About this session
Professional development increasingly happens outside a formal course. Employees learn through projects, new responsibilities, feedback, colleagues, reading, practice, observation, digital resources, coaching and solving problems they have not encountered before.
The challenge is turning all of that activity into purposeful capability development rather than collecting information without changing what someone can actually do.
Self-directed learning begins with diagnosis. Participants learn to identify the capability that matters, distinguish a genuine development need from a vague ambition and define what better performance would look like in practice.
They then choose learning strategies according to the kind of capability being developed rather than defaulting to watching more content or reading more material.
The session emphasizes active learning.
Participants practice retrieving ideas rather than simply rereading them, break complex capabilities into components, apply learning to workplace tasks, seek feedback, use colleagues and experts as learning resources and create stretch opportunities that generate new evidence about their capability.
Finally, participants learn to evaluate progress. Completion is not the same as development.
A finished course, saved article or training certificate may show activity, but stronger evidence comes from what the person can explain, demonstrate, apply, adapt and sustain.
Participants build a repeatable personal learning system that helps them decide what to learn, how to learn it and what to do next.
What your people take away
- Identify development needs that matter to current or future work
- Turn broad ambitions into specific capability and learning goals
- Choose learning strategies that fit the knowledge, skill or behavior being developed
- Use active practice, workplace application, feedback and social learning
- Measure progress through evidence of capability rather than learning activity alone
- Build a sustainable personal learning system that can adapt as priorities change
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- What each length covers, 30 minutes to full day
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What each length covers
30 minutes
30 Minutes — Key Points: Choose What Is Worth LearningA focused 30-minute session on three key points from Choose What Is Worth Learning: start with the capability gap, define what better looks like and prioritize — do not learn everything at once.
- Start with the capability gap
- Define what better looks like
- Prioritize — do not learn everything at once
Covers 3 of 4 points in Choose What Is Worth Learning.
60 minutes
Take Charge of Your DevelopmentA focused introduction to self-directed professional learning. Participants identify one meaningful development need, define what better capability looks like and create a practical learning-and-application plan.
- Capability gaps
- Learning vs. activity
- Development priorities
- Learning questions
- Choosing learning methods
- Active learning
- Workplace application
- Personal Learning Quick Plan
- Live Q&A
Covers 1 of 4 parts: Choose What Is Worth Learning.
90 minutes
Build a Personal Learning StrategyThe extended session moves from development diagnosis into learning-method selection, resource evaluation, deliberate practice, feedback, workplace application and progress measurement. Participants build a complete learning strategy around an appropriate professional capability.
- Development-needs diagnosis
- Capability definition
- Learning-goal design
- Learning strategy selection
- Resource quality
- Active learning
- Deliberate practice
- Workplace application
- Feedback and social learning
- Capability evidence
- Reflection and adaptation
- Personal Learning System
- Live Q&A
Covers 2 of 4 parts: Choose What Is Worth Learning and Design a Learning Strategy That Fits the Skill.
3 hours
Covers 3 of 4 parts: Choose What Is Worth Learning, Design a Learning Strategy That Fits the Skill and Turn Learning Into Capability.
Full day
Self-Directed Learning & Development LabA hands-on full-day workshop covering all four modules. Participants diagnose a real development priority, build a learning strategy, select and assess resources, design deliberate practice and workplace application and create a personal system for evidence, feedback, reflection and adaptation.
- Module 1 — Choose What Is Worth Learning
- Module 2 — Design a Learning Strategy That Fits the Skill
- Module 3 — Turn Learning Into Capability
- Module 4 — Measure Progress & Build a Personal Learning System
- Development Needs Diagnostic
- Capability Gap Map
- Learning Question Builder
- Learning Strategy Designer
- Resource Quality Review
- Deliberate Practice Planner
- Workplace Application Map
- Feedback Network Builder
- Capability Evidence Planner
- Reflection-to-Action Review
- Personal Learning System
- 90-Day Development Plan
- Live Q&A
Covers all 4 parts.
Also available as a 4-week or 8-week program, for change that lasts. Ask us about it.
What’s covered
Choose What Is Worth Learning
Every length- Start with the capability gapParticipants compare what their current or future work requires with what they can currently perform confidently and consistently.
- Define what better looks likeBroad goals such as 'be more strategic' or 'improve communication' are difficult to learn against.
- Prioritize — do not learn everything at onceEmployees can identify many useful development opportunities but have limited time and attention.
- Build the learning questionParticipants turn the selected development need into questions that guide exploration and practice.
Design a Learning Strategy That Fits the Skill
90 minutes and longer- Match the method to the learning needDifferent capabilities require different methods.
- Build a balanced learning mixParticipants combine formal resources with workplace experience, observation, peer learning, coaching, feedback, experimentation and reflection.
- Select resources criticallyMore learning content does not necessarily create more learning.
- Create a realistic learning rhythmDevelopment plans fail when learning is expected to happen only after normal work has finished.
Turn Learning Into Capability
3 hours and longer- Learn actively — not passivelyRecognition can feel like learning: a concept seems familiar when reread or rewatched, but the person may struggle to explain or apply it later.
- Practice the part that needs improvementRepeating an entire task does not always address the weakest part of a capability.
- Apply learning to real workTransfer becomes stronger when learning is connected with real decisions, projects, conversations or responsibilities.
- Use people as part of the learning systemSelf-directed does not mean isolated.
Measure Progress & Build a Personal Learning System
Full day only- Measure capability — not just completionA completed course or learning activity is evidence that something was done, not necessarily that capability improved.
- Reflect for a decisionReflection becomes useful when it influences what happens next.
- Adapt the learning planA learning plan is a working hypothesis rather than a fixed contract.
- Build the next-learning habitParticipants create a repeatable cycle for identifying development needs, selecting priorities, learning, applying, gathering feedback and reviewing evidence.
Tools and materials
- Development Needs Diagnostic
- Capability Gap Map
- Learning Goal & Question Builder
- Learning Strategy Designer
- Resource Quality Review
- Deliberate Practice Planner
- Workplace Application Map
- Learning Network Builder
- Capability Evidence Review
- Personal Learning System
How booking works
- Book online. Create a free Workbliss profile, then pay with session credits, by card or by invoice.
- Pick a date. Choose a date at least 14 days ahead, or book now and set the date later.
- Choose your expert. Within 3 working days, we send you profiles of the experts available for your date.
- We deliver it. Your expert is briefed on your people and goals, then runs the session live online or at your site.
Questions about Self-Directed Learning: Taking Charge of Your Development
How long is Self-Directed Learning: Taking Charge of Your Development?
Self-Directed Learning: Taking Charge of Your Development runs as 30 minutes, 60 minutes, 90 minutes, 3 hours or full day. You choose the length when you book. A 30-minute session covers three key points from Choose What Is Worth Learning: start with the capability gap, define what better looks like and prioritize — do not learn everything at once. A 60-minute session covers Choose What Is Worth Learning in full, with a live Q&A. A 90-minute session adds Design a Learning Strategy That Fits the Skill. A 3-hour session adds Turn Learning Into Capability. A full-day session adds Measure Progress & Build a Personal Learning System. It is also available as a 4-week or 8-week program.
Can Self-Directed Learning: Taking Charge of Your Development be delivered online or in person?
Yes, both. It runs live online, so every office can join at the same time, or in person at your site, in any country.
How do we book Self-Directed Learning: Taking Charge of Your Development?
Create a free Workbliss profile with your work email, then open Self-Directed Learning: Taking Charge of Your Development to see the price for each length and book it. You can pay with session credits, by card or by invoice, and choose a date at least 14 days ahead, or set it later.
Who leads the session?
A vetted Workbliss expert, briefed on your people, culture and goals before the session. After you book, we send you profiles of the experts available for your date within 3 working days, so you can choose who leads it.
Can it be tailored to our company?
Yes. Every session is shaped around your goals, your people and the benefits you already offer, and delivered by experts in your people’s languages.