From Information Overload to Behaviour Change. Why Companies Invest in Learning Activation?
In a world where change is constant, organisations can no longer rely on traditional training alone. Research shows that people forget up to 70% of new information within a week if it isn’t reinforced in practice. This is the so-called “forgetting curve” first identified by psychologist Hermann Ebbinghaus. Add to this the sheer volume of content companies already hold, slide decks, reports, webinars, manuals, and the challenge becomes clear: Content isn’t the problem. Activation is.
This is where the idea of a learning activation partner comes in, a model increasingly adopted by forward-thinking companies to make learning more engaging, measurable, and effective.
The distinction between training and learning is often misunderstood. Training equips people for specific tasks, structured, measurable, and focused on immediate outcomes, such as mastering a CRM system or meeting compliance requirements. Yet its impact is often short-lived. Learning, by contrast, is continuous and expansive. It happens through conversations, experimentation, and real world experience like, storytelling. More than knowledge transfer, it develops adaptability, critical thinking, and resilience, the very qualities organisations need to thrive in uncertain times
To bridge the gap, many organisations are turning to microlearning, short, targeted learning modules delivered in bite-sized segments. Typically lasting 2–5 minutes, these units are designed to fit into the flow of work and improve retention through repetition.
Studies have shown that microlearning can increase knowledge retention by up to 80% compared with traditional training when paired with reinforcement and case studies.
Research published in the Journal of Applied Psychology, a leading American Psychological Association journal on workplace behaviour, found that breaking training into bite-sized, spaced sessions improved learning transfer by 17%, underscoring microlearning’s effectiveness in organisational settings. Why does it work?
Short, interactive learning sessions hold attention better than long courses.
Frequent exposure to small units of information combats the forgetting curve.
Content can be tailored and surfaced at the exact moment employees need it.
Microlearning can be translated into multiple languages, reaching global teams.
A learning activation partner takes static content and transforms it into dynamic, useful learning experiences. This approach involves:
Diagnosing relevance and gaps: Identifying which skills are critical for performance, compliance, or sustainability goals, and where capability shortfalls exist across teams and supply chains.
Transforming existing content: Converting manuals, slide decks, and reports into modern formats—short quizzes, scenario-based challenges, videos, and nudges—that employees actually want to engage with.
Embedding behavioural science: Applying principles such as gamification, habit design, and spaced repetition to create learning pathways that stick over time.
Personalising with AI: Leveraging adaptive technology to deliver content at the right moment, tailored to each learner’s role, performance, and pace.
Measuring real outcomes: Tracking not just completions, but evidence of behaviour change, improved decision-making, and measurable business impact.
In today’s rapidly shifting business landscape, traditional training alone no longer suffices. According to Deloitte, organisations with skills-based learning cultures are 57% more likely to be agile, better equipped to adapt to change. McKinsey further supports the strategic value of a learning culture, those organisations tend to drive greater innovation, sustain higher productivity, and better retain their top talent.
In a world defined by uncertainty and complexity, continuous learning it’s a competitive advantage and a strategic investment.
