge and experience.
While many organizational leaders believe a push-based approach is ideal, it can actually harm engagement and productivity. Often, not every worker needs the same level of instruction on each topic.
For example, those that already have the knowledge end up bored if they have to rehash information they have committed to memory. Then, employees that need more time and instruction don’t have the ability to pause and dig into the topic. Finally, workers who don’t need the knowledge at all end up wasting time on the unit simply because it’s required.
Luckily, there is a new instructional design trend that aims to increase efficiency and engagement: self-curated learning.
What is Self-Curated Learning?
A self-curated, or pull-based, learning environment allows employees to adjust their approach based on their current knowledge level and overall needs. Newbies to a concept can start at the beginning, going over the details they need to gain a solid base before advancing into more complex topics.
Workers who already have a foundational understanding can skip content that they deem redundant. This allows them to proceed quickly through the modules when they already have a firm grasp on the information presented.
Plus, self-curated learning supports additional levels of instruction. For example, more advanced learners can pick and choose areas where they feel a quick refresher would be beneficial. Similarly, newbies can repeat sections if they think they need a deeper understanding, or pause and return after they do some additional research.
Self-Paced Educational Options
When you embrace self-curated learning, your staff are able to adjust their experience as necessary to ensure they get the most of the experience. They have a significant amount of control over the pace, allowing fast learners to progress quickly and those who are less confident in the knowledge to take their time.
Since every person learns differently and has varying rates of retention, this empowers your workers to choose an approach that suits them best. Not only can this enhance overall engagement, but it also ensures that critical information is fully absorbed by everyone, even if some need a little more time and effort to make it happen.
Ultimately, by providing your staff with some level of choice and control, your learning programs can be more efficient and effective thanks to higher levels of engagement and the ability to remain more productive at every step.
Are You Ready to Take Your L&D to the Next Level?
If you are ready to take your L&D up a notch, the skilled instructional design consultants at Clarity Consultants can work directly with you to build your perfect solution. Contact us to discuss your goals with one of our experienced consultants today and see how our customizable services can make creating your ideal learning and development program a breeze. You can also download this free ebook with that discusses additional trends in Instructional Design.
Formal learning programs are often incredibly rigid. They facilitate a push-based learning culture, allowing management to dictate what employees must review in each unit, irrespective of the worker’s position or prior knowledge and experience.
While many organizational leaders believe a push-based approach is ideal, it can actually harm engagement and productivity. Often, not every worker needs the same level of instruction on each topic.
For example, those that already have the knowledge end up bored if they have to rehash information they have committed to memory. Then, employees that need more time and instruction don’t have the ability to pause and dig into the topic. Finally, workers who don’t need the knowledge at all end up wasting time on the unit simply because it’s required.
