We share exactly what self-direct learning is as well as its benefits and some examples you can test out.
The ability to learn independently has become more than just a valuable skill, it’s essential.
A recent study revealed that employees are now spending 72% more time engaging with content they actively seek out, compared to learning that is assigned to them.
This shift underscores the growing importance of self-directed learning in both personal and professional development.
By taking control of their own educational journeys, learners can tailor their experiences to their unique needs and interests, fostering deeper engagement and more meaningful outcomes.
Keep reading to learn:
- What self-directed learning is
- The benefits of self-directed learning
- Self-directed learning examples you can implement
- How to integrate self-directed learning into the workplace
- Technologies to support self-directed learning
- And how Totara supports self-directed learning
What is self-directed learning?
Self-directed learning is when a person takes control of their own education.
The learner sets their goals, finds and chooses resources, and tracks their progress without relying on a teacher or formal structure.
It’s a practical approach: you identify what you need to learn, figure out how to learn it, and apply it in real situations.
It can happen anywhere;through books, online courses, hands-on projects, or mentorships and it focuses on results rather than process.
Beyond acquiring knowledge, it builds problem-solving skills, adaptability, and independence, making it a key strategy for staying relevant in a rapidly changing world.
The benefits of self-directed learning
Taking control of your own learning doesn’t just make you more independent, it actually changes how you grow.
Self-directed learning helps you build practical skills, stay adaptable, and become more confident in tackling challenges on your own.
Here are some of the key benefits of self-directed learning:
Offers true flexibility
Life is rarely linear, and neither is learning.
Self-directed learning gives people the freedom to learn in ways that match their schedules, energy levels, and commitments.
Whether that’s binge-learning a topic over a weekend or picking up micro-lessons on a commute, the flexibility ensures learning doesn’t get left behind when life gets busy.
Builds self-awareness and metacognition
In guiding their own path, learners naturally reflect on how they learn best.
This self-awareness (sometimes called metacognition) is a skill in itself. People discover whether they thrive with videos, practice tasks, discussions, or project work.
Over time, they become more efficient, because they can design their learning experiences to play to their strengths.
Strengthens critical thinking and problem-solving
Unlike traditional learning, where the “what” and “how” are predefined, SDL requires decision-making at every stage.
Learners must evaluate sources, compare perspectives, experiment with strategies, and adjust course when something isn’t working. This develops critical thinking skills that transfer far beyond the topic being studied.
Encourages lifelong learning
Once someone experiences success by steering their own learning, they often carry that confidence into other areas of life.
SDL fosters curiosity and independence, leading to a cycle of continuous growth. In fast-changing workplaces, this is especially powerful: employees become lifelong learners who adapt without waiting for formal training to catch up.
Boosts motivation and engagement
Owning the learning process creates a deeper sense of purpose.
People are more motivated to persist when they’re pursuing goals they’ve chosen for themselves. That intrinsic motivation often leads to better outcomes than compliance-driven learning, where learners simply tick off a list of requirements.
6 self-directed learning examples
Modular online pathways
Online courses and modules allow learners to progress at their own pace, choosing which topics to focus on and how deeply to explore them.
Whether it’s a full-length course on data analysis or a series of tutorials on coding, learners can revisit material as needed and skip content they already understand.
This autonomy encourages ownership of the learning process, helping individuals align their study with personal goals rather than a predetermined schedule.
Microlearning and interactive content
Microlearning breaks complex topics into short, focused lessons, often paired with interactive simulations or exercises.
This approach supports self-directed learning by allowing learners to absorb information in manageable chunks and immediately apply what they’ve learned.
Related: Key microlearning examples
The interactivity keeps engagement high and reinforces understanding, making it easier for learners to retain knowledge and build practical skills.
Assessments and self-quizzes
Assessments and self-quizzes provide immediate feedback, helping learners identify gaps in their knowledge and adjust their approach independently.
By regularly testing themselves, learners develop critical self-evaluation skills and a habit of reflection, which are essential for maintaining control over their own progress.
This also encourages a mindset of continuous improvement, a cornerstone of self-directed learning.
Personalised learning paths
Personalised learning paths allow individuals to select the topics and modules most relevant to their needs, skipping what they already know and focusing on areas where growth is needed.
This flexibility ensures that learners spend their time efficiently and remain motivated, as their learning aligns closely with their personal and professional objectives.
Discussion boards and peer learning
Discussion boards and peer learning provide opportunities for collaborative exploration while still keeping learners in control.
Related: What social learning is
By asking questions, sharing insights, and learning from others’ experiences, individuals can deepen their understanding and gain new perspectives.
This social aspect enriches the self-directed learning process without dictating the path or pace.
Related: Key examples of social learning
Resource exploration
Exploring supplementary resources like e-books, articles, videos, and case studies encourages curiosity and independent research.
Learners can dive deeper into areas of interest, test new ideas, and expand their knowledge beyond structured lessons.
This practice nurtures self-motivation and the ability to seek out and evaluate information on one’s own, reinforcing the principles of self-directed learning.
Real-world example of self-directed learning
Self-directed learning is all about taking control of your own development, setting your own goals, choosing what to learn, and managing your progress along the way.
Let’s put that into context with a real-life example:
Penny is ready to take the next step in her career and wants to move into a management role.
Instead of waiting for someone to suggest a course or map it out for her, she takes action.
She heads to the company’s LMS, searches for leadership content, and signs up for a few courses that match her goals. That kickstarts her journey.
The platform recommends more learning along the way, helping her dig deeper into relevant management skills.
Penny also speaks to her manager. They add “management readiness” as a development goal in Totara Perform so that her learning is tied directly to her performance.
Now, both she and her manager can track her progress.
She’s not just doing courses for the sake of it. She’s making intentional choices and taking responsibility for her own growth.
That’s what self-directed learning looks like in practice.
Now let’s take a closer look at how it works.
Learners who track their progress towards goals are twice as likely to succeed compared to those who don’t.
Now you may be wondering. Well, if the learner can do a lot of it on their own, is there any need for an LMS?
And the answer is yes.
Keep reading to find out why.
How to support self-directed learning in the workplace
Integrating self-directed learning at work might seem impossible.
But the fundamentals of the 5-stage process of self-directed learning are most likely what you’re using as a framework already.
All you need to do is build on what you already have and give learners the tools to thrive.
Here are a few key ways you can support self-directed learning for your learners:
Make resources accessible
Resources should have no barriers so that learners can access them easily.
When it comes to tools, they will need to be able to access an LMS platform, content libraries and course materials that relate to them.
Celebrate learning
Learning should be acknowledged. Whether that’s in a 1:1, daily work life or team meetings.
The more learning is discussed and celebrated it incentivises learning to learn even more.
Carve out learning time
It can be hard to block out time for learning, but it should be a priority. Ensure your team can block out some time or have meeting-free afternoons to fit learning around their schedule.
Learning needs to be prioritised, so time needs to be created solely for it.
Align learning with career growth
When learning is linked directly to career growth, it offers motivation to learners to complete their learning.
Technologies to support self-directed learning
With a range of different tech features at play, you can build a stronger learning culture and give learners the tools they need to get what they want from their learning platform.
Key digital tools that can support self-directed learning:
- Personalised learning pathways
- Learning plans and competencies
- Dynamic content based on audience settings
- Content curation and engagement
- Mobile app
- Content variety and bite-sized learning
- Gamification
Let’s look at each in more detail:
Personalised learning pathways
You can lock learning so that users need to progress step by step. This element keeps learners invested, but it also provides the right training at the right time.
Plus, Totara allows you to build custom learning paths and personalised playlists, to enable learners to curate their own learning experiences.
Related: What is personalised learning?
Learning plans and competencies
Learning plans in Totara, for example, are personalised roadmaps that help employees focus on achieving their development goals.
You can also set up reminders and notifications for users to update their competencies or complete linked courses.
Dynamic content based on audience settings
With a wide range of audience and demographic settings, you can easily control who sees what content, at what time.
And with dynamic blocks, you can easily build out dashboards for different learners to support different learning needs and aims.
Plus, that’s not all.
We also have recommended learning blocks that use AI and machine learning to push related and similar content to your learners, to keep them engaged and in the flow of learning.
Content curation and engagement
Totara Learn comes with all the bells and whistles of a learning experience platform, too.
Related: LMS vs LXP: what’s the difference?
That means you get immediate access to forums, content libraries, playlists and discussions so that you can make your LMS a social hub. By focusing on learner engagement, you can make your company 21% more profitable.
Mobile app
Learning on the go is more important than ever.
We’re attached to our mobile phones, so it’s only right that you should be able to access your LMS on your mobile device too.
Totara have created a robust version of the LMS, which we have updated with our Edition. That means you can access all your learning features no matter where you are.
Content variety and bite-sized learning
Some LMS providers allow you to add text, images, and maybe even video, to your learning courses.
The BuildEmpire LMS has a whole host of compatible content from SCORM to podcasts and video to xAPI.
Our LMS course creation tools are adept at allowing you to create the content you need.
Gamification
Gamification can also be used for self-directed learning.
Gamification is the application of game-design elements and principles to enhance user engagement, motivation, and learning outcomes.
The interactivity keeps engagement high and reinforces understanding, making it easier for learners to retain knowledge and build practical skills.
How Totara supports self-directed learning
Totara is a versatile learning platform that effectively supports self-directed learning by offering a range of customisable features designed to empower learners to take control of their educational journeys.
One of Totara’s standout capabilities is its personalised learning paths.
These allow learners to choose courses and content that align with their individual goals, enabling them to focus on areas where they seek growth. This flexibility fosters autonomy and encourages learners to take ownership of their development.
The platform also facilitates microlearning, delivering content in short, digestible segments that learners can engage with at their own pace. This approach caters to various learning styles and schedules, making it easier for individuals to integrate learning into their daily routines.
Totara further supports self-directed learning through its collaborative tools, such as discussion forums and peer feedback mechanisms.
These features encourage knowledge sharing and community building, allowing learners to learn from one another and enhance their understanding of the material.
By combining personalisation, flexibility, and collaboration, Totara provides a comprehensive environment that nurtures self-directed learning, helping individuals to continuously develop and succeed in their learning endeavors.
Empowering the self-directed learner
The future of learning isn’t about controlling every step of the journey; it’s about equipping people to navigate it themselves.
Educators, managers, and organisations can encourage self-directed learning by:
- Providing diverse, high-quality resources.
- Encouraging curiosity and experimentation.
- Offering mentorship and feedback when learners seek it.
- Recognising and rewarding self-driven growth.
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