However, new times call for new models . We have heard managers ask for ways to provide employees with the knowledge and skill that they need to perform their jobs without taking them off the job. We have come to believe that the best way to address these dilemmas and facilitate workplace learning is to teach and train in the context of real work. For example, we have piloted several team skills development programs that are carried out with actual work groups dealing with real tasks. The facilitator helps the team solve real problems, conduct actual meetings, or carry out real tasks such as troubleshooting equipment.
Structure work so that learning can occur simultaneously.
The facilitator talks with the work group about the dual task goals and learning goals at the beginning of the project. At various points in the work process, the facilitator debriefs with the work group, reinforces learning, and discusses how the learning can be applied in the future to new tasks and projects. This approach to training prevents the costs of taking people off the job entirely while training them. Through this approach, people are accomplishing real work tasks and learning at the same time.