Education

Learning inside the workflow

• Turn incidents into after-action reviews: what went well, what didn't, what we'll try next.
• Pair every new skill with a live rep inside two weeks — unused training evaporates.
• Use mentorship deliberately: match by the skill gap, set a cadence, review quarterly.
• Model it. A leader visibly learning gives everyone else permission.

The 70-20-10 shape

Structure development so most of it happens in real work (stretch assignments), a fifth through coaching, a tenth through content. A two-week learning sprint — one behavior goal, scheduled reps, coaching touches, and a review — beats a training day every time.

The question isn't "did they attend the training?" It's "what can they do now that they couldn't do last month?"