Training is critical to the success of any organization, but delivering that necessary training is hard to do. Studies have shown that as little as 10 percent of the $200 billion spent every year on learning and development actually delivers results. Why is this? There are several reasons. Consider that training often takes place outside of the organization itself, so it’s difficult to translate what’s learned into real-world applications. Training also requires the learner to invest their own time while being expected to fulfill all their regular work responsibilities, and the onus for learning is regularly placed on the learner with little follow-up from the person delivering the training. A better way to approach training is integrating it into an employee’s workflow. Learning in the flow of work nudges employees when they need to be reminded of better ways to do things and contextualizes the lesson to what they’re currently working on. It also builds in time for reflection—something that is missing from most traditional learning methodologies. By giving employees the tools they need for success during their workday and showing them how those tools should be used in their actual work, training becomes more impactful.