The problem with outdated learning models – and how to build something better.
Picture it: the perfect training session. Beautiful slides, interactive tools, even a podcast?! But if your culture is still operating on outdated learning models, it’s not going to lead to real change. That’s because the culture of your organisation sets the tone for how learning is received, applied, and rewarded.
A modern learning culture isn’t about liking a workshop – it’s about learning becoming part of the job. It needs to be valued, visual, and baked into the work your people do.
A learning culture looks like:
- Leaders go first
They show curiosity, admit gaps, and model the mindset shift - Mistakes are okay
When errors are treated as intel – not infractions – people get bolder - Learn as you work
Build learning into briefs, check-ins, and coffee chats. - Make progress visible
Notice when people try something new – accept feedback and share wins
After the workshop
Here’s what outdated learning models get wrong: they treat training like a finish line. But the real impact kicks in when your people start to use what they’ve learned.
Scaffold for sticky learning
Keep the spark alive
Use spaced repetition, micro-tasks, and reflection cues that build fluency without frying brains.
Make habits the hero
Create small, repeatable actions that lead to real change. Rinse and repeat until it sticks.
Turn learning into a team sport
Use peer challenges, team check-ins, or shared wins to shift the goal from compliance to community.
Follow the ripple, not the applause
Look for signs that behaviour is becoming second nature: fewer errors, better questions, faster decisions.
When training sticks, you’ll see it: habits forming, teams reinforcing each other, and real shifts showing up in everyday work. Wondering what a well-designed, well-timed, well-supported learning journey looks like?
Learning journey for behaviour change
We know by now, behaviour change is a slow burn. But it’s sequential. Start with clarity, build momentum with positive wins, and end with reinforcement. Here’s how to build a learning journey that actually delivers.
Share the ‘why’
People simply won’t buy-in if they don’t know why it matters. It’s on leadership to set the tone with relevance and purpose.
Mix formats
Blend self-paced tools, live sessions and real work to give ideas time to settle and resurface.
Strategic support
Group huddles, asking for genuine feedback, and visible coaching make the support visible.
Reinforce over time
The best learning plans for what comes next – that’s where the habits (and outcomes!) happen.
Behaviour change blueprint
When learning sticks, you’ll feel it in the daily rhythm of work. You’ll see curious, confident teams and the beginnings of real momentum. Outdated learning models can’t get you there, but the right culture, tools, and timing are the best place to start.
If you’re more of a talker, book a call with Michael to find out how the Hungry Minds Learning Lab can help.
FAQS
ADDIE isn’t the problem – it’s how it’s used. When people follow it like a checklist with no room to flex, learning can fall flat. But when it’s used well, ADDIE still holds up.
At Hungry Minds, we see ADDIE as a thinking tool, not a rigid process. What’s outdated is pretending that learning ends at implementation, or that people change after a single workshop.
Modern learning culture starts after the session ends. And behaviour change doesn’t happen in straight lines. That’s why we build momentum, habits, and reinforcement into everything we do.