Workflow Learning, Learning In The Flow of Work, or Learning at the Point Of Work? However we wish to call it, guidance and support at the moment they need it is a sure fire way of gaining engagement in L&D solutions and, more importantly, helping people do more of the right things in order to get results. In this episode, Conrad Gottfredson, a true pioneer in this field, shares his insights and experience of this methodology and approach.
Workflow learning environments
1 Experience acceleration model
The real environment for learning is the workflow and real learning happens when people apply what they have learnt in the workflow.
The greatest skill an employee can have is adaptiveness, Its about the transition from formal learning and the reach into the workplace.
2 Flow of work
People learn exclusively in the flow of work, this is where we build a digital culture
This enables individuals to initiate their learning in the flow of work
G – gather online to learn
E – expand understanding
A – apply what you have learnt
R – report back and receive feedback
When we build a workforce solution we draw on all 3 of the models.
It is around creating an environment where it is seen as a complete solution. You are with them when they need guidance and support the most.
The discipline of performance support
This is about understanding that when you build an infrastructure that supports people I the flow of work that carries with it the ability to gather data about how they are doing
This has opened up our ability to truly measure impact in every way possible
If you provide people with what they need when they need it then engagement is the least of your problems.
Having performance support infrastructure enables a move towards workflow learning and also supports more formal learning
At the heart of the skill set is being able to map the moment of apply, as it occurs in the flow of work.
We focus on the point of apply at the work flow level.
Once you have a map and you know what it is you need people to do then you can orchestrate the tasks to fit.
‘You are missing the tools that are needed to measure’
‘Organisations waste a lot of time searching for the right tools and resources to do the job’
‘Half of what is done formally could be pushed into workflow learning.
‘You have to know how to design a solution that encompasses all 5 moments of need’
ABOUT THE GUEST
Conrad Gottfredson has more than 30 years of experience in the field of Learning & Development and holds a PhD in Instructional Psychology and Technology. His consulting work has helped governments, non-profits, and multi-national organisations wisely employ emerging technologies and methodologies to help people achieve personal and organisational goals. Conrad has pioneered methodologies (The 5 Moments of Need) for developing and delivering Workflow Learning to those who need it, when they need it, in the language and form they require.
You can follow and connect with Conrad via:
The 5 Moments of Need (including White Paper): https://www.5momentsofneed.com/
ABOUT THE HOST
David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.
As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.