Research identified feasible strategies to support flexible delivery in operating workplaces. Sites were 12 enterprises in Victoria. Findings indicated flexible delivery was largely implemented by enterprises through the provision of a range of learning opportunities that included on-the-job observation, practice and mentoring, access to learning resources, and access to external training provision; provision of structured observation and demonstration was considered feasible, but assistance to learners in development of skills of self-directed inquiry was not; provision of a range of learning opportunities and learning resources was common; enterprises acknowledged individual differences in learning styles and instructional preferences; all enterprises engaged in communities of practice; involvement of learners in identifying their own learning goals and activities was considered more feasible at higher levels of enterprises; tension between production time and learning time was clear, particularly at lower levels; factors shown to be related to feasibility of given strategies concerned availability of time, perceived skills of supervisors, and forms of learning network acknowledged as present and encouraged; and variations were related to size, geographic distribution, level of formality in the enterprise structure, procedures, and expected training outcomes. (Appendixes include 121 references, instrument, and enterprise profiles.) (YLB)