In our previous article ‘Training Should Be Fun!’—We Listened, and Here’s What We’ve Built, I ended by emphasising the importance of grounding the Scandlearn philosophy and learning approach in solid research and proven theories to ensure its real-world applicability. While I’ll delve deeper into this theory in an upcoming article, it’s crucial to first address the “Why.”
In today’s digital age, where distractions are abundant and attention spans are shorter than ever, training must evolve to meet the needs of a screen-addicted workforce. Now, if you're a training manager or part of a training organisation, this should sound familiar. If your programs aren’t engaging enough to compete with distractions like this, you’re in trouble. Adaption is coming and it's coming fast.
This article builds on insights from a seminar I delivered at EATS in Berlin in 2017, where I highlighted how traditional training methods are increasingly misaligned with modern learners' habits, and that's are already a few years ago. Since then, technology has advanced rapidly, reshaping how we consume information, interact with content, and even approach learning itself.
At the seminar I was using the analogy of Tinder—a popular dating app—explaining how quickly our brains make decisions about first impressions, whether to continue exploring or move on. While some of my audience might have missed the humor, the point was clear: modern learners require training that is as fast-paced and engaging as the digital environments they’re accustomed to. This reality underscores the need for training that is as engaging as the platforms learners interact with daily.
The way we interact with technology has shifted dramatically over the decades, profoundly affecting our behavior and how we perceive the world. From consuming static information in newspapers to engaging with dynamic, on-demand digital platforms, each generational shift represents a new way of processing and prioritizing information. These changes have altered attention spans, expectations, and how we approach learning itself.
Reflecting on generational shifts:
Baby Boomers (1946–1964): Often referred to as “digital immigrants,” they witnessed the emergence of technology—from the first IBM PCs to rotary telephones. Their formative years were dominated by face-to-face interactions, outdoor activities, and a slower pace of life. Information was consumed through newspapers, books, and TV broadcasts—a stark contrast to today’s on-demand, screen-based consumption.
Generation X (1965–1980): Known as the “bridge generation,” Gen X grew up during a time of significant technological evolution, experiencing both analog and early digital tools. This generation adapted to advancements like personal computers and early internet access, developing a pragmatic and self-reliant approach to technology. Their adaptability helped set the stage for the rapid adoption of digital tools in later generations.
Millennials (1981–1996) & Gen Z (1997–2012): These generations grew up immersed in technology, shaping unique learning behaviors. Millennials adapted to technology as it evolved, often turning to platforms like YouTube for self-directed learning. Gen Z, born into a fully digital world, demands seamless and intuitive experiences, processing content through rapid swiping, scrolling, and filtering for relevance.
Gen Alpha (2013 onward): Raised alongside AI, smart devices, and voice assistants, Gen Alpha consumes information in ways previous generations could scarcely imagine. Their interactions are shaped by instant gratification, voice-controlled technology, and hyper-personalized experiences. As they enter the workforce, their expectations for intuitive, engaging, and fast-paced learning will redefine how organisations approach training.
Traditional learning, and even elearning methods often resemble digital books with static text and simplistic graphics, relying heavily on rote memorization—an approach that feels monotonous and ineffective. Contrast this with early learning methods like storytelling, observation, and hands-on experience, which were far more engaging and memorable.
In modern training, the KSA framework (Knowledge Skills and Attitude) reminds us that effective learning isn’t just about delivering knowledge or building skills—it’s also about fostering the right attitudes. Learners who view training as relevant and engaging are more likely to internalise content and apply it effectively. This shift in attitude is especially critical in aviation, where knowledge retention directly impacts safety and performance.
We can force people to learn as much as we want, but that won't work because true learning happens when the content is relevant, engaging, and aligned with the learner’s environment and needs.
We can force people to learn as much as we want, but that won't work because true learning happens when the content is relevant, engaging, and aligned with the learner’s environment and needs.
Millennials, Gen Z, and Gen Alpha process vast amounts of information daily, swiping and scrolling to find content that grabs their attention. However, these generations also struggle with concentration. Recent research by Dr. Gloria Mark reveals that the average time spent on a single screen before switching tasks has dropped from about 2.5 minutes a decade ago to just 47 seconds today. This highlights how digital habits are reshaping attention spans and demands training that not only stands out but sustains engagement amidst countless distractions.
To capture their focus, training must align with their preferred methods of consumption—short, visually engaging, and interactive formats. By designing content that mirrors the fast-paced, bite-sized nature of their digital environment, we can foster deeper learning experiences that resonate and stick.
At the same time, eLearning has revolutionised training, offering accessibility and cost savings. However, many programs have become mere “tick-box” exercises, failing to address critical psychological aspects of learning such as attention, memory, and motivation. To truly meet modern learners’ needs, eLearning must evolve beyond information delivery to actively capture and sustain attention. This means incorporating elements like gamification, interactive simulations, and scenario-based learning to foster deeper connections and sustained focus. Moreover, fostering a growth-oriented attitude toward training is critical, as even the most advanced platforms will fall short if learners aren’t motivated or see the value in the content.
Quality content goes beyond facts and figures. It’s about creating a visceral experience that not only captures attention visually but also enhances the usability and functionality of the learning material. Usability ensures that content is intuitive, accessible, and seamlessly integrated into the learner's workflow, while also engaging them emotionally and cognitively.
This holistic approach resonates deeply with learners, ensuring they stay engaged and retain information effectively. For recurrent learners, this means breaking the monotony of repetitive formats and offering dynamic, stimulating content that feels fresh and relevant.
Storytelling is not just about weaving a compelling narrative but also about making it relevant and actionable for the learner. By integrating relatable scenarios and dynamic visuals, storytelling bridges the gap between theory and practice.
For instance, using real-world examples or simulated environments can help learners visualize how concepts apply in their daily roles, enhancing both understanding and retention. This approach turns abstract ideas into tangible experiences, ensuring learners connect emotionally and intellectually with the material.
Leveraging technology creatively means utilising modern tools to not only present information but to immerse learners in engaging, interactive experiences. This includes tools like interactive simulations that mimic real-world scenarios, gamified learning platforms that motivate through rewards and challenges, and tailor-made training solutions designed to address specific learner needs and organisational goals.
These tailored approaches ensure the training is both relevant and immediately applicable, offering a meaningful connection between content and real-world tasks. The goal is to create an environment where learning feels intuitive, enjoyable, and deeply relevant to the user’s needs.
Note: While AI is on the rise and promises to create more personalised experiences, it still demands constant monitoring to ensure safety. This is a critical consideration that many aviation organisations currently struggle to fully implement. Stay tuned as I'm gonna share more insights of this in a future article.
A screen-addicted workforce requires a training approach that combines creativity, psychology, and technology. By designing programs that align with how the brain processes information, we can create training that not only meets but exceeds modern learners’ expectations.
At Scandlearn, we believe training should be more than a requirement; it should inspire growth, engagement, and innovation. Our mission is to set a new standard for aviation training in the digital age, preparing professionals to meet the challenges of today and tomorrow.
Our next blog article will explore how Scandlearn tackles Aviation Training Challenges for 2025, addressing emerging trends and solutions tailored to the industry's evolving needs.