In today’s workplace, the word training can be associated with prepackaged courses on how to use certain programs or overly generalized courses that may not be useful to every worker. To be effective, training should be relevant, personal, and most importantly, targeted. Because companies rarely will offer the resources to send employees out to seek training on their own, organizations may use new “guerrilla” tactics to provide more creative avenues of on-the-job instruction. Formal mentoring programs may be scrapped under this model. A young employee paired with a more experienced one—without any context or reason for that pairing—may quickly feel awkward in a forced professional relationship. Instead, pairing mentors with employees on actual assignments allows a relationship to grow organically and will feel much less forced than the once-a-month check-ins often instituted by more formal mentoring arrangements. This informal mentoring should also be scalable. If a mentor is helping an inexperienced employee complete a particular task, for example, there is no reason that instruction can’t be recorded on a smartphone and made into a video resource to help other employees. Meanwhile, massive open online courses (MOOCs) can be leveraged to help employees learn at their own pace.