Why Some Training Works – And Some Don’t

Training plays an important role in improving performance and helping employees or students develop new skills. Looking back on my own experiences, I can clearly see the difference between effective training and ineffective training.

One training experience I found especially beneficial was participating in leadership and team-based coursework in my business program. These classes were effective because they followed several principles of good training design. The content was clearly connected to real-world applications, which made the material meaningful. We also had opportunities to practice skills through group projects and simulations, and we received regular feedback from instructors and peers. Effective training should communicate relevance, provide opportunities to practice, and maximize transfer of learning to real situations. These elements made the learning stick and helped me apply the concepts in other courses and group work.

In contrast, one training I did not find beneficial was a short online compliance-style training that focused mostly on clicking through slides and answering simple questions. While the information may have been important, the training lacked interaction, practice, and meaningful engagement. The material did not feel connected to real tasks, and there was little feedback beyond whether answers were correct. Training methods should actively involve trainees and present material in memorable ways to maximize learning and transfer. Because this training relied only on passive presentation, very little of the information was retained.

Overall, the difference between effective and ineffective training often comes down to design. Training that is relevant, interactive, and reinforced through practice is far more likely to improve performance and create lasting learning.