The Changing Nature of L&D: From Traditional Learning to Performance Support

The role of Learning and Development (L&D) has been evolving rapidly in recent years, and it’s not just about training anymore. Traditional learning models, where employees attend workshops or sit through eLearning modules, are no longer enough in today’s fast-paced work environment. The modern workforce needs solutions that help them apply what they’ve learned in real time, which is why L&D is shifting its focus from traditional learning to performance support.

But what does that actually mean? Let’s break it down.

The Old Way: Traditional Learning Support

For a long time, L&D has been centered around providing employees with structured learning opportunities, like formal classroom training or lengthy eLearning courses. These methods were designed to teach employees new skills or knowledge in a controlled environment—away from the daily grind of their work.

Sure, this kind of training has its benefits. Employees get dedicated time to learn, reflect, and absorb new information. The problem? Many of these environments create passive learners. Employees might show up to a training session because they have to, not because they’re invested in the learning process. They listen, maybe take a few notes, and then return to their jobs. The real issue arises when it’s time to apply that knowledge. A passive learner is less likely to retain or use what they’ve learned, leaving a gap between training and performance.

Motivation plays a critical role here. A motivated, engaged learner actively seeks out information, asks questions, and takes control of their own learning. They are invested in applying the new knowledge or skills they acquire, which leads to better outcomes. On the other hand, a passive learner is physically present but not fully engaged, resulting in wasted training opportunities and little improvement in performance.

The Shift: What is Performance Support?

This is where performance support comes in. Rather than pulling employees away from their work for formal training, performance support is all about providing real-time, on-the-job resources to help employees when they need it most—while they’re performing their tasks.

Think of performance support like a GPS for your employees: they might have a good sense of where they’re going, but it’s there to guide them through specific turns and provide help when they get stuck. It’s all about just-in-time learning—delivering exactly the information, tools, or resources employees need, in the moment they need it.

Examples of Performance Support in Action

1. Interactive Job Aids: These could be digital checklists or tools that employees can access at their desk or on their phone to guide them through a new process step-by-step.

2. Microlearning Modules: Instead of a 2-hour course, break down key information into 3-5 minute videos or modules employees can access as they need it, helping them learn in bite-sized chunks.

3. In-App Assistance: Many companies are now incorporating digital adoption tools to help users navigate their software systems, offering guidance or pop-up tutorials in the flow of work. This ensures employees can get quick answers to questions or problems without leaving the platform.

4. Chatbots or AI-driven Help: Some companies use AI or chatbots to provide employees with instant answers to frequently asked questions, delivering performance support right when they need it.

How This Changes the Role of L&D

With the shift towards performance support, L&D professionals need to think beyond just creating structured courses. Instead, the focus should be on curating resources, designing systems that provide real-time help, and working closely with other departments to identify performance gaps.

L&D is no longer just about teaching—it’s about enabling employees to perform at their best by removing obstacles and making learning as seamless as possible. This approach fosters a more engaged workforce where learners feel empowered to take action and improve their performance in real time, on an "as needed" basis. Think of it as Push Learning, vs. Pull Learning.

So, What’s the Future of L&D?

L&D will likely continue to blend traditional learning with performance support. The reality is that there’s still a place for workshops, onboarding programs, and leadership training. But the future is about creating a more agile learning environment, where employees can learn in the moment, get feedback in real time, and apply new skills without breaking their workflow.

As technology evolves, L&D’s role will increasingly shift toward designing systems and structures that empower employees to access learning resources when and where they need them. The goal? To make sure that employees aren’t just learning for the sake of learning, but learning to improve performance and drive real business results—fueled by engagement and motivation.