Why One-Size-Fits-All Doesn’t Work in L&D

In the headquarters of a large organisation, a group of new hires sat through a standard training session designed to fit all roles and departments. Despite the comprehensive content, many participants found themselves disengaged and confused, feeling that the training didn’t quite address their specific job needs or learning preferences. This scenario, all too common in many organisations, underscores a critical issue in Learning and Development (L&D): the ineffectiveness of one-size-fits-all training programmes.

Customised learning programmes that cater to the unique needs of individuals and organisations are emerging as the gold standard for effective training.

Organisational Goals and Cultures

Each organisation has its own goals, culture, and specific challenges. Generic training programmes often fail to align with these unique characteristics. For instance, a tech company focusing on innovation may require training that emphasises creativity and agile thinking, while a financial institution might prioritise risk management and regulatory compliance. A case in point is a financial institution, a client of ours, that struggled with departmental silos. By adopting a customised training programme that focused on collaboration and communication, they were able to foster a more integrated and cooperative work environment. Now let’s look at some pitfalls of generic programmes.

Pitfall #1: Lack of Engagement

Generic training often misses the mark, lacking the relevance needed to truly engage participants. When the content doesn’t directly connect to their roles or personal development, motivation and retention plummet. Research has shown that personalised learning experiences significantly enhance engagement and knowledge retention. Personalised learning experiences skyrocket engagement and knowledge retention. A survey by Towards Maturity (2016) revealed that 74% of employees are more likely to engage with training tailored to their specific roles and interests.

Pitfall #2: Ineffectiveness in Skill Development

Generic programmes may also fail to address specific skill gaps, leading to ineffective training outcomes. For example, a retail company might provide a broad-based customer service training programme. However, if the training does not address the unique challenges faced by their store managers, such as managing Gen Z employees or handling specific customer complaints, the training is unlikely to result in improved performance. A testimonial from an L&D professional revealed how their switch to customised training significantly enhanced the skill levels of their team, particularly in areas that were previously neglected.

Pitfall #3: Non-targeted Skill Development

Generic programmes are often not designed to develop the exact skills needed by employees to perform their roles effectively. For instance, a management trainee programme on Presenting might not include specific modules on data visualisation, an essential skill that these trainees might need for presenting numbers clearly and meaningfully.

Customised Programmes Lead to Enhanced Engagement and Motivation

people working as team company freepik 2048

Customised learning is a game-changer, making training inherently more engaging by being directly relevant to the learners’ roles. This boosts motivation as employees see the immediate impact on their daily tasks. This relevance boosts motivation as employees see the direct impact of their training on their day-to-day tasks. In Learning Experience Design Strategist, Clark Quinn emphasises that “the key to addressing specific learning needs isn’t just about adopting the latest technology or trend but about deeply understanding those needs and then thoughtfully selecting or designing solutions”. Such a targeted approach ensures that training is practical and immediately applicable, leading to better job performance and higher productivity.

Success Case #1: Financial Institution

A financial institution facing challenges with departmental silos adopted a customised training programme focusing on collaboration. The programme included workshops on communication skills and tools for collaborative work. Over a year, this initiative transformed the organisation’s culture, leading to improved teamwork and productivity.

Success Case #2: Pharmaceutical Company

A pharmaceutical company needed to upgrade their training materials for a specific two-day workshop. By customising the content and design of the training materials, they were able to deliver a more effective and engaging workshop. The updated materials included interactive elements and real-life scenarios relevant to the participants’ roles, resulting in higher engagement and better learning outcomes.

Success Case #3: Management Trainee Programme

A management trainee programme aimed at developing specific technical skills, such as data visualisation and storytelling, was created from scratch. The programme included hands-on exercises and practical projects, helping trainees develop these critical skills effectively. The tailored approach ensured that the trainees were well-prepared for their roles, leading to higher satisfaction and better job performance.

From these pitfall and cases it’s evident that in today’s dynamic work environment, the one-size-fits-all approach to training is no longer sufficient. Customised learning programmes offer a more effective solution, addressing the unique needs of individuals and organisations. By increasing engagement, targeting specific skill development, and aligning with organisational goals, customised training can unlock employee potential and drive organisational success. As Malcolm Knowles, a pioneer in adult education, aptly said, “Adults learn best when learning is tailored to their needs.” It’s time for L&D professionals to embrace this approach.


Joshua Ng
Practice Head – Instructional Design

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