Action Learning Communities of Practice Job Organizational Learning 
The Performance Improvement Blog
JULY 31, 2014
Build trust - Employees will invest time and effort in learning if they trust their managers. Learners need to believe that what they are learning is valued, that their managers will help them find opportunities to apply that learning on the job, and that their bosses will not block their development and advancement in the organization.
The Performance Improvement Blog
DECEMBER 16, 2015
Simulation – replicating real-life problem solving within a safe environment; for example, learning business acumen by working with a team to solve a typical business problem and receiving immediate feedback on their performance. On-campus college courses – attending for-credit courses or non-credit courses that are relevant to one’s job.
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The Performance Improvement Blog
APRIL 10, 2015
One of the barriers to creating and sustaining a learning culture in organizations is the no-time myth. Managers resist attending formal training events and participating in other kinds of learning activities (elearning, mentoring, coaching, action-learning, communities of practice, internal wikis, etc.)
CLO Magazine
OCTOBER 12, 2012
There is a core set of frameworks that support the way organizational learning and development is conducted. At its core, the model states that learning occurs primarily from on-the-job experiences (70 percent), followed by learning from others (20 percent) and, finally, from formal courses (10 percent).
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