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Workflow learning
Moves learning to where it matters
What it is
An online workflow learning platform with L&D best practice at its heart, encompassing informal learning, mentoring, 70:20:10 fundamentals, on-the-job training and performance support to ensure your people’s capability.
Who it's for
People learn by doing, so the workflow learning pathway gets people doing activities that facilitate learning within the context it is needed. This is experiential learning at its best. It can stand alone or be combined with face-2-face or virtual delivery for a blended mix.
Key Benefits
Uses tasks and assignments, collaboration and reflection to generate learning and embed new behaviours.
The P100:Workflow option helps you bring learning on the job directly into the workflow
- Generates quicker results to accelerate time to proficiency.
- Uses guided activities that people do alongside their work so they experiment, practice and learn what works for them.
- Includes measures to check success, return on investment and to provide feedback.
- Leverages the power of the 70:20:10 learning philosophy for a complete learning solution that changes culture.
- Sets up a truly collaborative environment to support both the learner and their manager through change.
- Moves from spoon-fed to self-directed learning so staff take on more responsibility for their own development.
How it Works
The P100:Workflow pathway process is simple:
Practice and experience, and reflecting on that experience, are fundamental to learning. In each pathway module, the learner is given some basic scene-setting information around the topic they need to become familiar with.
The pathway sets learners up with activities that are spread out over time, so they fit in with their work. Activities could be questions to reflect on, content to review, experiments to try, conversations to have, specific actions to do. They could be anything that would aid them to learn, reflect and embed what they need for their job. The learner records their reflections and can also discuss them on the forum.
Every learner has a mentor or buddy who will hold them accountable for doing the activities, and debrief them to help the learner get the most out of the activities.
Out of this simple process, L&D drives a range of benefits both for the learner and the organisation:
- Contextual guidance
- Step-by-step instructions (if desired)
- Deeper detail, for when quick steps are not enough
- Brokered references
- Informal and collaborative assets and opportunities
- Blend with formal training and other learning activities
Key Features
The aim of the game is the immediate transfer of learning. Your people are gaining new knowledge and skills as part of their existing workflow. So rather than learning the theory behind something, then trying to remember this information when they need it one day in the future, they are practising on-the-job. This breakdown of the barriers between formal learning, perhaps in the classroom, and work builds capability in the workplace. Your people become ready to perform their tasks whilst they work and learn together.
Why Buy From Us
To get learning in the workflow right, you need to be skilled with the principles and ideas behind informal learning. Our founder and CEO, Paul Matthews, has written one of the key books in this area, “Informal Learning at Work: How to Boost Performance in Tough Times”. It is already in its second reprint, and Paul speaks on this topic around the world.
We know how to make learning in the workflow a successful part of your L&D strategy.
FAQs
Q: Can you help build learning pathways?
A: We can help as much or as little as you need from providing advice through to building pathways for you.
Q: Can I use P100 to move my face-2-face programme online?
A: Our learning pathway platform, Performance100, is ideal for reworking your F2F programmes into a blended mix and bringing that learning directly into the workflow where it counts. I should warn you that this is not just a simple “lift and shift” to make your current programmes virtual. Converting your programme for delivery on Performance100 will require some redesign to take full advantage of the different delivery model. We can show you how.
Q: Is this workflow learning?
A: People have used 'workflow learning' as a general term to describe people learning on the job at their point of work. At one end of the spectrum, this is performance support with in-the-moment information to enable them to get their job done in which case the learning is a secondary benefit and welcome side effect. At the other end, it is where learning, such as eLearning or learning tasks and activities are delivered to people 'at their desk'. Performance100 operates right across this spectrum.
