Self-driven learners, also known as self-directed learners, are people who take control over their own learning and development. They’re a growing phenomenon within the workplace.

Given the current fast-changing business environment, driven by digital transformation, organizations need just this type of people if they hope to success.

Research reveals that workers today spend an average 505 hours a year learning: 484 informally and 21 formally. No matter the type of learning, people need a heavy amount of support and structure. And to get the most value out of informal learning, Learning leaders must start by ingraining the drive to find information and learn on an ongoing basis into an organization’s culture.

But how exactly do you foster this culture of continuous development and facilitate self-driven learning that moves the needle on performance? It is very important that keep our pool of knowledge expanding.

Self-driven learning is when you pick what you want to know, how you want to learn, and when you want to learn it. Motivation often stems from curiosity or necessity. Using a methodology for guiding your self-learning can help make it easier to measure your progress and hold yourself accountable. Objective Based Learning is the system usually implemented by schools that have self-driven learning programs. With modern technology, there are a plethora of resources available to anyone who wants to learn about a topic.

The future of education is made up of students who take learning into their own hands, learners who are motivated to work solo, in groups and online. Self-driven learning requires flexibility, acknowledging what students are interested in.