ABSTRACT
Self-directed learning is a process in which people take the initiative, with or without the help of others, to identify their learning needs, formulate personal learning goals, identify the resources for active learning, then select and apply appropriate mechanisms to facilitate learning. This means that the individual is taking responsibility for all aspects of learning and development. Self-directed learning does not mean that learning activities are done solely by yourself, nor does it mean that all activities are decided on and executed without assistance. The learner typically owns the final decision of who is involved. Self-directed learners generally are motivated, tend to be persistent, are independent, are usually self-disciplined, set their goals and remain goal oriented, and develop more self-confidence over time. Chapter 3 discusses self-directed learning as a professional development tool for managers. The chapter describes how adult learners are different, compares self-directed learning to face-to-face learning, and provides a six-step process for self-directed learning. A comparative hierarchy for self-directed learning depicting both the employee and employer perspectives is presented, as is a self-directed learning continuum.
