Learning in the Flow of Work: Making Learning Work for Neurodiverse Minds
One of the big trends in Learning & Development right now is Learning in the Flow of Work (LIFOW) – where learning happens naturally, within the tools and systems people use every day.
For me, this approach really resonates — especially when you look at it through a neurodiversity lens.
As someone with ADHD, I’ve always found that long, traditional training sessions can be overwhelming. I process information best in short bursts, when I can apply it straight away. That’s exactly what LIFOW does — it delivers learning when it’s relevant, not when the calendar says so.
Why LIFOW Supports Neurodiverse Employees
Reduces Overwhelm
Microlearning, embedded in daily systems like Teams or Slack, breaks information down into digestible pieces. It’s learning you can action straight away — perfect for fast thinkers or those who struggle with information overload.
Caters to Different Learning Styles
Not everyone learns best from reading slides. Some prefer visuals, others audio or interactive prompts. LIFOW gives people multiple ways to engage and learn in the way their brain works best.
Empowers Self-Pacing
Neurodiverse learners often have fluctuating focus levels. Being able to dip in and out of learning at your own pace can make a massive difference to engagement and confidence.
Creates Everyday Inclusion
Embedding learning into real work environments means everyone has equal access to development opportunities. It takes away the pressure of having to “fit in” to traditional learning styles.
In Practice
This could look like:
AI-driven learning prompts built into systems like SharePoint or CRM tools.
Short video walkthroughs instead of lengthy written guides.
Optional “focus mode” deep dives for learners who prefer immersion.
Reminders, nudges, and resources that adapt to your workflow.
Why It Matters
Neuro-inclusive learning design isn’t just good practice — it’s good business.
When learning fits how people actually think and work, it boosts performance, confidence, and innovation across the whole organisation.
As L&D professionals, our goal should be simple:
To build learning systems that fit the brain, not make the brain fit the system.
#LearningAndDevelopment#CIPD#Neurodiversity#ADHD#Inclusion#LIFOW#DigitalLearning#FutureOfWork#Accessibility#L&DLeadership