Learning in the Flow of Work

What is your interpretation of this expression! What does it mean to your stakeholders?

I first came across “learning in the flow of work” in a 2018 article by Josh Bersin. (1) Since then, I have seen it referred to as learning from work, learning while working, workflow learning, and flow-of-work learning. I prefer to call it on-the-job learning. Since all important concepts have acronyms, it is also referred to as LIFOW and LITFOW!

Explanations of LIFOW

Unsurprisingly, there are numerous explanations of learning in the flow of work. Here are four that I have selected (the bolded words are my emphasis):

• Learning in the flow of work is when you get the content and information that you need to complete something exactly when you need it. (2)
• Learning in the flow of work involves accessing, quickly and easily, an answer or a short piece of learning content while you're working. (3)
• Learning in the flow of work aligns training with on-the-job tasks. Content arrives in bite-sized chunks, directly within the work environment. (4)
• Learning in the flow of work revolves around the idea of acquiring knowledge while actively engaged in tasks, seamlessly integrating learning opportunities into employees' existing workflows, thus delivering training content precisely when it is needed without disrupting their ongoing activities. (5)

There is an obvious pattern above. All the explanations indicate that content is an inherent component of LIFOW. On the other hand, the words "learning in the flow of work" clearly convey that it is a broader concept. It seems logical to me that its meaning should not be limited to learning from content (which is typically digital and provided by a platform or system).

According to Gottfredson and Mosher, there is substantial confusion about what workflow learning is. Their position is that a learning solution can only be regarded as workflow learning if it doesn't require an employee to stop work to learn. (6)

LIFOW Without Content

I have two major concerns with the content-based perspective. The first is that it excludes crucial learning that is not based on content accessed while working. Six examples are:

1. Learning that is the result of problem-solving (e.g., trial and error).
2. Learning from dealing with situations that are out of the norm.
3. Learning in the form of insights from watching other employees.
4. Learning that is prompted or guided while being coached on the job.
5. Learning from asking questions of more experienced team members.
6. Learning from critical thinking (e.g., use of thought experiments).

These all take place in the flow of work and do not necessarily require that content is accessed as part of the learning process.

LOOFOW (Informal and Formal)

My second major concern is that the content-based perspective excludes an essential and common form of learning. I'm talking about LIFOW that is based on Learning Out Of the Flow Of Work (LOOFOW). Sorry, couldn't resist the temptation to create a new acronym!

The flow diagram looks like this:

LOOFOW -> Application in the Flow of Work -> Reflection -> Learning

There are obviously many ways in which informal LOOFOW (informal learning off the job) can happen. Here are some examples:

1. Learning from books, white papers and articles.
2. Learning from online videos and podcasts.
3. Learning from news letters and e-books.
4. Learning from social media posts and discussions.
5. Learning from advice received during informal chats.
6. Learning from researching a topic on the Internet.
7. Learning from presentations by company specialists.
8. Learning from obtaining feedforward suggestions.
9. Learning from ad hoc discussions with one’s manager.
10. Learning from impromptu mentoring conversations.

Application in the flow of work can also be based on formal LOOFOW (formal learning off the job). This typically takes the form of training courses (including e-learning). If you are familiar with my Ready-Set-Go-Show Model , you will know that this relates to the READY and SET Phases.

Informal and formal LOOFOW can take place in the workplace or away from the workplace. They can even take place at the same physical location as regular work (e.g., at one's work desk). But, they don't happen 'in the flow of work'.

To be clear, the point I'm making is that important learning comes from reflecting on the application of knowledge/skills that were acquired out of the flow of work.

Effective Training

In a previous article (The Learning x Transfer Equation is Wrong! ) I explained that effective training programs consist of two fundamental phases relating to two types of learning:

• Off-the-job learning: This is the formal LOOFOW mentioned above. Research has shown that one-and-done courses are generally insufficient to ensure behaviour change and habit formation.
• On-the-job learning from application, or learning from 'transfer'. This is a form of LIFOW that I call 'self-regulated experiential learning'. It involves real-world practice and is essential to skills development and achievement of competence or proficiency.

Learning from the application of training should be guided and supported. Some call this 'context design'. There are many different 'drivers' that we can use (e.g. nudges and coaching) but learning from application can happen without having to access content while working.

The learning derived from application becomes the foundation for new behaviour (experimentation), thereby continuing the process of learning in the flow of work. The higher the rate of learning, the greater the effect.

Whereas compound interest is a cycle of earning 'interest on interest', intentional experiential learning is a cycle of generating 'learning on learning', which accelerates personal growth.

I can't stress enough the importance of self-regulated experiential learning in the flow of work. It is a powerful process and the heart of learning agility. There is ample evidence that people who are highly effective at self-development are more skilled at this process and do so so in a more deliberate and determined manner.

References

1. Josh Bersin. A New Paradigm For Corporate Training: Learning In the Flow of Work. 8 July 2018. JoshBersin.com. [link ]
2. Ann Herrmann-Nehdi. What is Learning in the Flow of Work and How Do I Do It. 10 April 2024. The eLearn Podcast. [link ]
3. Susan Dumas. Learning in the Flow of Work. Undated. Logicearth Blog. [link ]
4. Fiona McSweeney. What is Learning in the Flow of Work? Definition and Use Cases. 28 March 2024. TalentLMS. [link ]
5. John Wills. What is Learning in the Flow of Work? 25 October 2023. StratX ExL. [link ]
6. Conrad Gottfredson and Bob Mosher. Workflow Learning Has a Mistaken Identity. Association for Talent Development. 15 May 2023. [link ]

Author

Throughout my L&D career I have continuously researched and experimented with ways to increase learning effectiveness. Along the way I have immersed myself in the 'science of learning' and the 'science of instruction'.

I know from experience that enterprise training can be very cost-effective if it is designed and implemented using research-based methods. I have personally been involved in designing and implementing training programs that consistently produced an ROI in excess of 100%.

Over the last 20+ years I have successfully delivered many professional development programs for learning specialists. I have also created and delivered programs to help managers get better results from employee development.

My programs are based on the Predictable Performance Design Methodology and implemented according to the Ready-Set-Go-Show Model . Thanks to the model, I won a Gold Award at LearnX in the category Best Learning Model: Custom/Bespoke. Check out my article: Ready-Set-Go-Show Wins Gold .

If you would like to chat about my research or how I can help you, please email me at [email protected] .