By Lisa Friscia
If we want learning to lead to better performance, we have to stop thinking of it as an event—and start treating it like a system. Adult learning requires context, relevance, and immediacy, so designing learning spaces that cover all three is essential to ensure a return on investment. Below are practical, research-backed ways to embed learning into the way your organization works.
Attention, Retention, and the Power of Spacing- Instead of cramming content into one-off trainings, try these tips.
- Break it up. Design learning in small, digestible chunks. If your team is running a 90-minute session, build in breaks every 20 minutes—or split the content over several days.
- Create spaced reinforcement. Plan for follow-ups: Slack nudges, quick video recaps, short quizzes, or check-ins 1–2 weeks after the session. Even a 10-minute manager debrief helps retention.
- Use nudges and prompts. Set calendar or tool-based reminders tied to behavior (e.g., “Ask for feedback today”) that reinforce what was learned.
Design for Relevance and Performance- No one wants to feel that their time isn’t respected. Make it immediately applicable, not just “good to know”:
- Connect to what they know. Always start by naming what the group already does or understands—and then build from there.
- Solve real problems. Design sessions around current challenges—like how to delegate more effectively this month, not abstract leadership theories. Discuss decisions they’re actually facing or tasks they’re actively doing. People are more engaged when they see the learning directly impact their ability to do their jobs.
- Make space to apply it live. Where applicable, have teammates apply the skill immediately after learning. They say that memory is the residue of thought, and application locks in learning.
Learning in the Flow of Work- Help people learn while doing the work—not by taking time away from it. This real-time learning will help to make the practice stick.
- Create job aids and quick guides. A simple checklist, one-pager, short video or annotated screenshot can be more useful than a 60-minute session.
- Leverage time already on your calendar. Build in peer check-ins, reflection prompts, case studies or problems of practice into existing meeting rhythms.
Build a learning culture, not just an event- Sustainable learning that sticks needs multiple touchpoints. Think of it as cross-training for the brain.
- Layer learning. Combine workshops with coaching, async content, and peer learning groups.
- Make it visible. Share what people are learning in all-hands, Slack channels, or newsletters to normalize and reinforce growth. Bonus: This can help spark creativity in creating new use cases!
- Track and share impact: Instead of asking who completed the course, ask: What’s changed in behavior, performance, or decision-making?
