Rethinking L&D: What We’re Learning by Doing It Differently
Or...Change: How We Train
In our recent work with a forward‑thinking client, we were given a rare opportunity: the chance to test our learning philosophy in real time, inside a living organization. The experience confirmed something we’ve long suspected—in an age where information is instantly accessible, effective learning is no longer about transferring facts. It’s about shaping the conditions where people can practice, apply, and grow.
We didn’t rely on AI to ingest proprietary data; we weren’t granted that permission, and we respect those boundaries. Instead, we leaned on what we bring as a bridge generation (shout out Gen X): the ability to speed‑read, synthesize, and cut straight to the meaningful parts. What emerged was a clearer picture of what modern learning actually requires.
1. Learning Needs Space—Not Just Sessions
Traditional training compresses everything into a single event. We’ve found the opposite works better: extend the learning arc so participants have time to apply concepts, reflect, and return with real‑world questions. Application is not a bonus activity; it is the learning.
2. In‑Person Time Is Still Magic
Virtual tools are efficient, but they can’t replicate the energy, trust, and nuance that emerge when people gather physically. In‑person moments act as accelerants, deepening relationships and anchoring the learning experience.
3. Connection Is the Hidden Curriculum
Skills don’t stick in isolation. When people build relationships across departments and roles, they create the social scaffolding that supports new behaviors. Cross‑organizational connection is not a side effect—it’s a core learning outcome.
4. Variety Fuels Engagement
We’ve learned to mix the mediums: virtual sessions, in‑person workshops, asynchronous nudges, chat‑based discussions, small‑group coaching, and individual reflection. The diversity keeps people engaged and meets them where they are.
5. Feather, Don’t Front‑Load
Instead of overwhelming participants with content upfront, we introduce material gradually, layering concepts over time. This pacing mirrors how adults actually learn—through repeated exposure, practice, and reinforcement.
6. Coaches Outperform Trainers
Trainers deliver information. Coaches develop people. When learning is facilitated by someone who can ask better questions, challenge assumptions, and support real‑time application, participants move from understanding to capability.
7. Break the Hierarchy to Build the Culture
Pulling only from one level of the organization limits the learning ecosystem. When you mix levels—supervisors, managers, emerging leaders—you create natural mentorship and apprenticeship loops. People learn not just from the curriculum, but from each other.
The Bottom Line
Modern L&D isn’t about content delivery. It’s about designing experiences that stretch over time, blend modalities, strengthen relationships, and invite people to practice in the real world. When organizations embrace this approach, learning stops being an event and becomes a cultural habit.
But, enough about us, what are you seeing and learning?
Carl King Consulting partners with mission‑driven organizations to build leaders who can think clearly, act decisively, and guide their teams through real‑world complexity. We blend Learning & Development, Executive Coaching, and Change Management into a single, integrated approach—designing learning experiences that unfold over time, pairing them with coaching that deepens self‑awareness and capability, and anchoring it all in organizational systems so new behaviors actually stick. This combination ensures leaders don’t just learn new concepts; they practice them, internalize them, and apply them in ways that strengthen culture, improve performance, and create lasting, organization‑wide momentum.