Josh Bersin, HR Industry Analyst & Learning Expert
Why is live learning so effective? Because it mirrors the way we naturally absorb information—through discussion, role play, and collaboration. It is critically important to practice while being taught, which is a key feature of live training. Participants retain more information by reinforcing concepts in real-time. They feel accountable to peers, and better prepared to tackle new challenges or work, increasing engagement and retention.
Many organizations assume that e-learning or self-paced modules are enough to drive skill development. But a webinar – or absorbing videos in isolation – just won’t cut it.
Data tells a compelling story about live training:
Move away from passive, lecture-based training models. Emphasize interactive, discussion-based learning formats to boost retention and drive real business outcomes. Mixing departments in training programs pays dividends. According to The Forem’s data, not only do Product and Eng participants rate programs higher when participating alongside other orgs such as Sales, but GTM participants cite how strengthening cross-functional relationships enables them to support clients more holistically.
Brandon Hall Group, 2023 Learning Trends Report
Every L&D leader faces the same dilemma: How do we scale training while maintaining high-quality outcomes?
Traditional training methods are resource-intensive. Managing schedules, coordinating facilitators, and tracking progress across hundreds (or thousands) of employees is no small feat.
But new data suggests that scalability is possible—without sacrificing engagement.
Automate participant onboarding, reminders, and surveys, freeing up L&D resources.
Leverage real-time analytics to track engagement and course corrections.
Standardize content across multiple geographies and time zones without losing personalization.
Use learning automation and AI-driven platforms to streamline L&D efforts while maintaining program quality.
Gallup Workplace Report
Training is critical—but without reinforcement, employees struggle to apply what they’ve learned. That’s why mentorship is a missing piece of many L&D strategies.
Bundle mentorship with training programs. Offering guidance and coaching alongside live learning creates a continuous feedback loop that enhances knowledge retention and career growth.
Julie Winkle Giulioni, Author of ‘Help Them Grow or Watch Them Go’
Schedule training strategically—avoid Q3 crunch times and leverage summer months for engagement boosts.
The 2025 LinkedIn Workplace Learning Report confirms what the best HR and L&D leaders already suspect: traditional corporate training is broken.
Employees don’t want to passively watch videos or check compliance boxes. They want real engagement, interactive learning, and access to mentorship.
For organizations to stay competitive, they must embrace:
Alli Young, Founder and CEO, The Forem