Ask & Share session on L&D beyond traditional training

How do you truly build a culture of continuous learning in today’s workplace?

A recent Ask & Share conversation between the members of L&D Studio community, Vagia Apostolidi (Alumil) and Izampella Bei (Efood), brought forward some key insights worth sharing:

🔹 Learning ≠ Traditional Training: Communities, peer knowledge sharing, on-the-spot microlearnings, internal libraries, and buddy systems during onboarding. When employees become mentors (or “Alumentors” at Vagia’s organization) while other employees become brand ambassadors – naturally sharing their knowledge across teams.

🔹 Enablers or Barriers?
It often comes down to mindset. 

📌 Those who see the value, drive it forward. 

📌 Those who don’t, hold back. 

Meanwhile… workload and timing often become silent blockers.

🔹 Alternative Learning Models: 

Mentoring cycles (targeted groups), coaching (internal & external), job rotation, simulations, gamified case studies – all designed around real needs, not generic formats.

🔹 Learning in the Flow of Work = Real Impact 

Experiential learning delivers immediate value – not just theory. It’s no longer optional, it’s essential.

🔹 Technology as an Enabler: 

AI, learning platforms, microlearning tools – these transform the experience. Using tools like Gemini to make learning more personalized, engaging, and time-effective.

🔹 Personalized Learning in Diverse Workforce: 

Strategic grouping by skill level, goals, and mindset enables tailored programs.
📍 Each team follows its own learning path – no one-size-fits-all.

📣 Continuous learning isn’t a buzzword – it’s the foundation for every future-ready organization and training is not the only way to provide learning.