6 common pitfalls in corporate digital learning

You've boarded the “digital learning train” or might be exploring this option for your organisation. Regardless of where you are, it is always relevant to take a moment for reflection. We have gathered six common pitfalls when providing corporate digital learning.

Kim Blomqvist

1. Forgetting the "Why"

Every effort in learning has a reason or else it wouldn’t be there. May it be to introduce or enable change, onboard new colleagues, ease collaboration or develop skills to stand strong in the future or something else. There is or should be a very clear reason for the training. Don’t loose track of the main goal for learning and keep in mind that while the process of building learning needs to be agile the purpose needs to be steadfast and clearly communicated.

2. Measuring “completion” rather than achieving true learning

In a world where data allow us to track and follow up endlessly it is easy to get dragged in to evaluating numbers disconnected from the initial purpose of the actual learning path. What does it really say that someone tick a box of a completed training or module unless they have actually learned or met the outlined goal? To enable true learning, one must understand the parameters that make learning happen and measure training transfer rather than completed modules.

3. Focus on top down learning

Gone are the days where managers or experts are seen to hold all the answers. Facilitate network learning, sharing and creative thinking by enabling co-workers to share their knowledge and competence. This drives personal and business development within the company and is crucial for creating an innovative and growing business environment. You will be surprised who and where your knowledge carriers are.  

4. Forgetting to listen

Creating a learning path only to wait for participants to finalize it before finding out if it meets the learning objectives isn’t the best way to go. Enabling feedback from people taking the training, how the learning experience is received as well as perceived and making changes along the journey is necessary.

"...the learning path built should never be viewed as finished and it has to be constructed in such a way that it is easy to update and change. Learning is an ongoing process and needs to be treated as such."

5. Use a one size fits all approach

When introducing a digital learning experience keep in mind that some may already be familiar with the topic whereas others needs more introduction. Some prefer text, some videos or audio. Learn together or learn alone, provide different paths and levels of complexity.

6. Creating a "one time perfect" solution

In today’s fast changing world it must be easy to update information as the circumstances are changing. Thus the learning path built should never be viewed as finished and it has to be constructed in such a way that it is easy to update and change. Learning is an ongoing process and needs to be treated as such.

Make the first change today

Getting started with digital learning must not be a life changing commitment for the hole company. Take a look around you and tap down which processes already happening that could be captured and made more efficient if using digital learning.

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Kim Blomqvist är erfaren L&D strateg och designer av pedagogiska lärandeprocesser.


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