Why Most Training
Doesn't Stick.
5 principles of effective learning backed by academic research, written for L&D and HR professionals.
Real research. No BS.
Here's the Problem,
most training doesn't change anything
You commission the training. The presenter was good. The scores came back fine. Six weeks later, nothing’s changed on the team.
It’s not the content. It’s the design. Most training is built around delivery, not learning. The facilitator talks. Participants listen. Everyone leaves feeling good. And then they go back to doing exactly what they were doing before.
There are five reasons why. All backed by research. All fixable.
What's in the PDF
1.
Presence — The facilitator IS the learning experience
Instructor interaction accounts for 59.5% of achievement gains. The facilitator’s relationship with the room determines outcomes more than any other single factor. Most training treats the facilitator as a delivery mechanism.
2.
Production — Structure matters more than polish
Varied formats and real-world examples improve retention. On-screen talking heads have the lowest impact of any content format. Cinematic production does not improve learning. Structure does.
3.
Personal Purpose — People learn better when they know why
Training that ignores why each person is in the room produces recognition, not behavior change. Explicitly stated objectives tied to participant goals increase confidence and retention.
4.
Practice — Knowledge becomes skill through doing
Passive consumption produces recognition. Active practice produces capability. Struggle encodes more deeply than smooth delivery. Getting something wrong in a structured setting makes everything after it land better.
5.
Peers — The room is a resource. se it.
Corrective peer feedback improves outcomes significantly. But unstructured group work increases cognitive load without improving learning. The structure of peer activities matters as much as having them at all.
Proven Methods
We’ve taught teams at some of the biggest companies in the world.
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