Why Training Difficulty Happens: Expert Guide to Common Challenges

Despite the growing importance of workplace training in today's rapidly evolving professional landscape, a startling statistic from Devlin Peck reveals that 59% of employees report never receiving any workplace training at all.

Through my work with educational institutions and organisations across the UK, I've observed firsthand how this lack of training, combined with various challenges in the learning process, can significantly impact professional development. Whether you're a learning and development professional or someone responsible for team training, understanding why these difficulties occur is crucial for creating effective learning experiences.

From cognitive barriers and time constraints to content design issues and organisational culture, there are multiple factors that can make training challenging. Having spent considerable time researching and working with institutions to improve their learning initiatives, I've found that identifying these challenges is the first step toward creating more effective training programmes.

In this guide, I'll break down the key challenges that often lead to training difficulties, backed by research and practical insights from my experience in educational technology and professional development.

Why Training Difficulties Occur

Training challenges in professional development are far more common than most people realise - and they have a real impact on career growth and skill development.

The human brain isn't built to absorb endless amounts of information, especially in today's distracting work environment. In fact, adults can only concentrate for 15-20 minutes before their focus begins to waver.

Understanding why these difficulties happen is the first step to overcoming them.

The Science Behind Learning Struggles

The biggest challenge? Our limited working memory.

Think of your working memory like a small desk - you can only fit so much on it at once. When training throws too much new information at you, it's like trying to pile more papers on an already full desk - things start falling off. Research shows that excessive focus can actually exhaust your brain's focus circuits, making it harder to process and retain information.

This is what scientists call Cognitive Load Theory, and it explains why we sometimes feel overwhelmed during training.

Modern learning platforms like Moodle and Canvas combat this by breaking content into manageable segments and using clear visual hierarchies to reduce cognitive overload. This approach helps learners process information more effectively by respecting the natural limitations of our working memory.

Modern Workplace Challenges

Today's work environment doesn't make learning any easier.

Our attention spans are constantly under attack from notifications, emails, and the pressure to multitask. Research shows our brains naturally function in spurts of high energy (roughly an hour) followed by low energy periods.

When you're trying to learn something new while managing your regular workload, it's like trying to read a book while someone keeps tapping you on the shoulder. Experts recommend taking 20-30 minute breaks for every two hours of focused work to maintain optimal learning and productivity.

Tools like Freedom and StayFocusd have emerged to help combat this, allowing you to block distracting websites and apps during focused learning sessions. Some organisations are even adopting techniques like the Pomodoro Method - working in focused 25-minute blocks followed by short breaks - to protect attention spans during training.

The Forgetting Problem

One of the most frustrating aspects of training is how quickly we can forget what we've learned.

The brain naturally starts forgetting information as soon as we learn it - it's called the Forgetting Curve, and it's a real problem in professional development. However, multiple exposures to information with time gaps between them has been proven to build long-term knowledge retention.

• Within 24 hours: People typically forget about 70% of what they've learned
• After a week: Up to 90% of the information can be lost without reinforcement
• Regular review: Is essential for long-term retention

Modern training platforms are tackling this head-on using spaced repetition software like Anki, which uses algorithms to optimise when you should review information. This structured approach enhances long-term retention, standing in stark contrast to traditional cramming methods.

Some companies are also incorporating gamification elements into their training programmes to make learning more engaging through:

• Points and achievement systems
• Progress tracking and milestones
• Competitive challenges and leaderboards
• Reward badges for consistent engagement

Personal Factors That Impact Learning

Everyone learns differently, and personal factors play a huge role in training success.

Your motivation levels, previous experience, and even personality traits can affect how well you absorb new information. Some key factors include:

• Learning style preferences: Visual, auditory, or hands-on learning
• Previous knowledge: What you already know about the subject
• Personal motivation: Your interest and drive to learn
• Environmental needs: Your ideal learning conditions

Some people thrive in group discussions, while others learn better through individual practice - there's no one-size-fits-all approach.

This is why adaptive learning platforms like Knewton are becoming more popular - they adjust the difficulty and content of learning materials based on individual performance, ensuring everyone is challenged at the right level.

The Role of Emotional Engagement

Training isn't just about transferring information - it's about engaging with it emotionally and intellectually.

When you're emotionally invested in learning something new, your brain is more likely to retain the information and make meaningful connections.

This is why relevant, practical training that connects to your actual work tends to be more effective than abstract theory.

Companies like Walmart and UPS are pushing this further by using Virtual Reality training to create emotionally engaging, realistic scenarios that help employees learn complex tasks in a safe, immersive environment.

Learning difficulties in professional training aren't a sign of failure - they're a normal part of how our brains work.

By understanding these challenges, we can develop better strategies to overcome them and make training more effective.

Cognitive Learning Barriers

Understanding why training can be challenging starts with recognising how our brains actually process and retain information.

Mental Processing Limitations

Our brains are incredible, but they do have their limits when it comes to learning.

Think of your working memory as a small desk - you can only fit so much on it at once before things start falling off the edges. Most of us can only actively work with about 4-7 pieces of new information at a time. This is known as our cognitive load capacity, and it's a crucial factor in how we learn effectively.

This is why trying to learn too many new things at once often leads to that overwhelming feeling where nothing seems to stick.

Even more challenging is how quickly we naturally forget things. Without proper reinforcement, we can lose up to 70% of what we've just learned within 24 hours - this rapid drop-off in retention is known as the forgetting curve. With traditional training methods, learners retain just 10% of information after a week.

The good news is that understanding these limitations helps us work with them rather than against them.

Breaking complex topics into smaller, manageable chunks and spacing out learning sessions gives our brains time to process and store information properly. This approach, known as chunking information, is particularly effective when combined with scaffolding techniques - where you gradually build knowledge through guided instruction, practice, and assessment.

Modern training programs often use two key strategies to combat these cognitive limitations:

• Spaced Repetition: Spaced repetition Systematically reviewing information at increasing intervals
• Microlearning: Microlearning Breaking down extensive courses into bite-sized modules

Organizations implementing microlearning have seen 50% increases in knowledge retention compared to traditional training methods.

Psychological Obstacles

The mental blocks we face during training often go beyond just how our brains process information.

One of the biggest hurdles is actually psychological - when we don't see how training relates to our goals or daily work, our brain naturally disengages. This is why context and clear relevance are crucial for effective learning.

Past experiences with learning can also create significant barriers. If you've had difficult or negative experiences with training before, your brain might automatically go into "defence mode" when faced with new learning situations.

Learning anxiety is another common challenge that can seriously impact how well we take in new information. When we're stressed about performing well or worried about making mistakes, our working memory capacity actually decreases, making it harder to process and retain new information.

• Signs of Learning Anxiety:
• Difficulty concentrating during training sessions
• Feeling overwhelmed by new information
• Avoiding participation or practice opportunities
• Physical symptoms like headaches or tension

There are several effective approaches to overcome these psychological barriers:

• Narrative Learning: Using narrative learning stories and real-world examples to create emotional connections with the content
• Gamification: Incorporating gamification to make learning more engaging and less stressful
• Simulation-Based Assessment: Using simulation practical scenarios instead of traditional testing to create a lower-stress environment

Research shows that we are 22 times more likely to remember information when it's presented in a story format. This is because storytelling triggers the release of neurotransmitters like dopamine and oxytocin, which enhance emotional impact and improve memory retention.

Remember that recognising these challenges isn't about finding excuses - it's about understanding the real obstacles we face so we can develop better strategies to overcome them.

Practical Implementation Challenges

Getting training right isn't always straightforward - that's something we see time and time again when working with education providers and organisations. Most corporate training today is ineffective, with issues spanning purpose, timing, and content.

Let's look at the real obstacles that can get in the way of effective training, and more importantly, how to overcome them.

Time and Resource Constraints

Time is probably the biggest challenge we see organisations face when it comes to training.

It's tough trying to fit training around already packed work schedules, especially when teams are dealing with tight deadlines and heavy workloads. And when budgets are tight, it can feel like quality has to be compromised. Nearly one in three employees report having to work without necessary training.

Budget constraints can really impact training quality too - from limiting access to expert trainers to restricting the learning materials available. However, investing in quality training programs delivers clear returns through higher productivity, lower turnover, fewer safety incidents, and increased job satisfaction.

But there are practical ways to make it work, even with limited time and resources:

• Set clear training schedules and protect that time through automated calendar blocking and reminder systems
• Use microlearning platforms like Centrical or TalentCards that deliver AI-targeted, bite-sized learning moments that integrate with daily workflow
• Make learning materials easily accessible through digital platforms with mobile compatibility for on-the-go learning
• Prioritise essential training and spread optional development over time using adaptive learning technology to identify and focus on knowledge gaps
• Implement gamification elements like badges and points to maintain engagement despite time constraints

Environmental Factors

The environment where training happens - whether physical or digital - can make or break its effectiveness.

Physical workspace limitations are a real challenge, especially in busy offices or retail environments where finding quiet space for focused learning is difficult. Workplace interruptions constantly fragment time and attention, making it harder to maintain focus during training sessions.

Digital platforms bring their own set of challenges:

• Technical issues with learning management systems, particularly around integration with existing systems
• Poor internet connectivity disrupting online sessions - a minimum of 1 Mbps per user is needed for standard video conferencing
• Software compatibility problems between devices and learning platforms
• Access issues for remote workers, especially those with varying levels of tech proficiency
• Accessibility compliance requirements under WCAG 2.1 guidelines that must be met

Then there are the everyday distractions - constant emails, phone calls, and urgent requests that can derail even the most committed learner. Workers lose nearly 3 hours per week dealing with technical issues alone.

To tackle these environmental challenges effectively:

• Create designated learning spaces with flexible infrastructure that supports both collaborative and individual learning
• Test digital platforms thoroughly through pilot programs before rolling out training
• Provide technical support for online learning, including comprehensive training for administrators and users
• Set clear 'do not disturb' protocols during training sessions using tools like status indicators in communication platforms
• Consider offering flexible learning times when the workspace is quieter, supported by asynchronous learning tools
• Ensure backup internet connections and network redundancy for critical training sessions
• Implement accessibility tools like screen readers and accessibility plugins to support all learners

Remember, acknowledging these challenges is the first step - from there, it's about finding practical solutions that work for your specific situation.

Content and Delivery Issues

Training difficulty often comes down to how well the content matches learners' needs and how effectively it's delivered. Let's break down the main challenges that can make training feel like an uphill battle.

Training Design Problems

Content design issues can make or break a training program - they're usually the first thing that pushes learners away from engaging with the material. In fact, nearly half of employees leave their jobs within the first year due to poor training.

• Skill-Content Mismatch: When training content is either too basic or too advanced, learners quickly lose interest. Think about trying to learn a new language - if you're stuck practicing "hello" when you're ready for conversation, or thrown into complex grammar before mastering basics, you'll likely feel frustrated and demotivated. Modern learning platforms now use pre-assessment tools and adaptive learning pathways to match content to learner skills, adjusting difficulty levels based on individual performance and progress.
• Theory Without Practice: Training that doesn't connect to real-world application is like learning to swim without water. If learners can't see how the content applies to their daily work, they'll struggle to engage with it meaningfully. The 70-20-10 learning model shows us that 70% of effective learning comes from on-the-job experiences, which is why successful programs now incorporate learning in the flow of work - contextualising learning with frequent nudges, reflection time, and micro-learning experiences that tie directly to daily tasks.
• Rigid Learning Paths: Everyone learns differently, and at different paces. When training follows a one-size-fits-all approach, it creates barriers for learners who might need more time on certain topics or prefer different learning styles. Modern solutions now include AI-powered platforms that create personalised learning paths, offering content that adapts to individual strengths and learning preferences. This includes multimedia-rich content that caters to visual, auditory, and kinesthetic learners.

Support System Gaps

Even the best-designed content can fall flat without proper support structures in place.

These gaps in support can seriously impact learning outcomes. Without proper guidance, learners might struggle to navigate complex topics or miss crucial learning points entirely. Digital mentoring platforms and virtual coaching tools are now being integrated into training systems to provide one-on-one support and feedback, helping learners stay on track.

Practice opportunities are essential for skill development - much like learning to ride a bike, you can't master something just by reading about it. When learners don't get enough chances to apply what they're learning, the knowledge doesn't stick. Research shows that 70% of learning is forgotten within 24 hours without practical application. This is where simulation-based training has proven invaluable - from medical professionals practicing procedures in virtual environments to pilots using flight simulators, these tools provide safe spaces for skill development without real-world risks.

The feedback loop is perhaps the most critical element of effective training. Without clear, timely feedback, learners can't identify their strengths and weaknesses, making it difficult to improve. It's like trying to improve your cooking without ever tasting your food or getting input from others. Modern automated feedback systems now provide immediate responses through regular assessments and surveys, ensuring learners can continuously gauge their progress and adjust their approach.

The good news is that recognising these challenges is the first step to addressing them. By understanding where training programs commonly fall short, we can work on creating more effective, learner-centred approaches that actually deliver results. 70% of employees would leave their current job for an organization that invests in employee development, making it crucial to leverage modern tools and methodologies while maintaining focus on practical application and individual learning needs.

Organisational Context

Workplace Culture Impact

Your workplace culture shapes how effective any training program will be - it's the foundation that everything else builds upon.

A strong learning culture doesn't just happen by accident. It needs active engagement from leadership and a genuine commitment to professional development across all levels.

Think about how new skills and knowledge are valued in your organisation. Do people feel excited to learn and share what they know? Or is training seen as a box-ticking exercise?

Companies with renowned learning cultures like Spotify and Adobe demonstrate this perfectly. They've built environments where continuous learning is woven into daily work through microlearning, structured training, and real-world modeling opportunities. Organizations with strong learning cultures see 30-50% higher retention rates.

The impact of a positive learning culture is significant:

• Teams with positive learning cultures are 37% more likely to feel productive and confident in their roles
• When leaders actively champion learning, completion rates for training programs jump by over 40%
• Organisations where learning is celebrated see 3x higher employee engagement scores

Leadership support is absolutely crucial here. When managers make time for training, provide resources, and recognise achievement through professional digital badges and certificates, it sends a clear message that professional development matters.

Take Google's Project Oxygen approach - they've identified 10 essential behaviours of effective managers, including being a good coach and empowering team development. This framework gives clear direction for building a supportive learning environment.

Business Integration

Training shouldn't exist in isolation - it needs to connect directly to your organisation's goals and challenges. Companies with effective learning strategies are more than twice as likely to achieve their production goals.

The most successful training programs are the ones that solve real business problems. They're not just about ticking compliance boxes or following industry trends. Leading organisations are using Learning Management Systems (LMS) integrated with their existing tech stack to:

• Track individual and team progress
• Automate administrative processes
• Measure impact against business KPIs
• Provide personalised learning pathways

Here's what good business integration looks like:

The key is making training feel like a natural part of work, not an extra burden. When learning directly helps people do their jobs better or progress in their careers, they're much more likely to engage with it. Companies investing $1,500 per employee annually in training activities report 24% higher profit margins.

Consider how you're tracking and recognising progress too. Digital credential analytics can help track engagement and showcase the impact of your learning programs, while blockchain-secured digital badges and certificates provide tangible recognition that professionals can proudly display on their profiles.

Modern approaches like BCG's design for adoption methodology show how training can be seamlessly integrated into daily routines through targeted coaching and hands-on experiences. This ensures that learning becomes part of the workflow rather than an interruption to it.

Building a strong training culture takes time, but there are clear steps you can take:

• Align programs with specific business needs and objectives
• Ensure proper resource support and protected learning time
• Create visible ways to recognise and celebrate learning achievements
• Implement peer-to-peer learning programs to foster trust and personal growth
• Regularly review and adjust training approaches based on feedback and results

Training Success: Your Path Through Learning Challenges

Throughout my research into training challenges, I've found that understanding why difficulties arise is often the first step to overcoming them. Whether it's cognitive barriers, time constraints, or organizational hurdles, these challenges are common across industries and roles.

What's particularly encouraging is that most training difficulties have clear solutions once we identify their root causes. I hope this guide helps you navigate your learning journey more effectively, whether you're designing training programs or participating in them.

Remember, the goal isn't perfect learning - it's progress and practical application that matter most.