New ways to learn at work draw upon workers' previous experiences, link concepts and practices, and encourage reflection and the transfer of knowledge from one situation to another. Action, situated, and incidental learning are three current approaches. Action learning is a systematic process through which individuals learn by doing. It has been adopted in the workplace as a viable approach to experiential management education and development and an important element of a training and development strategy. In the situated learning approach, knowledge and skills are taught in contexts that reflect how the knowledge will be used in real-life situations. Cognitive apprenticeship is one example of situated learning in which learners participate in a community of practice that is developed through activity and social interaction, in ways similar to that in craft apprenticeships. Incidental learning is unintentional and unexamined. The primary intent of the activity is to accomplish the task, not to learn. Each of these three ways of learning share common qualities and attributes. All engage learners in experiential learning, and all have a collective dimension. The gap between the learner and expert disappears. Conditions that enhance learning common to the three approaches are proactivity, critical reflection, and creativity. Since they involve experiential activity, these three ways of learning offer promise to organizations striving to achieve high performance. (Contains 11 references.) (YLB)