{"id":19431,"date":"2023-04-27T12:55:04","date_gmt":"2023-04-27T09:55:04","guid":{"rendered":"https:\/\/www.talentlms.com\/blog\/?p=19431"},"modified":"2023-04-27T12:55:04","modified_gmt":"2023-04-27T09:55:04","slug":"tackling-barriers-to-learning-effective-solutions","status":"publish","type":"post","link":"https:\/\/www.talentlms.com\/blog\/tackling-barriers-to-learning-effective-solutions\/","title":{"rendered":"Tackling barriers to learning: Effective solutions for the workplace"},"content":{"rendered":"

It\u2019s really hard to just sit down and study.<\/strong><\/p>\n

You\u2019ve been there before. For example, in high school, there was always a class that bored you, and you would daydream instead of watching the teacher or doing your homework.<\/p>\n

Or in college, it was almost always impossible to focus on the material for an upcoming exam\u2013all of a sudden, it was time to get some coffee, dust under the bed, have lunch, or simply wonder, \u201cWhy do I have to learn all this anyway?\u201d, \u201cWhat\u2019s the point in life?\u201d<\/em> and so on. During one of his lectures, the famous psychology professor, Jordan Peterson, gives a fantastic example<\/a> of this thought process.<\/p>\n

Boredom and lack of focus are typical examples of barriers to learning.<\/strong> Such barriers make people feel unmotivated, and as a result, they miss the opportunity to learn what they need to know to develop themselves. Sadly, learning obstacles don\u2019t just go away after college, as adults are required to continue their learning journey in the professional world, too.<\/p>\n

Learning challenges employees face could make training a not-so-pleasant experience and put the entire learning objective at risk. Simply organizing and delivering training hoping it will be effective, won\u2019t do the trick. Following best practices isn\u2019t equal to learning. It\u2019s mandatory to turn the spotlight to learners and provide training that boosts their experience.<\/p>\n

Thus, it\u2019s essential to discover how to address learning roadblocks<\/a><\/strong> to foster growth and development.<\/p>\n

\"Tackling<\/p>\n

9 barriers to learning and how to overcome them<\/h2>\n

Learning roadblocks can be intrinsic or extrinsic.<\/strong> Intrinsic barriers that block an individual\u2019s learning process or negatively impact its results can be personal attitudes, beliefs, or health conditions. Extrinsic barriers are those found in the individual\u2019s community (i.e., their workplace) and can distract or prevent learners from achieving their learning goals.<\/p>\n

So, what are the most common barriers to learning in the workplace, and how can they be identified and addressed?<\/p>\n

To discover the barriers to learning, it\u2019s important to look for signs in learners\u2019 behavior that show resistance to training, poor attendance rates, and unmotivated participation.<\/p>\n

But just identifying the indications won\u2019t suffice. It\u2019s necessary to find the root cause. For instance, finding out that a training program has low participation numbers is a sign you need to dig deeper and explore any barriers to learning.<\/p>\n

1. Resistance to change<\/h3>\n

Sometimes, training can make people feel like stepping outside their comfort zone. Perhaps your employees might not be ready to grow and develop when you want them to, which is why they\u2019re (self) sabotaging the learning process.<\/p>\n

For example, your teams might have a \u201cknow-it-all\u201d attitude. They presume there is nothing new in the industry, and it\u2019s unnecessary for them to attend more courses or take further training. Or, especially in online training, they are somewhat hesitant to use new technologies. Meaning they feel non-tech savvy, and thus they cannot adapt to the digitization of training.<\/p>\n

Sadly, such beliefs can hinder the success of your much-needed organization\u2019s learning and development program.<\/a><\/strong><\/p>\n

Solution:<\/strong> First, let your learners know beforehand how the specific training program will help them and how. Include all the benefits it offers but also the training formats (quizzes, short videos, coaching sessions, etc.)<\/p>\n

Then, if you are using technology, provide assistance (video tutorials, emails with clear instructions, IT support) so that learners won\u2019t have to worry about how to access their online courses.<\/p>\n

Last but not least, opt for learning software with a user-friendly interface so that all teams can use it with little or no discomfort.<\/p>\n

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\nThe training platform that users consistently rank #1.<\/span>\"Create<\/a><\/p>\n

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2. Inability to focus<\/h3>\n

One of the biggest challenges to learning is that even if your employees are willing to take up training, they have difficulty focusing during the process.<\/p>\n

Workplaces are hectic and noisy environments. Employees (in-house and remote) have much to juggle during work hours, and distractions slow down task completion. According to a study by Teamstage<\/a>, 98% of employees claim they are interrupted at least 3 or 4 times a day, and 50% of employees get distracted explicitly by phones.<\/p>\n

As a result, the time your people have available for training during their workweek decreases.<\/p>\n

And if they find some time to spend in training, such noisy environments make it impossible for employees to really focus during training.<\/p>\n

Solution:<\/strong> If training takes place in the office, remove any distractions and dedicate a quiet place for training purposes\u2013be it a conference room or just a \u201cfocus hour\u201d that every individual can take advantage of.<\/p>\n

At the same time, you can move learning online by making it available on mobile devices<\/a><\/strong> so that learners can have their training anytime, anywhere. This allows your learners to dig into training during a period of time they can focus, even on the go.<\/p>\n

Or focus on communicating and encouraging people to book some time on their calendars specifically for training. For example, it should be acceptable for learners to turn off notifications for a specific amount of time to complete a course or attend a presentation.<\/p>\n

3. Fear of failure<\/h3>\n

It\u2019s tough for people to take risks that lead to unknown results. As such, not trying is a much safer option. But this makes people reluctant to learn new, valuable skills and discover more opportunities for growth. And this is one of the most important barriers to learning your people may face.<\/p>\n

From new hires to seasoned employees, it\u2019s scary for people to make mistakes. But mistakes are a valuable part of the learning process, and it\u2019s essential to encourage your people to try, even if this means they might fail.<\/p>\n

Solution:<\/strong> By using empowering language and fostering a learning culture in the organization, you can help learners grow a more positive attitude toward learning. Let them know that by practicing and making mistakes, they will be able to grow and develop, as they will know what to avoid next time.<\/p>\n

Ease fear of failure during training by using quizzes and assessments that allow for multiple attempts on the same question. So, even if your learners make a mistake, they will still have the option to give the correct answer and<\/strong><\/em> learn. Or, design personalized learning paths so your learners know what to expect next.<\/p>\n

4. Being unable to see the bigger picture<\/h3>\n

To help learners stay focused during training, it\u2019s important to set clear training objectives, goals, and expectations so that they understand why learning is one of the biggest priorities. Allow them to see the point in training<\/a><\/strong>, have a clear vision of the organization\u2019s goals, and understand how they<\/strong><\/em> can help reach them by advancing their skills through training.<\/p>\n

Solution:<\/strong> Share with learners the company\u2019s mission, vision, and values and explain how training will allow them to boost their skills and bring more value to the organization. A great idea is to provide coaching sessions to learners so that they experience firsthand a sense of community. Choose more experienced employees to become mentors and offer more learning-on-the-job opportunities for your teams.<\/p>\n

5. Poor course format<\/h3>\n

Another common learning challenge is the lack of engagement in training. Never-ending text-based courses make training dull, monotonous, and repetitive. Learners need a variety of training formats to stay engaged and motivated.<\/p>\n

Solution:<\/strong> Feature different learning formats in your courses, like images, videos, presentations, live sessions, and podcasts. Training will become more engaging, less time-consuming, and rich in content.<\/p>\n

6. Training topics unrelated to the job tasks<\/h3>\n

Boredom is the most prevalent indication that demonstrates the existence of barriers to learning. This occurs because some topics aren\u2019t fun for learners; but absolutely necessary for businesses. For example, compliance or cybersecurity training<\/a><\/strong>. It\u2019s essential that learners really grasp the content but also be able to apply it daily successfully. And to be frank, such topics contain a lot of hard-to-grasp information that gives little to zero room for misinterpretation, leaving employees bored and uninterested in them.<\/p>\n

But if learners are bored and disengaged, they will inevitably miss crucial information, and the organization\u2019s safety will be at risk.<\/p>\n

Solution:<\/strong> Invest in interactive learning solutions that make such topics more appealing to learners. Game-like activities prompt learners to interact with various objects, icons, or characters, making the learning experience more fun, engaging, and credible.<\/p>\n