Slow but Sure Learning in a Fast-Paced Environment

When it comes to business, speed and efficiency are two of the most important factors to succeed. After all, considering the rapid-fire development of technologies and industries, you’ll get left behind if you don’t pick up the pace.

Nevertheless, there’s also merit to the saying “haste makes waste.” This is especially true for certain facets of business, including and perhaps particularly workplace skills training.

It’s understandable that you want your employees to apply what they’ve studied as soon as possible to maximise productivity. However, learning is something that can’t be rushed if you want it to be effective. Rather, you should approach it slowly but surely to guarantee full appreciation and comprehension.

Here are some learning methods and advice from industry trainers for slow but sure learning in a fast-paced working environment:

Learn How Your People Learn

For managers, leaders, and training facilitators, the most important thing you have to consider is what kind of learners your people are. This way, you can find the best approach and the best materials with which to train your staff.

Remember that there are different kinds of learners and it’s highly possible that there are more than two kinds in your organisation. Some people are visual learners, who learn more through what they see; some are kinaesthetic learners, who absorb more information when they’re more hands-on.

By knowing and acknowledging these differences in learning styles, you’ll be able to devise more effective and meaningful training programs.

Consider Active Training

In many cases, the traditional classroom-type of training alone is not enough for employees. Unlike children who are more open to guidance and instruction, many adults are more amenable to a scenario where they are more in-charge.

Thus, it’s a good idea to consider an active training approach in the workplace. To those who are unfamiliar with the term, active learning is a method in which the students (on in this case, the trainees) are more experientially involved.

This means that there are more opportunities to engage the audience, which can then enhance recall. The active learning method also encourages critical thinking, which is an important component when coming up with practical applications of what was learned.

Use Films and Videos

Over the years, video has become a popular format for social media content. They’re more engaging than photos, and more entertaining than plain text. Thus, it’s no surprise that video has also become an effective medium for providing workplace training.

The key here is to find the right kind of video based on the training material. You can use animation, for example, if the content is difficult to record (think of chemical reactions and other scientific or technical processes). For digital tools training, such as for recruiting software or an attendance management system, a screen-recorded video is more ideal for showcasing step-by-step processes.

What’s even better about videos is that you can keep them online and then simply give learners access to a cloud storage service to view at their leisure. This helps facilitate self-pacing, which can make people more willing to learn because there’s less pressure.

Remember the Value of Mentoring

Another way to have a slow but sure learning approach at work is to implement a mentorship or coaching program. This opens an avenue for developing stronger bonds between old and new employees. It also creates career opportunities, especially if the mentee proves to be an adept student.

Of course, all parties involved should come up with an agreeable arrangement. Both mentor and mentee will have to take some time from their work in order to produce results. There are plenty of benefits to be gained, obviously, but there are some adjustments to be made for this type of program to work.


Last but certainly not least, gamification is a good way to ensure a gradual but fruitful training process. Instead of dumping everything all at once, which can result in information overload, gamification can “gate” certain aspects of the training material behind “levels.” This means that you can easily gauge how many of your trainees have actually completed a training phase successfully.

In addition, gamification can help you accurately determine which parts of the training program your employees are having trouble with. As a result, you can introduce additional training materials or make certain adjustments.

Gamification can also help address issues with engagement. With elements of competition and fun weaved into learning, training sessions can be made more fun and interactive. Those who are averse to training may even be encouraged to participate, since they aren’t training but rather playing a game.

Another great thing about gamification is that it encourages creativity with regards to problem solving. There’s also less pressure, because gamification veers away from more formal, traditional types of instruction and training.

In business, there are times when you have to act as quickly as possible. However, training shouldn’t be one of them. To make the most of your investment, it’s important to make sure that the contents of the training programme are well-understood and a slow-but-sure approach is the best one to take in this case.