Harold, your articles are always thought provoking. Thank you for your efforts.

Building upon Dave's comment, If moving from classroom to a more work-centered approach is the desired outcome. Who should be pushing that change? What are the 15-20 percent knowledge and skills? and what are the environmental variables.

My first grad school text was Improving Performance. I learned alternatives to classroom training. Many years later as a training department director I often struggled with clients who insisted on a formal training approach. They went so far as to create "classes" out of job aids that were created to directly support the worker. I got comments like "we have to make sure they get this". Meaning that I tell them in a powerpoint. The training department actions reflects overall company management approaches.

The other driver of the classroom is the compliance mindset (at least in the united states). After a (you fill in the name) lawsuit, the court may mandate training. Other regulatory systems often require some kind of formal training.

All of this is to say, that the learning profession's job may be to demonstrate how the workflow approach provides reliable and low cost results that support the organizations desired way of working.