2,000+ Leaders Later: 5 Proven Ways to Make Learning Stick

Tell me and I forget. Teach me and I may remember. Involve me and I learn – Benjamin Franklin

Over the course of my career, I’ve had the privilege of training and developing over 2,000+ managers, leaders, and executives. From front-line managers to C-suite executives, I’ve witnessed firsthand what works—and what doesn’t—when it comes to making learning meaningful, impactful, and, most importantly, sticky.

Here’s the thing: we’ve all been in workshops or webinars that were a complete waste of time—content-heavy but impact-light (queue the snooze fest). The problem? Learning that doesn’t stick is learning that doesn’t change behaviour. And what’s the point of that?

These five insights are not theories—they’re battle-tested truths based on years of working in real businesses with real people facing real challenges. Let’s dive in.

1. Make it relevant or don’t bother

70% of employees are inclined to leave their current job for one that invests in their development.

If your learning content doesn’t resonate with your audience’s real-world challenges, you’ve already lost them. Adults learn best when they can see the direct connection between the material and their work.

What works:

• Start with examples pulled directly from their day-to-day.
• Use case studies and scenarios they can see themselves in.
• Cut the fluff and get to the practical application.

2. Build skills, not slide decks

Retention jumps from 20% to 75% when learners practice what they’ve been taught.

Information overload is the enemy of good learning. People don’t need another 50-slide deck full of theory—they need a handful of skills they can practice, refine, and apply.

What works:

• Teach less but teach better. Focus on depth, not breadth.
• Build in hands-on exercises, role-plays, or simulations.
• Encourage participants to try, fail, and learn in a safe environment.

3. Anchor the learning in real-time feedback

Feedback is the #1 driver of performance improvement, but only 30% of employees say they receive it regularly.

Feedback transforms theoretical learning into actionable change. Without it, people can’t connect what they’re learning with how they’re performing.

What works:

• Provide immediate, specific feedback during learning sessions.
• Equip participants to give and receive feedback in real life.
• Follow up post-training to reinforce and refine skills.

4. Create an emotional hook

Learners are more likely to remember content if it sparks an emotional reaction.

We remember stories, not slides. We connect with examples that make us laugh, cringe, or feel inspired. Learning that’s dry and forgettable is learning that goes nowhere.

What works:

• Use storytelling to bring the content to life.
• Include humour and relatable anecdotes to keep engagement high.
• Share compelling success stories to show what’s possible.

5. Accountability is the secret sauce

95% of people who commit to regular accountability check-ins achieve their goals.

Learning doesn’t end when the session does. Without follow-through, even the best training loses its impact. (Think about the Forgetting Curve)

The magic happens when participants apply what they’ve learned and are held accountable for doing so.

What works:

• Assign post-session goals or actions with clear deadlines.
• Set up peer accountability groups or one-on-one check-ins.
• Measure the impact of the training and share results with participants.

The legacy of learning

Training and developing others is one of the most powerful investments any organisation can make—but only if it leads to real behaviour change. When done right, learning isn’t just an event; it’s an experience that transforms people and, ultimately, businesses.

If you’re designing L&D programmes or looking for ways to elevate the ones you already have, ask yourself: Are you creating learning experiences that stick—or just ones that look good on paper?

And if you need some help designing and delivering impactful learning experiences, drop me a DM and let's talk!