Organizational learning is so much more than training. Three models of learning convey the breadth of options that, depending on what employees need to learn, are more effective, cheaper, and easier to implement than formal training programs.

One of these models I call “50 Ways to Lever Learning.” The "50 Ways" includes training but also suggests many other options. This list fits into the push vs. pull model of learning in organizations. Knowledge and skills that employees need to learn are decided on by SMEs and managers and then pushed at employees, or knowledge and skills are pulled from the organization by employees when and where they want this information. The first 25 Ways on the list are typically push learning and the second 25 are typically pull learning.

Another model is what Bersin by Deloitte calls the “Learning Technology Stack.” This model is made up of digital technologies that have been designed for or adapted for learning. The model makes it obvious that digital technology has become an important part of enhancing learning in organizations.

Jane Hart is the author of the third model, “L&D Roles to Support Learning at Work.” This model incorporates the ways employees learn in organizations, the activities that support these various ways of learning, and the roles that training and development professionals need to play in order to enable these ways of learning.

Of course, any model is only a representation of the real world. These three models oversimplify the true process of learning in organizations and do not show all of the ways and combination of ways that people learn, as well as all the aspects of culture that drive or block learning. The main point is that there are many ways employees can learn in organizations, beyond formal training programs, and integrated into the daily life of the organization. These models provide useful tools for starting the examination of options.

[This post first appeared on the blog www.ThePerformanceImprovementBlog.com]