Table of Contents
Recommendation
You learn on the job all the time. How many times have you searched Google on how to do something in the middle of work, or asked a colleague for help? While not a new technique, Learning and Development departments have seen an increased demand for “learning in the flow of work” (LITFOW) – especially with the rise of remote work and new technologies. Journalist Verity Gough interviews L&D experts about the value and simplicity of LITFOW. Her brief but compelling overview explores why this learning style is here to stay and what L&D departments can do to help facilitate its use in the workplace.
Take-Aways
- “Learning in the flow of work” creates a more efficient workforce.
- Learning and Development departments can provide structure to facilitate LITFOW.
Summary
“Learning in the flow of work” creates a more efficient workforce.
Learning while in the midst of a task or activity is a common practice. For instance, you might be in the middle of cooking an elaborate meal and need to check YouTube to see how to make a reduction sauce, or you could be at work and need to ask Google how to convert a Word file to a PDF. With the rise in remote work, new technology and flexible work schedules, many companies can no longer rely on traditional classroom methods for keeping their workers’ skills sharp. Instead, they have begun to embrace “learning in the flow of work” (LITFOW).
“LITFOW is about providing learning when it is necessary for you.” (L&D author Andy Lancaster)
Many employees prefer LITFOW, because they claim it creates a more interesting and engaging work environment. LITFOW frees employees from having to take time out of their workdays to learn skills they might not necessarily need. Instead, they can learn the things that help them solve problems as they encounter them.
As L&D expert Charles Jennings states, LITFOW is about looking at specific business needs and figuring out what exactly people need to know in order to address those needs. With LITFOW, everything employees learn goes toward solving company problems. As a result, employees can increase their overall performance and become more efficient in their day-to-day activities.
Learning and Development departments can provide structure to facilitate LITFOW.
Although LITFOW often happens naturally, L&D departments can help by providing structure, intention and direction. For example, they can create platforms that host learning resources like helpful how-to videos. They can help link workers with credible experts who can provide coaching in the form of real-time feedback. L&D departments don’t need to guess what skills would be the most useful to employees; they only need to focus on connecting people to the learning content or expertise they need in a particular moment.
Take Eleanor MacKenzie, the learning and engagement officer at the Church of Scotland’s central services committee, who has embraced LITFOW to help her team boost its digital presence. She has created webinars, instructional videos and other content for her team to use whenever they need it. MacKenzie notes that she has seen a huge increase in her team’s ability to navigate the digital landscape because of this method.
“Learning is a process, not an event.” (co-founder of the 70:20:10 Institute, Charles Jennings)
While LITFOW takes the formality out of learning, it still can have a big impact in terms of employee performance. The key to successful LITFOW lies in managerial guidance throughout the process. Managers must track, monitor and evaluate their teams’ progress. Reflecting on which skills help workers the most, or what other resources would be useful creates a culture of continuous improvement that benefits the whole organization.
About the Author
Author Verity Gough is a journalist and freelance copywriter.