From Learning to Performance: Redefining Learning in the Flow of Work

The lines between learning and doing have blurred. In today’s fast-moving organizations, people development and growth in performance can’t be treated as something that happens outside the work itself. It must be woven into the fabric of daily activity.

This shift is fueled by the relentless demand for upskilling—where technological advances and market pressures can change the success model of an organization overnight—and by growing focus on actual performance. Success is now defined by sharper execution and measurable business outcomes, rather than time spent on training hours.

The future of workplace learning lies in creating seamless, in-the-moment support that empowers employees to perform at their best. The goal is no longer to deliver more content, but to embed the right knowledge, in the right place and at the right time, to fuel both individual and organizational growth.

AI as the Next Performance Partner

Imagine having a “super coach” by your side, anticipating challenges and guiding you through every step of your workday. AI-powered tools are making this more than a vision, predicting and addressing performance gaps in real-time.

Through digital nudges that steer employees toward better choices, context-specific prompts that deliver insights when they’re needed most, and real-time coaching that offers instant feedback, AI is transforming how performance is supported.

For example, GP Strategies has developed an AI-powered product knowledge tool that delivers instant, tailored guidance in the moment of need, ensuring employees have the information they need precisely when they need it. By combining AI with practical, on-demand support, organizations can help their people work more efficiently and effectively.

Designing for Performance, Not Participation

For many learning experiences, the days of formal training sessions are fading, which means that organizations need to shift their focus from participation to performance by integrating support directly into the user experience.

Embedding guidance directly into the tools employees use—through interface-level support and contextual prompts, for example—keeps performance on track without disrupting workflows.

Embedding guidance within user interfaces (such as step-by-step prompts in a sales platform) allows employees to get the help they need without breaking focus. GP Strategies takes a strategy-first approach, identifying the “moments that matter” in each workflow and designing solutions that remove friction and accelerate performance. In other words, “Design out learning. Design in performance.”

What’s Holding Organizations Back?

While the benefits of learning in the flow of work are clear, adopting this approach requires overcoming common barriers:

• Technology integration: AI and other tools must work seamlessly with existing systems.
• Alignment with business goals: Learning initiatives need to connect directly to measurable business outcomes.
• Resistance to change: Employees and managers may hesitate to embrace new methods.

Employing strategies such as phased pilots, continuous feedback loops, and strong leadership support can help navigate these challenges and drive successful implementation. By starting with small, manageable projects and gradually scaling up, organizations can build momentum and demonstrate the value of learning in the flow of work.

Getting Started with Performance-First Learning

If you’re ready to embrace learning in the flow of work, start with these steps:

1. Ask the right questions. Identify performance support gaps and learning opportunities within your current workflows.
2. Integrate learning with work systems. Move beyond LMS silos and embed support where employees already operate.
3. Run phased pilots. Begin small, measure impact, and scale what works to build organizational buy-in.

Building a Culture of Performance-First Learning

The shift from training events to performance-first strategies represents a cultural shift that redefines how organizations grow, rather than just another passing trend. By embedding learning into the flow of work, leaders can create agile, future-ready teams capable of thriving in an environment of constant change. Success starts by focusing on the moments that truly matter, aligning learning with business outcomes, and designing seamless experiences.

Partner with GP Strategies to build a performance-first learning strategy that fits your work, not the other way around.

About the Authors

Andrew Joly

Andrew leads the strategy and consulting faculty in the Learning Experience team, which is at the frontline of delivering creative, innovative and effective learning solutions. He focuses on his personal passion: how technology-enabled learning experiences and communication blends can transform behaviors and performance in the workplace. Andrew has a passion for exploring how new modes and strategies for learning and connection can make a real difference to people, teams, and global organizations.

Ella Richardson

Ella Richardson, Global Head of Consulting & Experience Design, GP Strategies Ella is responsible for learning excellence across the Learning Experience team. She leads the Learning Experience Design team, ensuring that our work is cutting edge and delivers sustainable change, by shaping transformational learning experiences, often enabled by emerging technologies. With a background in psychology, her expertise lies in getting under the skin of company culture and strategy, to define revolutionary approaches that embed measurable behavior change.