The Brain’s Hidden Potential in Workplace Learning: A Neuroscience Perspective

Our working environment is changing at an unprecedented pace, demanding continuous learning and constant adaptation. Yet, even with these requirements most companies set their employees up to fail despite investing billions annually into corporate training programs. Why? The answer lies in how our brains actually learn.

The neuroscience of learning shows us that traditional learning methods frequently used in corporate training programs are at direct odds with how the brain acquires and retains knowledge. Understanding how the brain learns can unlock hidden potential, transforming workplace training programs into strategic company assets that become powerful tools for employee growth and organisational success.

How the Brain Acquires Knowledge:

Neuroscience has provided valuable insights into how the human brain processes, stores, and retrieves information. Technology has allowed us to view the brain as never before during the learning process, with techniques such as Functional Magnetic Resonance Imaging (fMRI) giving insights into activations of specific brain regions during specific situations and tasks, resulting in a wealth of knowledge waiting to be applied in real-world learning environments. This research has resulted in it being clear that there are three key principles that underpin effective learning:

1.     Neuroplasticity – The brain has the ability to re-wire itself, enabling it to reorganise the its neural pathways in response to new information and experiences. The result? We are able to learn new knowledge and develop new skills at any stage of our lives and careers if the learning environment enables this neuroplasticity of the brain to occur.

2.     Memory Encoding and Retrieval – Once you have been exposed to new information, that doesn’t mean that you automatically retain it, instead for retention of the information it needs to be encoded. This encoding of information is the process whereby this new information is turned into a memory in the brain. The second component to this, is the requirement to retrieve that information as required. Aspects such as the spacing effect (information being presented more than once through time), retrieval practice (actively trying to recall the information from your memory), and multimodal learning all enhance these processes.

3.     Emotions are Critical to Learning – When learners feel safe in an environment and learning is made to be emotionally engaging your memory retention is reinforced. When learners feel safe in an environment, the amygdala in your brain produces the hormone dopamine which in-turn activates your hippocampus, a key-brain region for memory formation and promotes the required neurons for memory storage. Essentially, this release of dopamine tells your brain to prioritise the encoding of the new information it has received. The same effect is seen when the content that is being learned is made to be emotionally relatable for the learner. Thus, training that incorporates aspects such as storytelling, real-world scenarios, and problem-solving triggers emotional connections, making learning more effective.

Common Mistakes in Workplace Learning

Most corporate training programs are not rooted in these three key principles of how the brain learns, leading to ineffective training outcomes. Some of the most common mistakes include:

·       One-Time Training Events – One-off instances of training such as seminars, slide presentations, or one-day workshops rarely lead to long term retention of information. The brain requires repeated exposure to process it into long term memory.

·       Passive Learning Methods – Methods such as slides presentations and seminars only engage a small. Proportion of possible neural pathways as the learners are rarely interacting with the material.  Active strategies that require the learner to engage with the content are far more effective.

·       Cognitive Overload – Overloading learners with too much information at once overwhelms the brains working memory capacity, much like a computer can only do so many things at once. Breaking information up into segments helps enhance retention.

·       Lack of Real-World Application – Learning is more effective when it is contextualised and made relevant to the learner. Learners need opportunity to apply new knowledge quickly within their work environment.

Strategies to Unlock the Brain’s Potential in the Workplace

To align corporate training with how the brain learns, organisations should look to adopt the following three neuroscience-based strategies.

·       Leverage the Power of Spaced Repetition – Spaced repetition strengthens newly formed neural connections by revisiting information at increasing time intervals (e.g. 15 days, 30, days, 60 days, 90 days).  Instead of delivering all information only once, organisations should look to deliver it in repeated doses through time.

·       Encourage Active Knowledge Retrieval – Memory is strengthened by the act of recalling the information. Training programs should include quizzes, discussions, and scenario-based challenges that require employees to retrieve and apply knowledge. This further enhances memory consolidation and recall.

·       Use Emotion to Drive Engagement – Learning that triggers emotional responses is more likely to be remembered. Storytelling, case studies, and gamified learning experiences activate the brains reward and emotion processing regions, leading to deeper engagement and improved knowledge retention.

The Future of Workplace Learning: A Neuroscience-Driven Approach

The future of workplace learning lies in leveraging neuroscience to create training programs that are aligned with how the brain acquires and retains information. As companies invest in development of their employees, understanding these principles can lead to higher retention rates of knowledge, creating more skilled employees which ultimately drives organisational success. By moving away from outdated training programs and embracing a science-backed approach, organisations can unlock the hidden potential of their workforce.

The brain is an extraordinary learning machine. When corporate training programs align with neuroscience employees don’t just learn, they thrive. The challenge now is not whether the brain can learn, but whether organisations will harness its full potential.