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First, training was, and still is, a way to support learning. Training is not the only way to learn, and it often is not the best way. Second, the need for learning is not going away; it is increasing. Every time an individual or group encounters something new, there is an opportunity, and often a requirement, to learn. This can be a new job, a new task, a new business strategy, a new customer, a new product, a new competitor behavior, and so on. Third, we can take a systematic, performance-based approach to managing learning, not just training, in our organizations.