05 May 2025

Forget Learning Styles — Try Learning Moments Instead

We have heard it for years—visual learners, auditory learners, kinesthetic learners.

But let us be honest. Most L&D professionals already know that the “learning styles” theory has been debunked.

So the real question is: what do we replace it with?

That is where the idea of “Learning Moments” comes in.

Let me explain.

The Problem with Learning Styles

The idea of learning styles feels intuitive. We like the thought that people learn better when content is tailored to their preferred format.

But the science says otherwise.

Multiple studies have shown that matching content to a learning style does not improve learning outcomes.

And let us face it—most corporate training environments do not have the resources to create multiple versions of the same material anyway.

So why are so many organizations still clinging to this outdated concept?

Because they have not yet found a practical, effective alternative.

Enter: Learning Moments

Forget categories. Forget preferences. Start paying attention to when learning is most likely to stick.

These are what I call Learning Moments—those specific points in time when a person is most receptive, alert, and ready to learn.

It is not about how people learn. It is about when the message actually lands.

Let me give you a few examples:

A team member who just made a mistake and is looking for a better way forward—that is a learning moment.
A sales rep who is anxious before a client call and wants a quick tip—that is a learning moment.
A new manager who feels uncertain about giving feedback—that is a learning moment.

These are emotional, contextual, often high-pressure points in the day when learning is not just welcomed—it is needed.

Learning Styles = Passive Customization

Learning Moments = Active Relevance

Learning styles ask, “How can we personalize this content based on preference?”

Learning moments ask, “When is this information going to matter the most?”

And when you shift your focus from styles to moments, everything changes.

So, How Do You Design for Learning Moments?

Let me give you a simple framework you can apply starting today:

1️⃣ Map the Emotional Triggers

Identify when your employees feel:

Frustrated
Uncertain
Curious
Motivated
Overwhelmed

These are high-potential learning windows. Ask managers to observe and share when these emotions show up.

2️⃣ Align Micro-Content to Specific Scenarios

Create short, timely pieces of learning that appear right when the problem appears.

A short video on dealing with an angry client—delivered immediately after a tough call.
A quick checklist on performance review conversations—sent the day before appraisal season.
A bite-sized infographic on time management—shared Monday morning before work floods in.

This is not about content volume—it is about content timing.

3️⃣ Use Tech to Trigger the Moment

Use automation tools, learning experience platforms, or even email scheduling to deliver learning in real-time.

For example:

A pop-up reminder during a CRM login with a 30-second tip.
A Slack message from the learning bot when someone joins a new project.
A text prompt with a question just before a team meeting.

The Result?

Your learners stop tuning out and start tuning in.

Why? Because you are showing up when they need you most.

You are not just training for knowledge.

You are designing for real-world usefulness.

And that is what true L&D is all about.

Final Thought

So, here is what I want you to reflect on:

Are you still designing content based on who the learner says they are—or when they actually need help?

Forget learning styles.

Design for learning moments.

That is where the magic happens.

Learning and Development Academy is a leading platform for Learning and Development, offering comprehensive resources, certifications, and personalized coaching for professionals seeking to enhance their skills and expertise in the field.

Contact

zr@lndacademy.com