It was 2:00 PM, and I was on my second doughnut (Don't judge me...), trying to keep going through my afternoon slump when someone uttered the phrase that made me twitch just a little: ‘We just need some quick wins.’
Ah, quick wins. The siren song of every leadership meeting. OK, I hear ya’. Quick wins are good things, right? Well, they can be. Real quick wins are highly motivational and create a firm foundation on which to build. The trouble is, in learning design, quick wins usually look like generic training programs or shiny new tools that promise instant results but deliver the kind of stuff that makes it look like we are moving forward when really we are just running in place. (Ahem…sorry...rant ended.) I am not knocking a quick win...but I am advocating for quick wins that are actual wins. The real question, is how to know the difference.
So, let’s talk about the 3 biggest L&D pitfalls to avoid in 2025—and how to steer clear of them before you find yourself sitting in a meeting where the quick win ‘AI gamification for microlearning at scale’ gets thrown around like it’s a real sentence (And yes…that happened…).
Pitfall 1: Shiny Object Syndrome
New tools often sound super exciting. AI! VR! Platforms that promise engagement so high your learners will practically beg for more training.
But the reality is tools are just tools. Throwing a new tool at your problem without understanding what is actually broken is commonplace, unfortunately. Before you or your team buys yet another new program, stop. Breathe. And ask yourself, what is the real problem we are trying to solve, and is this new tool the right thing to solve it.
What to Do: Start with needs, not the tools.
What skill gaps do your people have right now?
What are the real problems impacting performance or business goals?
What are the current goals and will this new tool allow you to reach them?
What is your current budget. Is this item worth the cost to try it out?
Only THEN pick the tool (or no tool at all) that will solve the problem. Not everything needs to be high-tech to be high-impact.
Pitfall 2: Generic, One-Size-Fits-All Training
Let me paint a picture: Your team is sitting in a three-hour training session titled ‘Better, Bolder, Brighter Leadership.’ Half of the group already knows the content, the other half is totally lost, and by Monday morning no one can remember what was covered.
Generic training does not work because it is not in alignment with actual needs. Additionally, it does not take into account adult learning principles - in other words - how to meet each individuals' needs and in alignment to their day-to-day work.
What to Do: Make your learning relevant.
Focus on role-specific skills that connect to what people actually do every day.
Personalize where possible: short, targeted modules or adaptive learning paths go a long way.
If learners can see how training helps them succeed, they will show up for it—and stick with it.
Pitfall 3: Measuring the Wrong Things
I know, I know—participation rates are easy to track, and reporting 90% completion looks good on a slide deck. But here is the thing: participation does not equal learning. And learning does not equal results. you need to have a clear understanding of ROI and to do so, you need to use metrics that will indicate the success on that criteria.
Imagine you are throwing money at training, everyone’s “attending,” and your sales team still cannot explain your product. That is a problem.
What to Do: Focus on outcomes.
Did the training close a skill gap? How? How much?
Are people applying what they learned? And is it making a positive difference?
Did it impact performance or business results?
If you are not measuring these types of outcomes, you are just guessing if the training you provided is actually moving the dial for your team. And guessing is expensive.
Final Thoughts: Make 2025 the Year L&D Works
The truth is, L&D is one of the most powerful tools any organization has—when it is done well. The problem? It is easy to get distracted, settle for generic solutions, or chase quick wins that fade faster than a New Year’s resolution (80% of resolutions will be discarded by the end of this month...just saying...).
So here remember this:
Slow down (Breathe!).
Focus on what your people actually need.
Measure what matters.
When you do these things, you are not just checking a box. You are creating learning that engages people, improves performance, and allows your team to achieve their goals. And as an added bonus, you look super smart!
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