Now, let’s compare this well known outcome to that of embedding learning within the processes of organizations. (See Maie & Remus, 2003, for an overview of implementing process-oriented knowledge management strategies.) The development process starts out the same -- with an assessment to determine if there really is a need that a learning-based intervention is the best solution – followed by a design document that specifies the performance or learning objectives. However, now there’s a change in what is made for learners to achieve those objectives. When the instructional materials are developed, they are developed as small modules – process steps, instruction, an example, and some expert advice. When these modules are delivered, they are delivered as modules for a just-in-time learning experience. Unlike most traditional courses, these materials are designed to assist team members in learning to solve a real problem they face in the workplace in real time.