Who's Taking Accountability?

The eLearning industry is expected to triple its size from 2020 to 2025, but with 81% of eLearning being self-managed, how prepared are you to take accountability for your own learning?

Accountability plays an important role in making eLearning work. In fact, research shows that when you have ownership and control you have up to a 60% faster learning curve.

Some organisations have met the demand for self-determined and self-paced learning by offering unrestricted access to whole catalogues of online training resources.

However, despite wider accessibility, eLearning still ranks poorly in terms of overall effectiveness and that’s because handing over access isn’t enough, you must also hand over accountability for learning.

For example, if you are usually spoon-fed training and development initiatives by your L&D team, you won’t necessarily have had an opportunity to develop the aptitude and attitude you need to manage your own learning experiences.

For effective eLearning to happen, you need to re-educate yourself and all colleagues and help everyone re-imagine:

  • What they want/need their learning outcomes to be
  • What level of accountability they’re willing to take to help them to achieve their goals
  • How they’ll benefit from taking more accountability for their learning (and what it will look like, if they don’t)
  • What’s the most effective way for them to engage with the learning process What they are prepared to invest in their own development in terms of time and effort

Our simple 3EL model of eLearning accountability (which can be integrated with performance and talent management programmes) provides a formula to help you talk about learning accountability.

It can be used to help educate yourself, your team and the wider organisation about when you need to use discretionary effort to learn (inside or outside of work) in order to achieve personal and career development goals and to clarify expectations concerning where and when eLearning activities should be completed.

Click to watch the 2-minute video explainer

The 3EL model draws distinctions between the level of learner accountability expected for required learning (i.e. that which you as an employee are Expected to complete in order to perform your role) and other learning which helps you to Expand your skills or Elevate your careers, and Lifelong learning

Ultimately, as eLearners you must be more accountable and more personally motivated in your own learning, especially when it comes to career development and advancement.

The challenge therefore, is to not only give you access to highly-engaging and highly-effective eLearning solutions, but also to make sure you establish a clear understanding of how you’ll personally benefit so that you can develop high levels of learning motivation and feel excited about taking on the accountability for your learning.

You can find out more about eLearning accountability and our 3EL model in our critical white paper ‘How to Make eLearning Work’.