An online solution with L&D best practice at its heart, encompassing informal learning, mentoring, 70:20:10 fundamentals, on-the-job training and performance support to ensure your people’s capability.

L&D knows that experience is a far greater contributor to proficiency than any number of training courses. And this is why it takes time for people to become proficient at their role.

Peformance100:Workflow is a simple but powerful Learning Pathway SaaS solution which accelerates that journey to proficiency and increases your people’s performance. It focuses on the experiential and social aspects of learning; in effect, it ‘manages’ the 70 and 20 parts of the 70:20:10 learning model.

Discover more in this leaflet and share the key points with colleagues.


The P100:Workflow pathway process is simple:

  1. Practice and experience, and reflecting on that experience, are fundamental to learning. Each period the learner is given some basic scene setting information around the topic they need to become familiar with.
  2. The pathway sets learners up with activities to spread out over time so they fit in with their work. Activities could be questions to reflect on, content to review, experiments to try, conversations to have, specific actions to do, or anything else that would aid them to learn, reflect and embed what they need for their job. The learner records their reflections and can also discuss them on the forum.
  3. Every learner has a buddy or mentor who will hold them accountable for doing the activities, and debrief them to help the learner get the most out of the activities.

Out of this simple process L&D drives a range of benefits both for the learner and the organisation:

  • Contextual guidance
  • Step-by-step instructions (if desired)
  • Deeper detail, for when quick steps are not enough
  • Brokered references
  • Informal and collaborative assets and opportunities
  • Blend with formal training and other learning activities

What’s the aim?

The aim of the game is the immediate transfer of learning. Your people are gaining new knowledge and skills as part of their existing workflow. So rather than learning the theory behind something, then trying to remember this information when they need it one day in the future, they are practising on-the-job. This builds capability in the workplace. Your people become ready to perform their tasks whilst they learn.

Organisations can create their own custom pathways or tap into one of the ‘ready to use’ pathways that come pre-loaded on the platform. Both options provide a structured approach to learning over a period of time.

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