Training Myths Busted: What Drives Impact?

In an era of rapid technological advancement and an overwhelming number of tools and methodologies at our disposal, the real challenge for today’s L&D leaders isn’t a lack of options. It’s cutting through the noise and focusing on what truly drives results for learners, teams, and the business.

 

It’s time to pause the chase for the next shiny object and tackle some of the most enduring myths in the industry. Doing so will allow better focus on strategies that drive learning impact.

Myth #1: Designing for Distinct Learning Styles

Perhaps one of the most enduring myths is the notion that people learn best when content is tailored to their preferred learning style. Whether it’s visual, auditory, or kinesthetic, the assumption is that if we match the method to the individual’s style, learning will be more effective.

The research doesn’t support this claim.

Countless studies have found no conclusive evidence that matching learning materials to a preferred style enhances learning outcomes. What truly matters is matching the method to the content. For example, learning to operate heavy machinery requires hands-on practice, regardless of whether someone self-identifies as an auditory learner.

Clinging to the learning styles myth can do more harm than good, diverting resources and attention from designing learning experiences that reflect the real demands of the skill or knowledge being developed.

Myth #2: Multitasking Is a Valued Skill

In our always-on digital world, multitasking has been hailed both as a badge of honor and recognized as a modern workplace necessity. It is not uncommon for learners to attend virtual sessions while simultaneously responding to emails or instant messages.

However, neuroscience tells us a different story.

The human brain is not wired for multitasking. What we are doing is task switching, or shifting attention rapidly between tasks, which depletes cognitive resources, reduces retention, and leads to more errors.

When learning and development (L&D) programs are designed with the assumption that learners can absorb information while juggling other demands, we undermine the very outcomes we hope to achieve. Learners retain less, and leadership grows frustrated with lackluster outcomes that don't justify the investment. To foster genuine engagement and retention, learning experiences must encourage focus, reflection, and interaction.

Myth #3: The Best Training Happens In-Person

For many organizations, there remains an ingrained belief that the most effective learning happens in the classroom. Face-to-face training is often regarded as the gold standard, with virtual and online learning viewed as a less-valuable option.

This is a perception, not a reality.

In truth, the format alone does not determine the quality or effectiveness of a learning experience. Well-designed online programs that incorporate interactivity, collaboration, practice, and feedback can be just as effective as traditional classroom sessions.

The real differentiator is design, not delivery mode.

Clinging to the idea that all training must be in-person not only limits reach and scalability but also ignores the realities of today’s hybrid, global, and remote work environments. Effective L&D strategies employ a blended approach that meets learners where they are…whether that’s in a classroom, at their desk, or in the field.

Myth #4: Training Is a One-and-Done Event

Another persistent misconception is that training is a singular event. Too often, those responsible for delivering learning see courses as items to check off a task list rather than opportunities for lasting development. This mindset leads to one-off workshops or courses delivered in isolation, with little to no follow-up.

Yet we know that learning is not an event. It is a process.

Research consistently shows that skills and knowledge fade quickly if not reinforced. Without opportunities to apply what they’ve learned, reflect on their experiences, and receive feedback, learners are unlikely to retain new information or change their behavior.

Impactful learning programs that yield business results are designed with reinforcement, practice, and support built in over time. They create space for repetition, reflection, and adaptation, helping to bridge the gap between knowing and doing.

Myth #5: Learning Is Just a Transfer of Information

Perhaps most important of all, let’s address one of the core (and likely most damaging) myths: the belief that learning is simply about transferring information into learners’ heads.

In reality, learning is not about consumption; it’s about transformation.

Information alone does not lead to skill development, behavior change, or improved performance. If it did, we could simply hand employees a manual or a PPT slide deck and call it a day.

Learning that drives real-world impact goes beyond presenting facts. It creates opportunities for learners to engage with the material, apply it in relevant contexts, make mistakes, receive feedback, and adjust their approach. It is an active process, not a passive one. Great learning design pulls people in. It gets them doing, thinking, and applying…not just consuming content, but participating in it. The key is intentional, hands-on involvement.

When organizations focus solely on content delivery through dense e-learning modules, lengthy lectures, or text-heavy handouts, they overlook the critical components of practice, reflection, and feedback that help individuals grow and perform more effectively in their roles. This oversight limits the effectiveness of learning by failing to activate the behaviors that drive real performance improvement.

Focus on What Really Drives Learning

Debunking these myths is more than correcting bad habits or wayward thinking. It ensures learning drives real outcomes, proves its value to the bottom line, and strengthens L&D’s voice at the leadership table.

What drives impact is not the format, the frequency, or even the novelty of the approach. It is the clarity of alignment with business goals. The relevance of the learning to the learner’s job, challenges, and environment is crucial. It is the opportunity for practice, feedback, and reflection built into the experience. And it is the continuous support provided as learners apply new skills on the job.

They may not be flashy or award-winning, but these fundamentals are grounded in research and proven results, making them the pillars of effective L&D.

Technology, of course, can play a vital role. Digital platforms can enhance accessibility, facilitate personalization, and offer innovative ways to simulate real-world challenges. However, these tools must serve the learning strategy, not drive it.

When L&D teams focus first on understanding their people, their business, and the real obstacles to performance, the choice of technology becomes precise and more purposeful. Learning solutions are not only engaging but also impactful, sustainable, and aligned to what truly matters.

Real success in L&D isn’t about flashy trends or how many programs are delivered. It’s about helping people do their jobs better. And when we focus on what is proven to work, we save time, save money, and make a real impact where it matters most.