What is self-managed learning?
In self-managed learning, groups and individuals set their own learning objectives, choose the methods by which they will learn and the assessment and evaluation criteria they will apply to their learning. Examples of self-managed learning can include syndicates, forums, study groups and action sets, which can be created within or outside of the learners’ places of work.
What are the benefits of self-managed learning?
There is good evidence that self-managed learning (SML) works for committed Activists, Reflectors, Theorists and Pragmatists. And the freedoms provided by self-managed learning make it ideal for high potential staff and management, but these same freedoms can make it hard to monitor. Because of this, SML is best evaluated through performance management.
What are the downsides of self-managed learning?
The quality of SML is dependent upon the motivation and ability of those involved and, for groups happening within organisations, the trust and support of their line managers, their HR managers and the wider organisation. As everything is decided by the people involved, costs and facilities can be unpredictable, so the organisation and its management must be committed to the process for the long term.
