Making Science Accessible: Overcoming Barriers to the Science of Learning

Bridging the Gap: Applying the Science of Learning in Talent Development

For talent professionals, the word “science” can often feel intimidating — after all, science isn’t something we encounter day-to-day in our people management. But the science of learning simply means understanding how people acquire knowledge, form memories, gain new skills, and develop habits. It is a commitment to using data and leveraging our knowledge of neuroscience, psychology, and education to design and deliver training programs that not only achieve learning outcomes but also drive sustained behavior change. 

Yet building understanding is the first barrier. The second and equally crucial step is ensuring people are bought-in enough to apply the principles effectively. In a recent ATD Research survey, 34% of people reported that these two obstacles—lack of understanding and difficulty securing buy-in from stakeholders—were the biggest hindrances to applying the science of learning in their workplaces. Here’s how to address some of the most frequent challenges associated with utilizing these insights. 

Investing in Education

One effective strategy is to invest time in educating your colleagues. Sharing relevant articles or videos, reading a book as a team, or inviting a speaker or consultant can help raise awareness. Emphasizing the goal of creating high-quality, results-driven training can align team members and foster collaboration.

The great news is most people likely have foundational knowledge of the science of learning. In fact, 75% of talent development professionals report having received education or training on the science of learning in the last four years—which means your development can be focused on building expertise.

For those new to the field of talent development, there are several resources that can provide valuable insights. The Association for Talent Development (ATD) is a highly trusted provider, offering a robust certification program that includes the learning sciences. They also offer a variety of courses, conferences, and publications tailored to TD professionals. Other good sources are Training Magazine, Training Industry, and the Learning Guild.

Following thought leaders in the field and engaging with their work can also help manage the vast amount of information available. For example, Karl Kapp is an expert on gamification of learning, Jack and Patti Phillips specialize in assessing the return on investment, Amy Edmondson is the leading researcher on psychological safety and Enrique Rubio focuses on the impact of HR, the workforce and the workplace. 

Keep it Consistent

Ongoing education and training are essential for talent development professionals to stay updated on the latest developments in the science of learning. Instead of viewing training as a "one and done" event, continuous learning should happen through in-depth courses, certifications, and annual updates via conferences or additional certification hours. Ongoing education ensures that talent professionals can continually improve their training design and delivery methods, keeping them effective and relevant. If providing in-house training isn’t realistic for your organization yet, don’t worry — many learning teams invest in hiring consultants to provide training and other services.

Encourage Organizational Conversations

It’s only human nature to fear the unknown. That’s why the best way to build buy-in around the science of learning is to make it more familiar. Only 36% of survey respondents reported that their organization's TD function is having conversations about the science of learning. Initiating and guiding these discussions can build comfort and familiarity for people, which in turn will make people more receptive toward science of learning initiatives. Consider hosting a lunch-and-learn around books like Wired to Grow, Make it Stick, and The Power of Habit or videos on LinkedIn Learning like Creating Inclusive Learning Experiences, Creating Winning Teams and Psychological Safety: Clear Blocks for Innovation, Collaboration, and Risk-Taking. Many of these subject matter experts are available to work with teams and organizations. 

Conversation is the key to making any initiative visible—and in turn, it ensures that it is actually applied. 85 percent of TD professionals report finding science of learning practices to be an effective strategy, yet only 59 percent say they often or always incorporate it into their work. Closing the gap between awareness and action starts with fostering open, informed discussions that inspire curiosity and confidence.

Demonstrate Value and ROI

When securing buy-in, talent development professionals may need to translate the benefits of the science of learning into terms that resonate with stakeholders — in other words, speak their language around the return on investment (ROI). Listen closely to what matters, and then show value in those metrics. Common metrics include employee engagement or retention, productivity, and efficiency. The ROI Institute has several resources that can help you calculate and demonstrate value. However, it’s also important to understand the limits within your locus of control. If an organization fails to recognize the importance of quality training even when presented with data and measurable results, it may indicate a need to find a more supportive work environment.

Prioritize Live Learning Events

Another strategy is to participate in live, in-person learning events.  As convenient as eLearning solutions can be, face-to-face training sessions hold several advantages over virtual ones. First, our biology is designed to read and understand emotions in others based on subtle cues in body language, pheromones, and even brain waves. When we learn with others, that content becomes anchored to the interactions and relationships of the people in the room. 

Second, leading a live event can deepen the facilitator’s understanding of the learning sciences and best practices. Noticing when your audience is confused or having an “aha!” moment allows the facilitator to adjust the training as needed. There is nothing quite like realizing that the activity you planned is not hitting the mark and having to pivot in real time to ensure that the learning objectives are met. 

Putting it All Together

The science of learning is not intended to be an intimidating concept — the principles are straightforward and provide actionable takeaways that can be immediately applied to improve both professional and personal development. By embracing the science of learning and tackling some of these challenges head-on, talent development professionals can create transformative training programs, leading to sustained behavior change and improved learning outcomes. Check out the full ATD Research report, The Science of Learning: Embracing the Science Behind TD.