Adaptive Learning: A Shift in Corporate Learning Philosophy

In 2024, organizations spent a staggering $459 billion globally on employee development. But was it worth it? When you consider the following statistics, the answer is likely no:

• 81% of 2,100 managers surveyed across 50 organizations were dissatisfied with their company’s learning & development (L&D) function.
• 70% of employees feel they do not have the opportunity to advance their career.
• Only 12% of employees apply what they learned in learning and development programs to their day-to-day work.
• Less than Only 20% of organizations are leveraging as part of their development process for leaders below director level in the organization.
• 78% of organizations are not leveraging A.I. in their leader and development offerings.

Clearly, today’s corporate development programs are falling short. The timing, purpose, and content of much corporate training are misaligned with the needs of both the employees and the organization.

“Check the Box” Learning

Much of today’s learning focuses on "signaling" rather than truly developing valuable skills. Employees are pushed to earn Continuous Professional Education (CPE) credits, often to signal their readiness for promotion, while L&D teams focus on flawed metrics like the number of credits earned rather than the business impact created. As a result, the focus shifts from tangible outcomes to check-the-box learning.

At the LAK Group, we believe there needs to be a shift in mindset to agile learning where there is a focus on application of learning, behavior change and career advancement. Learning must be adaptive with a focus on the individual needs of each learner so they not only own the process, but also the outcomes.

The Problem with Traditional Learning Methodology

• We’re learning at the wrong time: Employees learn best when they need to apply new skills immediately. Unfortunately, corporate development often follows arbitrary schedules, forcing employees to learn topics that don’t directly relate to their current challenges or their individual skills gaps.
• We’re learning the wrong things: Many training sessions focus on broad, generic topics like “communication” or “change management,” which are often not specific or individualized enough to address the specific needs of each individual. This misalignment leads to lack of ownership, disengagement and limited application of learning.
• We quickly forget what we’ve learned: Without immediate application, employees forget most of what they’ve learned. This is known as the "Forgetting Curve," which shows that we forget about 75% of new information within just six days if it isn’t applied.

LAK Group’s Approach: Adaptive Learning

At the LAK Group, we understand that today’s dynamic business environment demands a more flexible and personalized approach to learning —one that aligns with the principles of adaptive learning. Adaptive learning focuses on tailoring the learning experience to the individual needs of employees, allowing them to learn at their own pace and adjust based on real-time feedback. Here’s what adaptive learning looks like:

1. Learn what’s relevant to you: Focus on the skills and knowledge that are directly applicable to an employee’s current role and challenges. Adaptive learning personalizes content, ensuring that employees are mastering the information that will have the greatest impact on their performance.
2. Immediate application to real-world situations: Learning becomes more meaningful when it’s immediately relevant. Employees are encouraged to apply new skills to real business challenges right away, enhancing retention and relevance.
3. Receive continuous, personalized feedback: With adaptive learning, employees receive ongoing feedback that helps them adjust and refine their understanding as they progress. This ensures learning is more effective and aligned with the individual’s unique path.
4. Evolve and grow over time: Learning is an ongoing process. Adaptive learning allows employees to revisit content and skills as they develop, ensuring continuous improvement and adapting the learning journey to their evolving needs.

By embracing adaptive learning, organizations can create a more efficient, personalized, and impactful learning experience that grows with both the individual and the business.

Why Lean Learning Matters

Lean learning aligns directly with the LAK Group’s philosophy that real change occurs when learning is purposeful, applied, and supported over time. Our approach emphasizes learning that is tailored to the specific, real-time needs of the employee and the business. It builds resilience, adaptability, and the ability to lead and manage through change—core elements of sustainable success in today’s dynamic environment.

An Adaptive Learning Framework

1. Focus on High-Impact Learning (Pareto’s 80/20 Rule): Prioritize the most critical skills and knowledge that employees need to address today’s challenges. Adaptive learning emphasizes honing in on the 20% of knowledge that will drive 80% of the results. For instance, when learning new software, focus on the key features that employees will use most frequently and effectively.
2. Integrate Learning with Real-World Application: Insert employees into situations that involve ?real projects or challenges that impact the business. This allows for immediate application of new knowledge and skills, shortening the feedback loop and creating valuable, real-time learning experiences.
3. Leverage Contextual, Real-Time Learning: Utilize tools that support learning in the moment, such as in-app guidance, artificial intelligence, mentoring and coaching. These tools help with practical application and a personalized learning approach.
4. Personalize the Learning Journey: Adaptive learning tailors content to meet the specific needs, performance levels, and learning styles of each employee. Technology and coaching can be used to dynamically adjust lessons based on real-time feedback, ensuring maximum relevance and impact for each learner.
5. Activate Peer Learning for Just-in-Time Support: Enable employees to learn from one another. Peer-to-peer learning not only reinforces understanding but also facilitates timely, contextual learning, as employees can quickly access the knowledge and experience of their colleagues when they need it most.
6. Offer Micro-Learning Opportunities: Break learning into short, bite-sized micro and nano-learning elements that are immediately relevant to employees' current tasks. These quick learning sessions, often as short as an hour, address specific challenges and provide employees with actionable insights they can use right away.

This adaptive learning methodology ensures a flexible, personalized, and efficient approach to talent development, driving meaningful learning outcomes tailored to both the employee’s needs and the organization’s goals.

Outcomes and Application

At the LAK Group, we believe in measuring learning by the outcomes it generates, not by the content or amount of time engaged. By adopting lean learning principles, organizations can ensure that employees not only learn the right things but also apply what they’ve learned to drive real business results.

The future of learning is agile, personalized, and directly aligned with business outcomes—and the LAK Group is here to help organizations make that shift.

For more information on how your organization can integrate practices and processes that shape a culture that attracts and retains talent from all generations, contact LAK Group at www.lakgroup.com .