Write about this blog post content from the perspective of a tenured eLearning Developer. Write in a friendly creative tone that is sharing your perspective about a new blog post you found and want to share your insights about. Rewrite the highlights using your opinion to elaborate on them from the perspective of an eLearning developer. Preserve the original HTML to links as much as possible for your reader to explore. Create at least 3 titles using H2 tags that are related to this post. Each title content should have a minimum of 500 words in each new section. The idea is to write from your perspective about the post to provide your insight about each section for new readers who are in the eLearning industry and interested in learning about new trends, topics, ideas, and information. Rewrite the content for context in this blog post for your readers. Exclude any advertising or marketing materials from the content. The article should include details and expand on ideas where possible. Create an interesting opinion about the article and it’s topic for readers to enjoy. Quote the article when applicable.
For context: You are an eLearning developer and designer named Adam. Your blog is intended to bring attention to eLearning articles you find interesting and you write about them on your site. You primarily work with Articulate Storyline 360, Rise, and create courses with lots of AI features to increase user engagement. Your goal is to share the information with your readers and provide a link to the source blog post if the learner wants to read about it. While writing your blog post, include other links to reputable sources using alt text for the link and having the link open in a new window. When adding these links throughout your post, use a tag as well. Make sure to use tags to create section headings and
Include a link to your ‘Prebuilt Courses’ section on your site where people can order a course to be customized based on over 20 topics. You build custom solutions and offer these courses as a way to quickly fill a client’s portfolio of online courses for employees or solopreneur content creators. People can get a prebuilt course in only a few days using your white glove service. Here is a link to the cataloghttps://an802adam.biz/all-courses.
Make sure to end the blog article with a link to the source content originally titled: Why Your Training Might Not Be Working (And How To Fix It)
For example: If you would like to read more about this topic, check out the source here: [original title]
The source URL to link to is: https://elearningindustry.com/why-your-training-might-not-be-working-and-how-to-fix-it
Here is the content to rewrite:
Simple Fixes For Training That Doesn’t Work
Let’s be honest, when you hear the word “training,” what comes to mind? Some might picture learning something new, growing their skills, maybe even feeling inspired. For others, it’s just death by PowerPoint, long-winded lectures, and the thought: “I could be doing something way more useful right now.” If your training sessions feel more like a chore than an opportunity, it might be time to step back and ask: What’s really going wrong? In this article, we’ll break down the most common reasons training doesn’t stick—and what you can do to fix it. Think of it as your guide to turning dull sessions into something people actually look forward to.
5 Ways To Fix Your Training Program
1. Training Isn’t Always The Answer
This one’s a classic. A problem pops up at work, customers are unhappy, people are clashing, mistakes are piling up, and the first reaction is, “Let’s do a training!” But not every issue needs training. Before you design a session, ask two simple questions:
- Do people have the skills and knowledge they need?
- Do they want to do the work well?
If they’re motivated but just don’t know how to do something, training can help. But if the problem is attitude, motivation, or unclear expectations, no amount of slides or handouts will fix that.
Quick Fix
Before you build a course, figure out what the real problem is. If it’s not about skills or knowledge, training won’t solve it. Maybe what’s really needed is a conversation, a change in process, or some coaching support. Your job is to guide the team toward the right solution, even if it’s not training.
2. The Training Doesn’t Feel Useful
Ever sat through a session and thought, “This has nothing to do with my job”? It happens more than you’d think. If the content isn’t tied to real challenges people face day-to-day, it’s easy for them to zone out. For example, imagine teaching a senior salesperson how to introduce themselves on calls, when what they actually need is help closing deals or handling objections. You will lose them before you even get started.
Quick Fix
Find out what people really need help with. Talk to them, send out a quick survey, or spend time observing how they work. What slows them down? What do they wish they knew how to do better? Design your training around that. The better you understand their world, the more relevant (and appreciated) your training will be.
3. People Don’t Know About The Training
This one’s surprisingly common: people miss great sessions simply because no one told them about it clearly, or often enough. Too often, trainers assume that once a session is planned, people will just show up. But in busy workplaces, things fall through the cracks.
Quick Fix
Promote your training like you would a cool event. Use multiple channels—email, Slack, posters, announcements in meetings. Ask managers to personally invite their teams. And don’t just say what the training is about—tell them why it matters and how it will help them. Reminders help too. A quick follow-up message or calendar invite can go a long way.
4. It’s Boring
Let’s face it, no one wants to sit through two hours of bullet points and monotone voiceovers. Boring training isn’t just annoying, it’s a waste of everyone’s time. If learners aren’t engaged, they won’t remember much. Worse, they’ll dread the next session.
Quick Fix
Make things interactive. Ask questions. Use real examples. Create space for people to talk and reflect. Try mixing things up with videos, short quizzes, or group activities. Even better—make it personal. Show how the content connects to their everyday work. When people can see how something applies to them, they pay attention.
5. There’s “No Time” For It
“I’d love to, but I don’t have time.” Sound familiar? Most employees want to grow and learn, but between meetings, emails, and deadlines, training just feels like one more thing on the list.
Quick Fix
Be flexible. Offer bite-sized content that people can access when it works for them. If they’re on the go, make it mobile-friendly. If they’re on the shop floor, keep it hands-on and short. Online modules, short videos, or “lunch and learn” formats can work wonders. And if you’re offering something longer, make sure it’s worth their time—and they know it. Also, make it easy for managers to support training time. If leaders value it, their teams will too.
Wrapping It Up
Great training isn’t just about content—it’s about connection. When you know your audience, meet them where they are, and offer something genuinely useful, everything changes. Here’s a quick recap:
- Ask the right questions first: Training isn’t always the fix.
- Make it relevant: Help solve real problems.
- Spread the word: Promote your sessions like you mean it.
- Keep it interesting: No one likes boring.
- Respect their time: Be flexible and practical.
London Intercultural Academy (LIA)
London Intercultural Academy (LIA) is a global E-learning platform, dedicated to corporate excellence, offering diverse range of dynamic and interactive accredited courses with high completion rates, guaranteeing excellent ROI’s and outcomes
