#ATD23: Four Steps to Building Learning Into the Flow of Work

In a recent presentation by the Association for Talent Development, Anne Griswold and  Ann Herrmann Nehdi from Herrmann Inc. explored the concept of integrating learning seamlessly into the workflow, known as Learning in the Flow of Work (LIFOW). The session offered valuable insights into this approach and provided practical strategies to implement it effectively. By emphasizing continuous learning, understanding challenges, identifying pain points, and building habits, organizations can foster a culture of learning that supports employee development and drives success.

This blog post will delve into the key takeaways from the presentation and explore the four steps to building learning into the flow of work.

Step 1: Empathize With Learners and Understand the Challenges

To create a successful learning culture, it is crucial to empathize with the learners and understand the challenges they face. The brain’s inclination to recognize patterns was highlighted, demonstrating the importance of providing clear and engaging learning experiences. By utilizing tools such as color-coded cards to facilitate discussions and voting, instructors can encourage active participation and create an interactive classroom environment.

Step 2: Identify Pain Points and Problems

The presentation emphasized the evolving landscape of work and learning, showcasing the intersection of new ways of working, continuous learning, and the growing importance of teams. With the increasing pace of change, organizations must allocate more time for learning and demonstrate the value it brings. Informal learning plays a significant role in employees’ development, and dedicating time for self-directed learning leads to increased engagement, productivity, and reduced stress. Leveraging readily available resources like Google, YouTube, and chatGPT platforms can empower employees to learn at their own pace.

Step 3: Ideate to Design the Learning and Implement

To design effective learning experiences, it is essential to offer relevant, engaging, and personalized content. Building a culture of continuous learning requires providing learners with resources that fit their individual needs and preferences. By incorporating playlists, recommendations, and embedded learning opportunities, organizations can enable employees to explore and discover new skills and knowledge. The 70-20-10 rule—70% learning on the job, 20% social learning, and 10% formal training—highlights the importance of providing opportunities for learning within the flow of work.

Step 4: Build Habits by Activating, Aligning, Accelerating, and Adapting

Building effective teams is key to implementing learning in the flow of work. The presentation referenced Tuckman’s dynamics of forming, storming, norming, and performing to outline the stages of team development. To activate teams, it is essential to identify baselines of performance and align individuals with their strengths. Building trust and establishing common norms are critical for team cohesion. Acceleration involves goal clarification, continuous improvement, and effective feedback mechanisms. Finally, adaptability ensures that teams can adjust to changes and maintain a growth mindset.

Conclusion

This presentation on building learning into the flow of work provided valuable insights and strategies for organizations looking to foster a culture of continuous learning. By empathizing with learners, identifying challenges, and incorporating informal learning, organizations can empower their employees to develop and thrive. Designing personalized learning experiences and building effective teams further enhances the integration of learning into the workflow. Through the four steps of empathizing, identifying, ideating, and building habits, organizations can create an environment where learning becomes an integral part of everyday work, leading to improved engagement, productivity, and success.

Photo by John Schnobrich on Unsplash