Driving Performance Through Learning summary

Introduction

Driving Performance Through Learning by Andy Lancaster Modern learning and development is no longer about sending employees to training courses. It is about creating a culture where people continuously learn, adapt, and improve while doing their work. Think about the skills you use every day in your career. How many of them came from formal training courses?

Perhaps a few. But much of what you know was probably shaped by experience, conversations with colleagues, guidance from managers, and solving real problems as they appeared. Learning happens everywhere, all the time. Yet many organizations still view workplace learning too narrowly, focusing mainly on scheduled courses and seminars.

This traditional approach often valuable learning opportunities, the moments when people need knowledge and support the most. In this book, Andy Lancaster explores how organizations can transform learning and development by making it more agile, practical, and connected to everyday work. You will discover how to identify real learning needs, design responsive solutions, measure performance impact, and use digital tools, communities, and coaching to help people grow. The future of learning is not something that happens separately from work.

It is something that becomes part of the way we work.

Learning in the Flow of Work

Learning in the Flow of Work. The world of work is changing fast. Competition in business is high. Disruption is happening everywhere.

The pressure for efficiency and budget cuts is immense. People tend to have more varied careers these days. The workplace is changing too. Home working is increasingly popular.

One thing, though, has stayed the same. Employees constantly need to learn. How can organizations best cater to this need, specifically their L and D teams? These are the ones responsible for learning and development.

If you are like most people, two words probably spring to mind – training course. But is that really the best way? Most people have a lot going on. It is not easy for them to take time out of their schedules.

Couldn't they learn just as much while still doing other work? Well, yes, they certainly could. The key message here is, employees often learn more effectively in the flow of work. It is better than in a course.

When people think of learning at work, they think of training courses. You have probably even heard co-workers complaining. They cannot do certain tasks because they have not been trained to do so. But this is an attitude that needs to change.

A lot of the time, learning should simply take place when it is actually needed. It happens while staff members are doing their jobs. This is learning in the flow of work. It is a principle that is changing the way people think about learning and development.

It is not a completely new idea. For a while now, the concept of 70-20-10 has been well known among learning professionals. The idea is that 70% of learning takes place from experiences in the workplace. 20% comes from coaching and other interactions.

And just 10% comes from courses. That very precise sounding ratio is not that important. But the underlying principle is vital. The mindset in the workplace should be that learning is ever-present.

What does that mean for L and D professionals? Well, they will still have plenty to do. Their role is to identify an organization's needs and track progress. And of course, they find solutions.

Sometimes that is just booking a training course. But sometimes it means playing the role of facilitator, encouraging things like community interaction. It also includes coaching and individual learning. And how can L and D professionals do that?

Well, there is some good news. You are about to do a little bit of learning yourself.