Key Measures You Must Adopt for a Sustainable Training Delivery


How your organization delivers training determines whether employees develop new skills and apply them at work. From instructor-led training programs to eLearning sessions and virtual technologies such as augmented reality, various training delivery methods cater to tailored learning needs, job roles, and interests. Sustainability holds the utmost relevance today; therefore, most businesses pivot to the sustainability of training delivery.

Sustainability is an effective business strategy that optimizes different opportunities and mitigates risks. Any business that needs to invest in sustainability training must build an engaging and competent workforce aligned with the organizational goals.

Most learners need to remember what they have learned when they get out of a classroom session. Companies start cutting costs, leaving their employees to learn and upskill independently. Employees who lack the desired competency feel demotivated and look for another job opportunity outside the organization. As per the Workplace Learning Report 2022, the status quo will remain due to the shift toward remote work culture, leveraging different training delivery methods from ILT and online classes to vILT and blended learning.

So, an organization wants to become a key player in innovation. In that case, it must train its workforce about different use cases of sustainability and empower them to execute it in their daily activities. Here are the key measures you must adopt to ensure the sustainability of training delivery:

Adopt an Agile Learning Design Model- Ensure Faster Training Delivery

Organizations have used the ADDIE (Analysis, Design, Develop, Implement, Evaluate) model for training programs. But one drawback is that it follows a too-detailed linear process where every phase is dependent on the previous phase, making it more time-consuming.

As a solution, organizations must adopt an agile learning design model to ensure flexibility and speed. Another benefit is that an agile learning model allows the repurposing of existing content to ensure seamless training delivery. With the correct understanding of the business need, managers and trainers can create a flexible learning design and change it whenever there is a change in business requirements.

Adopt Microlearning Strategy- Meet Ad hoc Training Needs

According to research, more than one in three American workforces (35%) are millennials and the most effective ways to share information have changed drastically. Microlearning is becoming one of today’s most effective training strategies. Micro content can be delivered in various formats, from videos and simulations to PDFs, quizzes, games, and more.

The idea is to deliver a series of short-duration training modules to boost engagement and fit into the learner’s busy routine. As per the Workplace Learning Report, 94% of L&D professionals prefer microlearning to train their workforce.

Microlearning is a cost-effective training delivery method that promotes collaboration and amplifies the participation of both employees and employers. It also improves customer retention and satisfaction levels, greatly impacting business growth. Delivery of bite-sized training content adds the flexibility and agility to meet ad hoc learning requirements anytime and from anywhere.

Create a Strategic Plan- Promote Sustainability in Learning

There may be more viable solutions than adopting a one-size-fits-all approach for meeting diverse training needs. Organizations must promote sustainable learning by creating a strategic plan, analyzing individual learning preferences, and identifying gaps. This method fosters a culture of continuous learning while increasing engagement, retention, and performance levels.

Incorporate Learning into Strategic Development Process

Strategic development involves establishing business objectives and goals that may change due to work shifts. Organizations implement strategic development processes to analyze their internal and external environments to determine the actions required to achieve the goals and stay ahead of the curve.

L&D leaders incorporate learning as a key driver of their strategic development process. They design a learning strategy aligned with the business objectives and talent management strategies. Learning as a part of strategic development helps enhance workforce capabilities, promote a positive learning culture, and boost employee morale.

The overall process ensures that the workforce becomes more agile and competent while fostering a sustainable learning environment. As per McKinsey, L&D leaders need to redesign their learning strategies, align them with business strategies, and identify the capabilities needed to succeed.


Always understand your audience. Training content needs to be designed per the personalized needs and in different modes- instructor-led, online learning, webinars, videos, simulations, blended learning, on-the-job learning, and others- to determine the most approach strategy for targeted learners.

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