The barriers to learning that “squander” L&D experiences

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DDI recently released a report which outlined the biggest barriers to L&D’s implementation.

The report, Top Barriers to Learning, flagged up six issues which hinder the learning process; but their influence varied between on-the-job learning and formal learning.

Top barriers to on-the-job learning (in order of relevance)
  1. Poor post-learning feedback from manager
  2. Not enough opportunities to apply the learning
  3. Weak connection to personal development plans
  4. Not being held accountable for using the learning
  5. Low relevance to business challenges
  6. Low relevance to the job
Top barriers to formal learning (in order of relevance)

  1. Low relevance to the job
  2. Low relevance to business challenges
  3. Not enough opportunities to apply the learning
  4. Weak connection to personal development plans
  5. Not being held accountable for using the learning
  6. Poor post-learning feedback from manager
“What’s missing is the application of [new] knowledge across the range of learning methods,” the report said. “As a result, learning experiences are too often squandered and considered only in isolation rather than as a planned sequence integrating on-the-job and formal learning opportunities.”


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