Why We Need to Rethink Learning in Organizations—and How to Get Started
In today’s world of work, much is changing: structures are dissolving, hierarchies are flattening, and technology permeates every area of work. At the same time, there is a shortage of skilled workers—and thus people who not only perform but want to learn and develop.
Organizations that respond to these changes with outdated training concepts will fall behind. Because learning is far more than just courses or training. It is a strategic success factor. Or, as we say:
Learning is the new operating system.
But what does learning look like that fits this new world of work? How do you create a learning culture that not only sounds good but actually works in everyday practice—in projects, meetings, onboarding, and with the help of AI?
On May 8, 2025, Albrecht Kresse (Founder and Managing Director of the edutrainment company) delivered a presentation on precisely this topic at the MAWI Forum at Zeche Zollverein:
“New Work – New Learning”.
His central message: “New Work requires New Learning—and it needs to happen now.”
Accompanying the presentation, he compiled a checklist with ten practical hacks that demonstrate how organizations can rethink learning today—and truly embed it in everyday practice.
In this article, we present three of these hacks in detail. The complete checklist is available for download at the end.
🎯 Hack #1: Start with Why—Learning Needs Purpose
If people don’t know why they should learn something, they won’t really do it. Sounds logical, but it’s often ignored in everyday practice. New processes? Mandatory training. New software? E-learning link. New leadership culture? PDF handbook.
And the question employees ask themselves:
“What does this have to do with me?”
A genuine “why” is missing—and with it, motivation. This leads to one of the most common mistakes in corporate training: high effort, low impact.
🔍 What helps:
- Communicate the purpose of learning content on three levels: for the organization, the team, and the individual.
- Use storytelling, practical examples, and vision statements.
- Build the “why” visibly and emotionally into every learning format—whether kick-off, video, or invitation to the learning platform.
💬 A familiar (negative) example we all know:
The math teacher who, when asked “What do I need this for?” answers: “For your final exam.”
We all know: That’s not enough.
🧠 Hack #2: Promote Self-Directed Learning—with Structure and System
In a world where knowledge changes rapidly, the ability to learn independently and continuously is crucial. But here too, there’s a misconception: Just because employees know YouTube or ChatGPT doesn’t make them good self-directed learners.
Because true self-learning competence means more:
- Setting goals—and not forgetting them after two days.
- Evaluating information—and distinguishing between quality content and half-truths.
- Organizing yourself—even alongside deadlines, meetings, and project stress.
🚀 What organizations can do:
- Systematically integrate self-directed learning—e.g., through dedicated learning time in calendars or digital learning paths.
- Actively teach methods like “learning how to learn,” for example, in brief self-learning modules.
- Don’t just approve AI tools—explain them and integrate them into everyday work.
🎓 Those who succeed in this not only promote learning competence—but also self-efficacy.
🎯 Hack #3: Understand Your Audience—Instead of Missing the Mark
Every learning offering is also a communication offering. And as in marketing: Only those who truly know their audience can design offerings that work.
📌 But what does that mean in practice?
- Which formats fit employees’ everyday work?
- What language do they use?
- What learning habits and preferences do they bring with them?
👂 The simplest approach: Ask!
Instead of developing formats in isolation, use feedback loops, learning style assessments, or brief surveys. The investment pays off twice: Your offerings will be better utilized—and perceived as respectful.
💡 Tip: Design learning offerings not for yourself—but for people who are currently juggling Teams calls, project planning, and picking up their children. Relevance comes from alignment.
📥 Get the Complete Checklist
Rethinking learning—this is not a one-time project, but a cultural transformation. The good news: There are many practical approaches to shape this transformation step by step.
Our checklist “10 Hacks – New Work New Learning” consolidates all the key success factors for a modern learning culture—concise, practical, and with concrete implementation tips.
