Upskilling in the Flow of Work: How L&D Teams Are Reinventing Learning for 2026

Learning and development is shifting away from long training sessions to adopt a practical, modular learning approach. For airports and other complex operational environments, this means that teams are better prepared for fast-changing demands.

This article outlines why learning in the flow of work matters and how L&D teams can build programs that strengthen capability without disrupting operations.

Why Learning Needs to Change

Employees have limited time to spend in formal training. In fact, research from Deloitte’s Human Capital Trends report shows that workers can dedicate less than one hour a week to structured learning.

That said, airports must still keep up with new technology, updated operating procedures, and evolving safety expectations, on top of the required compliance training, which requires constant training and upskilling.

Learning in the flow of work provides shorter, targeted learning that align with real tasks. This helps staff build skills without neglecting their operational responsibilities or working on their personal time.

Micro-learning and Short, Targeted Lessons

Micro-learning is a core part of learning in the flow of work as short modules help employees absorb information quickly.

LinkedIn’s 2025 Workplace Learning Report found that 56 percent of learners prefer information delivered in small, concise formats.

Airports are applying micro-learning to:

• safety refreshers before shift start
• quick updates to standard operating procedures
• short system walkthroughs for new digital tools
• task-based reminders for high-risk activities
• modular, self-paced, online training to build up more complex competencies.

Micro-learning supports memory retention and can allow supervisors to reinforce key skills at the exact moment they are needed.

Embedding Learning Into Daily Workflows

Learning becomes more effective when it is integrated into daily routines, which is why airports are using digital tools that deliver guidance at the moment a task is performed.

Examples include:

• step-by-step digital instructions for equipment use
• guided system prompts during irregular operations
• on-the-job coaching from supervisors

This approach strengthens capability because it contextualizes the information and allow employees to apply their new knowledge immediately. It also helps standardize performance across teams which is essential in safety-critical operations.

Using Data to Support Learning in Real Time

Workforce data provides insight into when and where training is most needed.

Gartner’s 2025 HR Analytics Study reported that organizations using operational data to guide learning saw a measurable improvement in performance consistency. For airports, this can include:

• identifying recurring task errors and creating targeted refreshers
• analyzing their job descriptions, tasks, and competencies to align training to required skills
• maintaining training records to always know which training is going to be needed by whom and not have to rush through an entire program.
• reviewing compliance gaps and building focused micro-learning modules
• monitoring operational trends to anticipate skills that will be needed during peak travel periods

Data-driven learning closes gaps faster and ensures training aligns with real operational risks.

Supporting Supervisors as Learning Coaches

Supervisors play a crucial role in reinforcing learning and many airports are training supervisors to provide coaching during shifts.

This includes giving immediate feedback, demonstrating tasks, correcting incorrect processes, and recognizing strong performance. Coaching also strengthens communication between teams and create a culture of continuous improvement rather than occasional patching.

Building a Culture of Continuous Capability Growth

Airports and other complex operations depend on teams that can adapt quickly and learning in the flow of work supports a culture where development becomes part of everyday operations: employees feel more confident, supervisors feel more supported, and leaders gain a clearer understanding of workforce capability. Airports that adopt this approach see improvements in consistency, safety, and readiness for surges and disruptions.