From organizing and managing learning to supporting self-organized and self-managed learning

In Harold Jarche ‘s recent post What is learning’s role?, he writes:

“Learning is not something done to us, it is what we do together. Learning delivery in a constantly changing work environment is an outdated notion. For example, training courses are artifacts of a time when information was scarce and connections were few. It is glaringly obvious in this time of ubiquitous connectivity and pervasive proximity that we can get pretty well any information we need whenever we want it. To make sense of this, we need network era literacies, and with these new literacies we no longer need the equivalent of learning scribesPulling informal learning, instead of having formal instruction pushed to workers, has to become the workplace norm. By norm, I do not mean something bolted on to a course or some function of an LMS. I mean integrated into the daily work flow.”

I’ve been talking to a number of organizations about how they might move from thinking the L&D role is just about organizing and managing everything their people need to learn, towards one of supporting self-organized individuals and teams to even encouraging autonomous, self-organized professional learning. I’ve been using this diagram below to demonstrate what it might look like to move towards this approach.

How does your organization view the L&D role? Is it just about delivering training, or is it now becoming as much about supporting individuals to self-organize and self-manage?

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Jane Hart

Founder at C4LPT
Jane Hart is an independent workplace learning advisor, writer and international speaker. She is the Founder of the Centre for Learning & Performance Technologies. Her recent book Modern Workplace Learning: A Resource Book for L&D is now available, which she supports with a range of online workshops. Find out more about Jane at

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