1st principle: Commitment


  • Integrate new learning approaches – including informal learning, collaborative learning, user-developed content, virtual worlds and simulations – to capitalize on their emerging learning affordances.
  • Create alignment among the various parts of the learning enterprise on use of new learning approaches to create efficiencies, leverage/share resources, develop and use best practices and reduce redundancies.
  • Coordinate and standardize support functions (like receiving credit for learning), work/delivery processes and infrastructure to align to an end-to-end learning cycle and life-long learning.

2nd principle: People-performance


  • Track learning impact by developing and using outcome-focused performance measures in the workplace.
  • Create a staff or learning professional skill set beyond traditional classroom-based education, including skills in consulting, performance improvement, learning innovations and informal/experimental learning.

3rd principle: Access


  • Provide content and learning opportunities that can be easily searched, discovered, shared, enriched and interactive.
  • Develop enterprise-wide systems and learning infrastructure to support end-to-end learning activities for all Agency employees.
  • Establish a virtual learning environment.

4th principle: Agility


  • Create a connected learning network of people and knowledge repositories that provide timeline and relevant information at the point of need.
  • Locate learning professionals into field/customer spaces.


[Extract from an article written by Bob Baker, former Deputy Chief Learning Officer at the Central Intelligence Agency]