At Ingenuiti, we recently read a quote that emphasizes where we see the future of training going. In this new model, “training” isn’t something you pause work to do — learning is the work. Learning in the flow of work isn’t a new term; it’s been around for a few years now. But it’s taking on increasing importance.
What is Learning in the Flow of Work?
Most clients we work with are in fast-paced environments where employees are constantly required to adapt and acquire new skills. This is typical everywhere. And while traditional training has a place, siloed training programs often fail to meet those fast-paced demands, leading to a disconnect between learning and application of new skills or knowledge. This is where “Learning in the Flow of Work” (LIFOW) comes into play. Introduced by industry analyst Josh Bersin in 2018, LIFOW shifts the focus from scheduled training to embedding learning directly within the daily work routines of employees, allowing them to learn exactly when and where they need it.
A Brief History of Corporate Learning
To understand the significance of LIFOW, we’ve found it’s important to trace the evolution of corporate training. For seasoned learning leaders, we’ve lived through these changes, but our workforce is younger so understanding the historical context helps.
The 1970s were dominated by classroom-based instruction, which relied on slide or overhead projectors and static materials. The advent of personal computers in the 1980s brought about video disks and CD-ROMs, which increased scalability but lacked tracking. Many of us remember these days either as students or corporate trainers.
The 1990s marked the rise of e-learning, fueled by the Internet and web browsers. Learning Management Systems (LMS) became prevalent, hosting structured, often lengthy online courses. However, the rise of search engines like Google highlighted the limitations of LMS course catalogs compared to instant information retrieval.
Around 2005, the focus shifted to integrated talent management suites, with LMS vendors expanding into performance management and other HR functions. For those of us in the L&D world, this initially was very helpful creating a “one-stop” shop for our employees to access all training and HR resources. However, what we didn’t realize at the time was this inadvertently slowed the modernization of the employee learning experience. Meanwhile consumer technology witnessed a revolution with platforms like YouTube, Twitter, and the iPhone. Employees increasingly turned to these platforms for on-demand learning, bypassing traditional corporate systems.
This led to the emergence of video and continuous learning, with companies experimenting with user-generated content. Microlearning gained traction around 2009, with platforms offering curated, short-form content and AI-driven recommendations. This evolution brought us to LIFOW or other similar concepts, where digitized training is seamlessly integrated with the tools and platforms our employees use daily.
How is LIFOW Different?
Understanding the difference between the types of learning organizations offer compared to consumer technology that delivers on-demand learning is the key to understanding the shift of focus to Learning in the Flow of Work. LIFOW departs from the traditional learning model as a separate, time-consuming activity. It recognizes that employees have limited time for formal training, with studies indicating an average of just 24 minutes per week. Instead of pulling employees away from their work, LIFOW brings learning directly into their workflow, providing support and knowledge precisely when needed. This approach acknowledges the inherent differences between consumer learning platforms and corporate learning. While consumer platforms prioritize user engagement and time spent, corporate learning prioritizes efficiency and immediate application. LIFOW focuses on enabling employees to learn, apply, and return to their tasks with minimal disruption.
Implementing Learning in the Flow of Work
In many cases, LIFOW is already used in various ways across organizations without a direct label. Anytime we stop to ask a co-worker how to complete a specific task, we’ve participated in Learning in the Flow of Work. But it’s essential to learn how to implement it at a more strategic level.
Key best practices include:
● Identify relevant skills and knowledge gaps: Understanding the specific skills employees need for their roles is crucial for creating targeted learning resources.
● Integrate modern technologies into daily workflows: Embedding learning tools and resources within the applications employees use regularly, such as CRM systems, project management tools, or dashboards, ensures seamless access. Digital adoption platforms offering pop-ups, walkthroughs, and quick tips are invaluable.
● Encourage mentorship and coaching: Facilitating opportunities for experienced employees to share their knowledge and provide timely feedback fosters a culture of continuous learning.
● Make learning content bite-sized and easily accessible: Utilizing short videos, modules, and other forms of microlearning allows employees to quickly consume and apply information without disrupting their workflow.
Examples of LIFOW in Action
While it’s easy to think conceptually about how to implement this strategy, it’s also helpful to consider multiple use cases and how we might adapt them to best suit our situations.
LIFOW can be applied across various industries and roles:
● Sales: Providing sales representatives with quick, bite-sized videos explaining product features or sales techniques within their CRM system, accessible just before client calls.
● Medical: Offering medical staff instant support through online books and job aids embedded in their coding environment, resolving issues quickly.
● Technical: Delivering short, adaptive learning videos to operators in heavy industries at the start of their shift, reinforcing safety and operational procedures. Providing real-time, in-application guidance.
● Onboarding: Using document templates with embedded comments and pointers to guide new hires through required processes and standards.
● Customer Support: Making product update information available in short videos or modules within the customer support platform, enabling quick access during customer interactions.
By embedding learning directly into the flow of work, learning leaders can overcome the limitations of traditional training, increase employee engagement and productivity, improve knowledge retention, and foster a culture of continuous learning. This approach acknowledges the realities of most of our modern workplaces and helps us provide our employees with the support they need to excel in their roles, exactly when they need it.
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