The 7 Ps of Modern Workplace Learning

I have shared, in a number of places, a diagram of Modern Workplace Learning (MWL) , which I believe visualises all the main ways we learn at work. However, I have recently added a few P words that have helped to summarise the different elements as well as L&D’s role in it in order to help people at work. so I am sharing this diagram below.

Screen Shot 2015-04-21 at 10.58.40

This chart explains how 6 P words lead to the 7th = Performance.

How we learn in the Modern Workplace
Courses Resources Social Collaboration Personal Learning
We learn
from instruction
(scheduled classroom training
or self-paced e-learning
that we are required to take
We learn
from information,
supporting productivity and
job performance, e.g. job aids
that we access on demand

We learn
as a part of daily working with others in our teams and groups, through sharing of knowledge and 

We learn
individually, as part of
daily experiences in the workplace, through self-improvement, and using the Web, (professional networking), keeping up to date, etc)
L&D’s role in Modern Workplace Learning



Create courses
that are essential and workers are
required to take,  e.g. eg mandatory, regulatory and compliance courses,
(in modern, relevant
and meaningful ways)
Create or curate resources
(in modern and relevant ways)
for individuals to use as they need them, when then need them,
in the way they want to use them
 Help to build social
teams and groups so that they can learn continuously and improve their performance by working more effectively together (using social tools)
Encourage and support individuals
to take responsibility
for their own learning,
to build the new learning skills
and help them to personalise
learning experiences to suit themselves

Note: These materials are part of the draft of my Modern Workplace Learning resource book

Find out more in the MWL Workshops I run

10 thoughts on “The 7 Ps of Modern Workplace Learning

  1. Karel

    Great additions. I am using this (to my company tweaked a bit interms of terminology and examples) to convince that learning for an L&D is much more than creating courses alone. Management at least are willing now to discuss why L&D should facilitate the “resources” also from a competence point of view.


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  3. Karel

    In my conversations a lot of times they ask what the value (Y-axis) actually means, and which KPI ‘s to be chosen to be able to measure. As within all companies all activities in the end should somehow have ROI. Any thoughts on this? Is it about quality of output of the employee? Or is the value about employability and being fit for the job?

      1. Karel

        Hello Jane,

        Thanks for the clarification. Makes sense. As a L&D Department I like to focus on facilitating knowledge flows. This graph says it all and explains why I need technical authoring competence within my group.


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  6. Audrey

    For an academic course, (paper due May 14) I am researching the value of online discussion groups as a means to foster learning in the context of a workplace initiative to foster quality patient care. This is a great visual summary of where discussions would be placed in the context of workplace elearning initiatives. Thanks

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