I still remember the first course I ever created. At the time, I was in a marketing role at a large packaged-goods company, not yet part of the L&D industry. Eager to make an impact, I designed training based on what seemed effective: providing a lot of information and following it up with a quick quiz to test understanding. I believed that if learners could answer the questions correctly, they had genuinely learned the material.
However, it didn’t take long for me to realize that something was missing. Despite the high quiz scores, employees were struggling to apply the knowledge in real-world situations. That experience made me realize the flaws in my approach and opened my eyes to the deeper challenges of designing effective learning solutions. It also sparked my journey toward understanding what truly drives learning outcomes and, ultimately, success in applying skills on the job.
In the years since, I've encountered many of the same mistakes in other learning programs. These missteps often stem from a series of common fallacies that creep into the design and implementation process. Whether you're an instructional designer or a subject matter expert, it’s crucial to recognize these pitfalls to create truly impactful learning experiences. Let’s explore five prevalent fallacies in learning creation and see if you might be making these mistakes—then let’s take a look at what to do instead.
1. The "teach then test" approach
One of the most widespread mistakes in learning design is the reliance on the "teach then test" approach. This method, which mirrors traditional classroom settings, involves presenting information to learners and then testing their ability to recall it. On the surface, this might seem like a logical way to measure learning, but it’s far from effective.
The problem with "teach then test" is that it assumes that, once learners are exposed to information, they will automatically retain and understand it. Research shows that this is not the case—retention rates are typically low when learners passively receive information without engaging in activities that help them apply and internalize it, although learners feel they learn more with a skilled lecturer. Effective learning solutions should focus on creating opportunities for learners to practice and apply new knowledge in context, which leads to deeper understanding and better retention.
2. Using test results as a measure of success
Another common fallacy is the over-reliance on testing as the primary indicator of learning success. While tests can reveal whether learners can recall information shortly after being taught, they do not necessarily reflect whether learners have acquired the skills needed to perform their jobs effectively.
Impactful learning solutions go beyond testing to assess true skill acquisition. The real measure of success is whether learners can apply what they’ve learned in real-world situations, solve complex problems, and adapt to new challenges. Traditional tests often fail to capture this depth of understanding and application. To truly gauge success, assessments should mirror the tasks and challenges learners will face on the job, ensuring they are prepared to apply their knowledge in practical scenarios.
3. Disconnected learning objectives
A common misstep in learning design is the creation of learning objectives that are disconnected from organizational goals and KPIs. While well-intentioned, these content-based objectives often lead to training that is irrelevant and ineffective.
Effective learning solutions need actionable learning objectives that are directly tied to the specific skills and behaviors employees need to succeed in their roles. This means identifying the critical skills and tasks learners need to perform on the job and crafting objectives that focus on these real-world requirements. Though this requires time, effort, and close collaboration with subject matter experts, the payoff is clear: courses that focus on meaningful performance outcomes drive better engagement and retention.
4. More information equated to more learning
A pervasive misconception in learning design is the belief that simply presenting more information will lead to learners “knowing more.” This fallacy, deeply rooted in traditional education, results in courses becoming overloaded with ancillary, "nice to know" content that isn’t directly relevant to the desired performance outcome. The mistaken assumption is that transferring information equates to learning, but this approach falls short in practice. This belief is amplified with AI tools that prioritize speed via “telling” information vs. application-focused learning experiences.
Effective learning solutions require much more than just telling learners what they need to know, hoping they can passively absorb a flood of information. To make learning impactful, it’s essential to cull content and focus on what is directly applicable to the learners and to create opportunities for critical thinking, reflection, and application. Otherwise, even the most well-intended information is likely to be forgotten shortly after the course ends.
5. Not requiring learners’ effort
Finally, one of the most overlooked aspects of creating effective learning is the effort required for learners to encode new information into their long-term memory. There’s a bias toward making learning easy to avoid discomfort, but data shows that learning requires effort to solidify new concepts.
To remember and apply new ideas, learners must engage in deliberate practice and effortful retrieval—activities such as practice, critical thinking, and problem-solving that help transfer new knowledge into long-term memory. The most valuable part of any learning experience is when learners are required to put in the effort to actively participate. This engagement ultimately leads to long-term retention and the ability to use new skills effectively on the job.
Addressing common learning design pitfalls
To overcome these common mistakes, here are some of the most effective strategies I've seen work.
1. Embracing Active, application-based learning experiences
When it comes to creating meaningful learning, being actively interactive with the concepts is key. For example, using interactive simulations, branching scenarios, and problem-based exercises allows learners to apply knowledge in context rather than just absorbing information. This strengthens retention and enhances critical thinking. Incorporating spaced repetition and retrieval practice further ensures that information is internalized, rather than crammed for a test.
2. Redefining success metrics with performance-based assessments
It’s time to move beyond traditional tests as the sole measure of success. Performance-based evaluations, on-the-job observations, and peer/manager reviews provide a more comprehensive view of skill development. Furthermore, aligning assessments with job performance motivates learners by focusing on practical application, leading to deeper learning and better outcomes.
3. Crafting a performance-focused mindset
Impactful learning aligns with what employees need to do, not just know. By analyzing actual job performance and collaborating with front-line managers, we can pinpoint the critical skills for success. This shift from delivering content to driving performance also makes it easier to gain stakeholder buy-in, as the direct connection between training and organizational goals becomes clear.
4. Optimizing cognitive load to focus on what matters
Ensure that information overload is a thing of the past. By concentrating solely on essential content and eliminating "nice-to-know" details, learners can focus on what truly matters. Additionally, with the help of microlearning, digital adoption platforms, and just-in-time support, learners can also get the right information at the moment they need it.
5. Harnessing productive struggle with effortful learning
Learning is most effective when it challenges us. Incorporating productive struggle and deliberate practice encourages learners to push beyond their comfort zones. By fostering deeper thinking through peer-to-peer challenges and reflective practices like journaling, we create meaningful opportunities for engagement and growth.
Create impactful learning experiences
Incorporating these strategies into your learning design can significantly enhance learner engagement and overall effectiveness. By shifting the focus to application, real-world performance, and active participation, your programs can yield tangible results and promote long-term retention. Whether you're revamping existing courses or starting anew, addressing these common pitfalls will enable you to create impactful learning experiences that genuinely support employee development. Consider evaluating your current eLearning practices—are you making any of these mistakes?
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