Cultivating Growth: Using Personal Learning Networks as an Act of Generosity
Personal learning networks (PLNs) are more than just professional connections—they are communities where knowledge, ideas, and support flow freely. When we engage in our PLNs with generosity, we create an environment where growth happens organically. Whether through professional associations, blogs, or industry networks, each interaction is an opportunity to contribute.
Here are a few ways I strive to give back to my PLN:
Sharing Insights & Best Practices – Offering lessons from leadership development, learning strategy and instructional design.
Curating & Reviewing Resources – Highlighting high-quality learning materials to save time for others.
Thought Leadership & Mentorship – Writing posts on instructional design, learning strategy and leadership while mentoring emerging professionals.
Industry Discussions – Engaging in meaningful conversations to advance our field.
Fostering relationships within a PLN means actively supporting others in their professional journeys. This can include amplifying others’ work, making introductions, or simply providing encouragement. Small gestures of generosity can have lasting effects, strengthening the entire community.
Embracing continuous learning within a PLN ensures that we remain engaged and valuable contributors. Attending industry webinars, participating in discussions, and seeking out diverse perspectives all enhance our ability to give back. By investing in our own learning, we are better positioned to support and uplift those around us.
By shifting from “what can I get?” to “what can I give?”, we strengthen our networks and build a culture of continuous learning. The goal is to cultivate spaces where growth thrives. How do you contribute to your PLN? Let’s connect and learn together!
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.
I remember the first time I stumbled across the 5 Moments of Need framework by Conrad Gottfredson and Bob Mosher. It felt like someone had finally articulated what so many of us in instructional design and training already knew—but didn’t have a clear language for.
Learning doesn’t just happen in workshops, webinars, or eLearning modules. It happens when leaders are in the thick of their day—navigating challenges, adapting to change, and making decisions on the fly.
For anyone designing leadership development programs, understanding these real moments is a game-changer—especially when paired with strategies like learning in the flow of work.
What Are The 5 Moments of Need?
Let’s start with the basics. Gottfredson and Mosher’s 5 Moments of Need framework identifies when people actually need learning and support:
Learn New – When you’re learning something for the first time.
Learn More – When you’re expanding on what you already know.
Apply – When you need to remember or act on what you’ve learned.
Solve – When things go wrong, and you need to troubleshoot.
Change – When you must adapt to new ways, systems, or roles.
While traditional instructional design tends to focus heavily on the first two moments (think formal training sessions), the reality is that most performance gaps occur during Apply, Solve, and Change. That’s where leaders often feel the pressure—and where well-designed support can make the biggest impact.
Why This Framework is Essential for Leadership Development
Leadership isn’t static—it’s situational, dynamic, and deeply human. Leaders face daily challenges that no one-off training session can fully prepare them for.
Think about it:
A newly promoted manager needs to learn how to delegate effectively.
An experienced leader wants to refine their coaching style.
A director faces an unexpected team conflict and must act fast.
An executive must pivot strategy due to market shifts.
Each of these reflects different “moments of need.” If we only design leadership programs around formal learning events, we miss the chance to support leaders when it truly counts—on the job, in real-time.
This is where blending the 5 Moments framework with performance support tools creates real value.
Bringing Learning into the Flow of Work with MS Teams
You’ve probably heard the phrase “learning in the flow of work” (thanks to Josh Bersin for popularizing it). It’s not just a buzzword—it’s a mindset shift.
Instead of pulling leaders away from their responsibilities to “go learn,” we embed learning within the tools and platforms they already use. For many organizations, that’s MS Teams.
Here’s how you can design leadership development aligned with the 5 Moments of Need, using MS Teams as your delivery hub:
Moment of Need
How to Support in MS Teams
Learn New
Create a “New Leader Onboarding” channel with bite-sized modules, intro videos, and quick-start guides.
Learn More
Host monthly learning circles or peer coaching sessions via Teams meetings, supported by shared resources and discussion threads.
Apply
Use Power Automate to send Just-In-Time prompts, checklists, or job aids before key leadership tasks (e.g., feedback sessions, team meetings).
Solve
Set up a dedicated “Leadership Help Desk” chat or chatbot where leaders can ask questions and access troubleshooting tips.
Change
Roll out updates, micro-videos, and reflective prompts in Teams when new processes, policies, or organizational shifts occur.
This approach turns MS Teams into more than just a communication tool—it becomes a performance support ecosystem.
A Day in the Life: How This Looks in Action
Let’s meet Alex, a newly promoted team leader.
On Day 1, Alex gets access to a Leadership Essentials Teams channel, with short onboarding videos and key resources (Learn New).
Two weeks in, Alex joins a peer discussion on handling remote team dynamics (Learn More).
Before conducting his first 1:1, a Teams bot pings him a prep checklist created by L&D (Apply).
When a team member misses deadlines, Alex taps into a quick guide on managing accountability conversations (Solve).
Later, when the company introduces a new project management system, microlearning updates arrive directly in his Teams feed (Change).
Alex never had to “leave work to learn”—because learning was designed to meet him where he is.
Key Design Principles: From Training to Continuous Support
To apply the 5 Moments effectively, especially for leadership development, here are a few guiding principles:
✅ Think beyond courses. Leadership growth happens daily—not just in workshops. ✅ Embed performance support. Tools like MS Teams, chatbots, and job aids keep learning accessible. ✅ Leverage microlearning. Short, focused content is easier to digest and apply in the moment. ✅ Foster peer learning. Leadership challenges are often nuanced—create spaces for leaders to share insights. ✅ Use automation smartly. Power Automate or similar tools can deliver timely nudges tied to real tasks.
This shift is about designing ecosystems, not just events.
Additional Resources to Deepen Your Understanding
If you’re ready to rethink your approach to instructional design and leadership development, here are some resources worth exploring:
When we start viewing learning through the lens of real-world needs, everything changes.
For leadership development, this means moving away from one-and-done programs and toward continuous, contextual support. The 5 Moments of Need gives us a framework to do just that—while tools like MS Teams help us deliver it seamlessly within the flow of work.
Because at the end of the day, leadership isn’t built in a classroom. It’s built in the moments that challenge us, stretch us, and push us to grow. Our job, as instructional designers and learning professionals, is to be there—quietly supporting—when those moments happen.
How Are You Using the 5 Moments of Need?
I’d love to hear from you! How have you applied the 5 Moments of Need in your instructional design or leadership development initiatives?
Are you embedding performance support into daily workflows?
Have you found creative ways to address those Apply, Solve, or Change moments?
Or are you just starting to explore how this framework can shift your design approach?
Share your experiences, challenges, or success stories in the comments. Let’s keep the conversation going and learn from each other’s real-world applications.
After all, we’re all navigating these moments—why not design better ways to support them together?
How I’m Using ChatGPT and Synthesia to Create Just-in-Time Learning
Introduction: Rethinking Leadership Development for Busy Workflows
Leadership isn’t learned in a day—and it certainly doesn’t happen in long, one-off training sessions. Today’s leaders need support in real time, right when challenges arise. That’s why I’ve embraced a microlearning approach, embedding leadership development directly into the flow of work using tools like ChatGPT and Synthesia.
I’ll walk you through how I’m building an AI-powered microlearning series for new and aspiring leaders—one that’s accessible, actionable, and designed to fit seamlessly into daily routines.
Why Learning in the Flow of Work Matters
If you’re new to the concept, Josh Bersin describes learning in the flow of work as providing employees with immediate, bite-sized learning exactly when they need it. No scheduling, no disruptions—just practical support at the moment of need.
For leadership development, this means offering quick resources on topics like giving feedback or handling conflict—available right inside tools leaders already use, like Microsoft Teams.
My Process: From Idea to Microlearning Delivery
Here’s how I’m using AI tools to make this happen:
1. Scripting with ChatGPT
I start by using ChatGPT as a creative partner to draft concise, scenario-based scripts on leadership topics. It’s not about letting AI do the thinking—it’s about guiding it with clear prompts to align with instructional design best practices.
2. Turning Scripts into Videos with Synthesia
Once the script feels right, I move to Synthesia to generate short, AI-narrated videos. These microlearning assets are designed to be under 3 minutes—perfect for busy leaders.
3. Embedding Content in Microsoft Teams
Finally, I embed these videos into a dedicated Teams channel, pinning them for easy access. I also use Power Automate to schedule weekly learning nudges—keeping leadership growth continuous without overwhelming learners.
Example: Microlearning on “How to Give Feedback”
To kick off the series, I plan to create a quick video on Giving Feedback—a skill every leader needs but few feel confident about. Using the 5 Moments of Need framework, I will design it as a just-in-time resource leaders can access before their next one-on-one.
Future Topics in the Series
This is just the beginning. Upcoming microlearning topics will include:
Difficult Conversations
Handling Conflict
Adapting to Change
Each will follow the same AI-supported process—ensuring consistency, speed, and relevance.
Lessons Learned Along the Way
Prompting is Key: The quality of ChatGPT outputs depends on how well you guide it.
Keep Videos Short and Focused: Microlearning should respect the learner’s time.
Leverage Existing Tools: Embedding content in platforms like Teams keeps learning accessible.
Bringing microlearning into the flow of work doesn’t have to be complicated—you just need the right tools, a clear focus, and a commitment to meeting learners where they are. If you’re inspired to start building your own leadership microlearning series, I’ve gathered some helpful resources to guide you.
Whether you’re new to AI video creation, exploring frameworks like the 5 Moments of Need, or figuring out how to pin that first video in MS Teams—the links I provided will give you a head start.
Let’s Hear It—How Are You Applying Learning in the Flow of Work?
How are you integrating learning into the flow of work? Have you explored AI tools like ChatGPT or Synthesia in your L&D strategy? I’d love to hear your thoughts—share your experiences in the comments
In writing this blog post, I used AI as a tool rather than a content generator. I didn’t just accept its responses—I actively guided the process through intentional prompting, refinement, and personal input. The key to ethical AI use lies in engagement, where human critical thinking shapes AI’s role rather than passively accepting its output.
What Does “Created by You” Mean in the Age of AI?
The concept of originality is evolving. Instructional designers must navigate key questions:
When should AI-generated content be cited? Transparency is crucial. If AI significantly contributes to an idea or draft, it should be acknowledged. However, refining AI-generated text with personal expertise makes the content uniquely mine.
How much AI-generated content is truly “yours”? I view AI as a collaborator, not a creator. My originality comes from the questions I ask, the perspectives I bring, and how I integrate AI-generated ideas into my work.
Where do we draw the line between AI as a tool and AI as a content generator? This depends on understanding the target audience. AI can generate vast amounts of content, but instructional designers must critically evaluate its relevance. Creating learner persona can help ensure AI-generated material aligns with instructional goals rather than being used without careful consideration.
Mitigating AI Bias: What Works and What Doesn’t
One effective strategy for reducing AI bias is using structured input prompts to guide AI toward balanced responses. However, mitigating bias also requires self-awareness—designers must recognize their own biases to prevent them from shaping AI outputs.
Creating an AI audit trail is another valuable approach. Keeping records of both prompts and generated outputs ensures transparency and distinguishes AI-generated content from human-created work (Halaweh, 2023). Additionally, adhering to ethical guidelines such as the European Union’s Ethics Guidelines for Trustworthy AI and IBM’s AI Explainability 360 can help instructional designers establish responsible AI practices.
On the other hand, simply handling AI issues as they arise is not a useful mitigation strategy. AI evolves rapidly, and waiting until problems surface—such as bias, misinformation, or over-reliance—can cause real harm. Without proactive measures, instructional designers risk reinforcing stereotypes, spreading inaccuracies, or making inconsistent ethical decisions. Establishing clear AI use policies from the start is essential for ensuring ethical and effective implementation.
What Surprised Me
Sankaranarayanan (2023) highlights ethical challenges in AI-driven instructional design, particularly in bias mitigation, transparency, and the balance between AI as a tool versus a content generator. One of the most surprising insights for me was how rapidly AI adoption has grown. It reached 100 million users in just four months—far faster than Facebook (four years) or Google (one year). Yet, despite AI’s accessibility, many professionals I know still hesitate to use it.
Another striking point was the use of AI-generated headbands in Chinese primary schools to measure students’ focus levels. While parents consented, I question how instructors could realistically adapt lessons in real-time based on fluctuating attention spans. Would this technology genuinely enhance learning, or is it primarily a disciplinary tool? This raises ethical concerns about surveillance and the extent to which AI should be involved in student monitoring.
Final Thoughts: The Future of AI in Instructional Design
AI is a powerful tool in instructional design, but its ethical use is still a work in progress. While it offers efficiency and creativity, it also raises lingering questions about transparency, originality, and human oversight. Over-reliance on AI risks losing the human touch that makes learning meaningful.
For me, ethical AI use means enhancing creativity, not replacing it. AI can spark new ideas, offer fresh perspectives, and refine my thinking—but ultimately, I decide how to shape the content. As AI continues to evolve, instructional designers must lead the conversation on its responsible use, ensuring it serves learners ethically and effectively.
How do you ensure AI-generated content aligns with human values as its capabilities continue to grow?
References
Sankaranarayanan, R. (2023). AI-driven instructional design: Ethical challenges and practical solutions. In Applied Ethics for Instructional Design and Technology: Design, Decision Making, and Contemporary Issues. EdTech Books. https://edtechbooks.org/applied_ethics_idt/AI_instructional_design_ethics
