Is Your Learning and Development Strategy Ready for 2025?

02/27/25 • 40 min

The Digital Adoption Show | Upskilling the Future Digital Workforce

In this insightful episode of The Digital Adoption Show, Neha Smriti welcomes David Kelly to discuss the rapidly evolving landscape of Learning & Development (L&D) and what leaders must focus on as we approach 2025.

David shares his journey into L&D, highlighting how his natural curiosity and problem-solving mindset led him to become a thought leader in the space. He emphasizes that as technology reshapes the way we work, L&D strategies must also evolve.

Key Takeaways:

The Shift in Learning: Traditional L&D models are being challenged as employees demand more flexible, real-time, and self-directed learning experiences. Organizations must adapt to these changing expectations.
AI’s Impact on L&D: AI is not just about efficiency—it’s about transformation. L&D teams should explore how AI-driven tools can enhance learning experiences rather than simply making existing processes faster.
The Rise of Super Workers: Inspired by a recent article from Josh Bersin, David discusses how employees who integrate technology seamlessly into their workflow are shaping the future. Organizations must learn from these individuals to foster adaptability and close skill gaps.
Reframing ROI in L&D: Instead of focusing solely on financial returns, L&D leaders should shift their approach to problem-solving and demonstrating the value of training through improved business performance and employee effectiveness.
Learning in the Digital Age: People naturally turn to tools like Google and AI assistants for instant learning. L&D should embrace and integrate these behaviors rather than competing with them.
The Power of Experiential Learning: Hands-on practice, simulations, and continuous learning opportunities are key to making training more impactful. However, the right learning strategy depends on the context and business needs.

Final Thoughts:

David encourages L&D professionals to expand their view beyond traditional education and training methods. He stresses the importance of observing how employees are already learning and using that insight to refine L&D strategies. Ultimately, success in 2025 will come from blending innovation with a human-centric approach to learning.

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Key Takeaways:

The Shift in Learning: Traditional L&D models are being challenged as employees demand more flexible, real-time, and self-directed learning experiences. Organizations must adapt to these changing expectations.
AI’s Impact on L&D: AI is not just about efficiency—it’s about transformation. L&D teams should explore how AI-driven tools can enhance learning experiences rather than simply making existing processes faster.
The Rise of Super Workers: Inspired by a recent article from Josh Bersin, David discusses how employees who integrate technology seamlessly into their workflow are shaping the future. Organizations must learn from these individuals to foster adaptability and close skill gaps.
Reframing ROI in L&D: Instead of focusing solely on financial returns, L&D leaders should shift their approach to problem-solving and demonstrating the value of training through improved business performance and employee effectiveness.
Learning in the Digital Age: People naturally turn to tools like Google and AI assistants for instant learning. L&D should embrace and integrate these behaviors rather than competing with them.
The Power of Experiential Learning: Hands-on practice, simulations, and continuous learning opportunities are key to making training more impactful. However, the right learning strategy depends on the context and business needs.

Final Thoughts:

Subscribe to The Digital Adoption Show:
Spotify: https://spoti.fi/3W7uoul
Apple: https://apple.co/4cD0Ewo
Website: https://bit.ly/3XWXtew

Previous Episode

Scenario-Based Learning vs. Simulation: Where Do They Work Best in Software Training?

Key Highlights of the Episode

Introduction to Christy Tucker and Her Journey in Learning & Development
- Christy's journey started in K-12 music education and evolved into corporate training and instructional design.
- Transitioned from classroom software training to creating engaging online learning experiences.
- Expertise in scenario-based learning and branching scenarios, focusing on practical application and performance improvement.
What is Scenario-Based Learning? Why is it Effective?
- Focuses on real-world practice and feedback, enabling learners to make job-related decisions in a simulated context.
- Closes the gap between theoretical learning and practical application by mimicking workplace challenges.
- Encourages relevant context and decision-making, avoiding generic training that fails to resonate with specific audiences.
Making Software Training Engaging Through Scenarios
- Contextualized training with a "why" behind each task (e.g., using a pivot table to analyze data).
- Moves beyond traditional "menu-driven" training to focus on how tasks are performed in real workflows.
- Example: Teaching PowerPoint features within a scenario of updating an organizational chart after changes.
When to Use Scenario-Based Learning vs. Other Approaches
- Best for skills requiring judgment, problem-solving, or application of knowledge.
- For simpler tasks (e.g., filling forms), direct instructions may suffice.
- Scenarios are ideal when addressing frequent user mistakes or exploring complex workflows.
Branching Scenarios: When Do They Work Best?
- Complex branching scenarios are suitable for multi-layered decision-making.
- Single decision-point scenarios are effective for focused skill development.
- Example: Instead of one long scenario, multiple short ones can address varied challenges efficiently.
Scenario-Based Learning vs. Simulations: Complementary Tools
- Simulations are ideal for procedural tasks, while scenarios are better for decision-making and thought processes.
- Example: Combining simulations for basic navigation and scenarios for troubleshooting LMS issues enhances training outcomes.
Measuring Success of Scenario-Based Learning
- Metrics to track include reduced support calls, increased self-help usage, and improved task efficiency.
- Assessments like simulation-based evaluations are more effective than multiple-choice questions.
- Learner surveys can capture emotional and cognitive engagement, focusing on perceived task value and confidence.
Emotional Engagement and Cognitive Impact
- Emotional engagement fosters motivation and connection to learning objectives.
- Tools like Will Thalheimer's Performance-Focused Learner Surveys can help measure motivation and self-efficacy.
The Role of AI in Scenario-Based Learning
- AI has potential to personalize learning experiences by dynamically adapting scenarios in real-time.
- Chat-based scenarios and voice recognition are emerging trends for customer service and training.
- Long-term, AI may revolutionize software training by enabling real-time customization, though cultural and logistical shifts are required.

Final Thoughts
Christy's expertise highlights the transformative potential of scenario-based learning in software training. By focusing on decision-making, real-world application, and targeted practice, organizations can create meaningful and impactful learning experiences. The conversation also underscored the importance of integrating complementary approaches like simulations and leveraging emerging technologies like AI to shape the future of training.

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Website: https://bit.ly/3XWXtew

Next Episode

Rewriting the Rules of L&D: Evidence-Based Learning with Will Thalheimer

Will Thalheimer’s Background and Entry into L&D

Started his career in business but shifted to instructional design after discovering an interest in learning science at Drexel University.
Developed an early passion for simulations and learning effectiveness, leading to a career focused on research-based training strategies.
Founded a consulting practice to bridge the gap between academic learning research and corporate training.

Common Misconceptions in Learning and Development

Traditional training often overemphasizes content delivery rather than decision-making and skills application.
Many corporate training programs do not incorporate research-backed techniques such as spaced learning, retrieval practice, and realistic practice.
Energy and engagement in a training session do not necessarily indicate learning effectiveness.

The Problem with Traditional Learner Surveys

Most learner surveys (often called smile sheets) fail to measure actual learning outcomes.
Research shows that these surveys have little correlation with whether learners retain or apply knowledge.
Many rely on vague Likert scale ratings, making the feedback difficult to interpret or act upon.

Introducing Performance-Focused Learner Surveys

Uses specific, behavior-driven answer choices rather than generic ratings.
Focuses on four key areas: understanding, motivation to apply, memory retention, and post-training support.
Helps organizations make meaningful improvements to training based on structured feedback.

Learning Transfer Evaluation Model (LTEM) as an Alternative to Traditional Models

Developed as a replacement for outdated evaluation models like Kirkpatrick’s Four Levels.
Provides a structured way to measure training effectiveness, separating knowledge acquisition from real-world application.
Includes levels such as knowledge retention, decision-making skills, task performance, and impact on business outcomes.

Shifting L&D from Compliance to Business Impact

Organizations should integrate learning into daily workflows rather than relying on one-time training sessions.
Reinforcement techniques such as spaced learning and manager-led coaching can improve retention and application.
L&D should focus on contributing to measurable business results rather than just tracking completion rates.

The Role of Technology in Learning

Technology alone does not improve learning outcomes; the right instructional methods are key.
Virtual reality can enhance training when designed for realistic practice but is not always necessary.
Generative AI and adaptive learning platforms have potential but must be implemented strategically to avoid ineffective applications.

Building a Competitive Advantage Through Learning

Organizations that apply evidence-based learning methods can significantly improve employee retention and performance.
CEOs and senior leaders should view L&D as a business driver rather than just an HR function.
Continuous evaluation and refinement of training programs help create a culture of learning that supports long-term success.

Final Thoughts
Will Thalheimer emphasizes that effective L&D requires a shift from outdated practices to research-based strategies. By improving learning evaluation, aligning L&D with business goals, and strategically using technology, organizations can turn learning into a competitive advantage.

Will Thalheimer’s Books and Resources