Learning in the Flow of Work
I first stumbled across the phrase learning in the flow of work while researching leadership development strategies. It sounded promising—but a little buzzword-y. The more I explored it, the more I realized: this wasn’t just a new term. It was a shift in how we think about learning at work.
So, what does it really mean? And how can we, as learning professionals, bring it to life—especially for leaders who need support in real time? Let’s dive in.
What Is Learning in the Flow of Work?
Learning in the flow of work is all about delivering the right support at the right moment—within the tools people are already using. It’s not about formal training sessions or long courses. It’s about making learning seamless, contextual, and immediately useful.
As Josh Bersin puts it, “People want to learn, but they don’t want to be trained.”
Here’s what defines learning in the flow of work:
- Contextual – It’s tied directly to what someone is doing.
- Timely – It shows up when it’s needed most.
- Performance-driven – It helps people take action, not just absorb information.
- Tech-enabled – It lives inside everyday platforms like Microsoft Teams or Slack.
This approach aligns perfectly with proven learning models:
- ✅ The Five Moments of Need – focusing on “Apply” and “Solve”
- ✅ The 70-20-10 Model – where most learning happens on the job
- ✅ Performance Support Strategies – like checklists, tooltips, and quick guides
Why It Matters for Leadership Development
Leadership doesn’t wait for a scheduled training session. New managers and seasoned leaders alike face challenges that require immediate action—whether it’s giving feedback, handling a tough conversation, or making a fast decision.
Consider these scenarios:
- 🗂️ Preparing for a first one-on-one meeting
- 💬 Delivering constructive feedback
- 📊 Navigating a sudden performance issue
These are teachable moments, but they don’t call for a formal course. They call for quick, accessible guidance—right in the flow of work.
What L&D Can Do Right Now
The best part? You don’t need a new system to get started. If your organization uses Microsoft Teams, you already have a platform to embed learning.
Here are a few practical steps:
- Add a “Manager Toolkit” tab in Teams with quick-reference resources.
- Use Power Automate to send out weekly leadership tips or reflection prompts.
- Create a simple chatbot in Teams to answer common leadership questions.
🎯 Remember: Start small. Focus on one key moment where leaders often need support.
Small Experiments That Make a Big Difference
Here’s how you can bring learning in the flow of work to life without over complicating it:
- 📌 Pin a checklist or short video in a Teams channel your leaders already use.
- 🗓️ Share a weekly micro-coaching tip via automated messages.
- 💡 Embed a feedback guide directly into the workflow where performance reviews happen.
These simple actions lower the barrier to learning and make it part of daily routines.
Want to Go Deeper?
If you’re ready to explore more, here are some resources to get you started:
- Bersin, J. (2021). The Flow of Work and the Role of L&D. Read it here
- Gottfredson, C., & Mosher, B. The 5 Moments of Need Framework. Explore here
- 70:20:10 Institute. Understanding the 70-20-10 Model. Explore here
- Kevin Stratvert. How to Create a Team in Microsoft Teams. Watch the video
- Kevin Stratvert. How to Create a Weekly Scheduled Email Flow | Power Automate. Watch the video
- Reza Dorrani. Build a Chatbot for Microsoft Teams using Power Virtual Agents. Watch the video
What’s Next
I’m continuing to explore how microlearning and just-in-time resources can better support leaders in their daily challenges. In my next post, I’ll share how I’m building a monthly microlearning series—embedded directly into the flow of work.
Stay tuned!
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