Get rid of fast-food L&D: why 'slow' e-learning is indispensable

Learning is hot. But the way we learn? That one is under pressure. In an age where everything has to be fast, short and flashy, we expect learning to work the same way. Just learn something new on youtube in 2 minutes, swipe to TikTok-style knowledge and move on. But real learning doesn't work that way. Deep learning takes time and requires effort to stick. And that's exactly where it goes wrong in many organizations. This article is a wake-up call for anyone who takes learning seriously. Because if we are not careful, we will trade impact for speed, and that is a choice with consequences.

We think we learn smarter, but is that really true?

Constant access to information has made us accustomed to instant answers. But the flip side is that we practice less real understanding. We consume content at lightning speed, continuously flooding our memory with new things. And that is exactly what does not work for developing skills. Learning is not a sprint, but a marathon. Not fast food, but slow cooking. Look at the practice: a twenty-minute onboarding module, a mandatory compliance training course that you click through as quickly as possible, a video on leadership that has to be fun above all else. The focus is on completion rather than understanding. Let alone applying it. And thus on measuring instead of learning. That has to change. Because at a time when everything is changing: technology, functions, roles, the ability to really keep learning is more important than ever.

Why difficult training is actually valuable

I love microlearning, byte-sized just-in-time training etc. But the form is not more important than the impact. We sometimes lose sight of the proper use of these tools. Everyone knows that you have to play tennis for seasons before you can hit a nice ball. So why should this be any different in, say, prioritizing as a skill? Some topics are also just complex. Think AI, security, ethics or strategic leadership. You need time for those. Repetition. Reflection. So recognize that some training is allowed to be quite difficult and slow. Learning sometimes chafes, takes time and is full of setbacks, but it is precisely then that you see and feel the results. With all the new possibilities we sometimes overlook that.

Missed opportunity in 'easy learning'

Reliance on technology leads to convenience, but it also leads to loss. Spell checking, AI tools and on-demand information delivery take work out of our hands, but so do thinking skills. We are less trained in self-reflection, critical thinking and checking sources. While these are pre-eminently the skills we need today.
In addition, the balance between content and form is lost. Too often we focus on entertainment instead of effect. Think of flashy animations or mini-games. Learning can be fun, but first and foremost it must be instructive.

The culture that stands in the way of learning

In many organizations, learning is still seen as "something that has to be done. The KPI is often: how many people completed the module? Not: what did it produce? This creates a superficial learning culture. What we need is a fundamental reappraisal of learning as something that deserves time, attention and energy.

The solution? Back to basics.
And then forward.

It is time for a more realistic picture of learning. An image in which there is room for effort, depth and repetition. But also for curiosity, creativity and critical thinking. Not a learning program full of bells and whistles, but a solid foundation in which people train their thinking muscles and get back to truly understanding and being able to rather than "knowing about" and "having seen.

5 take-aways for organizations that dare to invest in a true learning culture:

1. Choose quality over speed
   Not everything has to be fast or "fun. Choose learning partners who are committed to impact, not just experience. Sometimes that means slightly longer tracks, more reflection, and a focus on impact rather than clicks. No, we don't need to go back to 12 days of classroom. But 12 seconds is too little!
2. Reinforce the "why" of learning
   People want to learn, as long as they understand why. Make it clear why it is important to the organization and/or how learning activities contribute
   to their work, future or personal goals. Can't explain that? Then don't start.
3. Embrace 'difficult learning'
   Difficulty is not a barrier, but a signal of growth. Learning is allowed to take a little effort. Let training have depth, practice things 100x instead of 1x. Name the challenge and give space to struggle. This way you increase the learning effect and the motivation. After all, if you worked hard at something it feels better too.
4. Invest in cognitive fitness
   Offer training that strengthens learning skills, growth mindset and critical thinking. Learning is a skill you train. Just like fitness in the gym. And learning to learn is the biggest lever for a learning culture. It takes more time, but this foundation is indispensable.
5. Make media literacy and critical thinking a core component
   Teach employees to deal with AI, fake news and information overload. Give them tools to evaluate sources and distinguish fact from fiction. In a world where there is endless learning, learn to be selective and critical.

In conclusion

As an L&D professional, you have the opportunity and responsibility to make a difference. By choosing results over speed. For learning that sticks rather than dissipates. For people who not only "know" but also "can" and "do. People who develop skills to move with the future.

Do you dare? Get rid of the fast food L&D.

Time for learning with substance and results.

SLOW-Learning!