A recent Open eLMS discussion explored the profound interplay between neuroscience, organisational learning, and the accelerating impact of artificial intelligence. Featuring Andy Howy from Open eLMS and Dr Britt Andreatta, CEO of Brainaware Training and a leading voice in the science of learning and change, the conversation delved into why training often fails to stick, the biological roots of resistance to change, and how AI can either amplify or erode human capability. This insightful dialogue offered critical takeaways for Learning & Development (L&D) professionals grappling with the complexities of modern corporate training and seeking to improve employee performance and engagement.
The Neuroscience of Learning, Change, and AI: Key Insights for L&D Leaders
Key Takeaways from the Discussion:
- Learning is a Process, Not Just Content Delivery: Effective learning requires attention, memory formation (linking new knowledge to existing schemas), and extensive practice (40-50 repetitions for new habits).
- Psychological Safety is Non-Negotiable: Creating an environment where learners feel safe to try and fail without fear of rejection, ridicule, or punishment is mandatory for true learning and innovation.
- Organisations Often Get Training Wrong: Common pitfalls include inadequate problem diagnosis, insufficient practice, and failing to allocate enough time for application, leading to a default back to old behaviours.
- Resistance to Change is Biological: The human brain is wired to perceive change as potential danger, activating survival mechanisms. Leaders must acknowledge this and support employees through transitions.
- AI Can Amplify Human Capability, But Requires Critical Engagement: While AI offers powerful tools for content creation, analysis, and practice, it should serve to enhance human skills, not replace critical thinking or intuition. Open eLMS champions ethical AI to boost human potential, not diminish it.
- Invest in Manager Training: Managers are pivotal to employee engagement and performance. Equipping them with leadership skills is a high-return investment that fosters productivity, innovation, and talent retention.
- Belonging and Inclusion are Fundamental: Humans are tribal; feeling excluded activates the brain's pain centres. Fostering a sense of belonging is vital for a healthy, collaborative, and high-performing workforce.
- The Future is Human-Centric: Despite technological acceleration, a rising human consciousness is driving a shift towards more connected, balanced, and equitable systems, with AI as a tool to support this evolution.
Understanding How People Learn – and Why Training Fails
The discussion began by unpicking the fundamental processes of how the brain learns and why much corporate training falls short. Dr Andreatta emphasised that learning is a multi-stage process. First, it demands attention, with the human attention span typically peaking at around 20 minutes. Beyond this, learning gaps are almost inevitable. Once attention is captured, information must transition into both short-term and long-term memory, which is facilitated by connecting new concepts to existing knowledge structures, or "schemas." Hands-on practice is crucial for processing content and embedding it into memory, creating multiple "triggers" for recall.
Crucially, in professional adult learning, the goal is often behavioural change or skill development. Dr Andreatta highlighted that the basal ganglia, the brain structure responsible for habit formation, requires an average of 40 to 50 repetitions for a new behaviour to become a neurologically ingrained habit. Many training programmes deliver content but neglect the necessary practice, leading individuals to revert to old ways of working. This is a key area where an AI-powered LMS like Open eLMS can provide structured, repeatable practice opportunities.
Furthermore, the brain's inherent mechanism for tracking failure, governed by the habenula, tries to prevent mistakes as a survival instinct. If learning environments are not psychologically safe, this can make people resistant to new ideas or fearful of trying. Yet, trial and error is fundamental to skill development.
Andy Howy, representing Open eLMS, noted the prevalence of passive learning, where individuals receive content without active engagement. He underscored that genuine learning, particularly for new and useful skills, often requires effort and commitment. Dr Andreatta clarified the distinction between understanding a concept and effectively applying it, adding that while innate intelligences exist (as per Howard Gardner's multiple intelligences theory, now supported by neuroscience), everyone can learn new skills with sufficient practice.
The Nuance of Learning Styles and Common Training Errors
The conversation touched upon the contentious topic of learning styles. Dr Andreatta explained that while individuals certainly have learning preferences, scientific research does not support the existence of distinct "learning styles." Instead, she advocated for empathy for the learner, encouraging educators and L&D professionals to present content through diverse modalities. This allows learners to choose pathways that resonate with their preferences, thereby supporting a diverse audience. The Open eLMS Learning Generator, with its AI-powered capabilities to create videos, podcasts, and gamified content, directly supports this multimodal approach, ensuring engaging and effective e-learning for all.
Organisations frequently make critical errors in training design. Dr Andreatta identified three primary mistakes:
- Inadequate Problem Diagnosis: Often, L&D teams address a symptom rather than the root cause. A thorough, consultative approach is needed to identify the actual behavioural issues, who is affected, and who needs to be involved. Open eLMS, as a trusted partner established since 2003, works closely with clients to understand their unique challenges, ensuring solutions truly address the root cause.
- Insufficient Practice: Even brilliant training with "aha moments" will fail if learners do not have ample opportunity to practice new skills and groove new habits. Our LMS facilitates structured practice and work submission, allowing learners to apply new skills and managers to provide feedback.
- Lack of Time for Application: Training is often designed as a content dump rather than a journey that includes time for application and skill development. This can stem from a culture that views learning as separate from "real work" or a desire to pack too much into limited time.
Dr Andreatta stressed the importance of honest conversations about what can realistically be achieved within given timeframes, advocating for structured learning journeys and sufficient practice to ensure new skills stick. Open eLMS's comprehensive Learning Management System is designed to support these journeys, offering robust learning tracking and skills monitoring to ensure continuous development.
Wired to Resist: Understanding Change Fatigue in the Age of AI
The discussion then shifted to the biological basis of resistance to change, a particularly relevant topic in the era of rapid technological advancements like AI. Dr Andreatta's research, prompted by her experience during LinkedIn's acquisition of Lynda.com, revealed four key brain structures involved in how humans experience change:
- The Amygdala: This survival mechanism detects potential danger. Any change, until more information is gathered, can activate fear and worry, even if leaders are trusted.
- The Inner Rhinal Cortex: This part of the brain maps physical and social spaces. Changes involving physical relocation or team reorganisation require new mental maps, increasing cognitive load and exhaustion.
- The Basal Ganglia: As discussed, this area is responsible for new habits. Change often demands new skills, and without adequate training and support, employees will struggle.
- The Habenula: This structure helps us learn from mistakes. If leaders frame change efforts that encounter setbacks as "failures," the brain can code change itself as something to avoid. Instead, acknowledging effort and progress, then refocusing on solutions, is vital.
Dr Andreatta highlighted that employees are not being "difficult" when they resist change; they are being human. Effective leadership involves understanding these biological responses and providing appropriate support, acknowledgement, and training to unlock adaptability and agility.
Regarding AI, Dr Andreatta observed significant external pressure for adoption, driven by major tech companies. This pressure emerged post-pandemic, when many employees were already experiencing burnout and change fatigue. Initial waves of AI-driven layoffs were sometimes followed by re-hiring, as AI proved not to be a universal solution. Issues like "AI slop" and "hallucination" have led to legal troubles for some companies, fostering skepticism.
Crucially, Dr Andreatta asserted that humans will not willingly participate in their own demise. If AI is perceived as a threat to jobs – which provide food, water, and shelter – resistance is inevitable. She advocates for AI as a tool to amplify human capability, not replace it. Humans possess intuition and emotions, which AI cannot replicate, making critical thinking and human oversight essential.
Open eLMS shares this perspective, viewing AI tools as enhancements for human roles, not replacements. As an EdTech thought-leader, the company champions ethical AI use and effective integration, ensuring humans control both the input and output. Dr Andreatta warned against offloading all thinking to AI, citing studies showing a decline in critical thinking skills and even a decrease in grey matter in the brain if not actively used. She also pointed out that the operational costs of AI (data centres, water, energy) can sometimes exceed the cost of human labour, raising both economic and social concerns.
Psychological Safety and Managerial Impact
The conversation underscored the critical role of psychological safety, which Dr Andreatta described as mandatory for true learning and innovation. Referencing Amy Edmondson's research, psychological safety is defined as the belief that one will not be rejected, ridiculed, or punished for asking questions, raising concerns, or admitting mistakes. Without this, individuals will avoid risk, hindering skill development and engagement. Learning designers must create environments where trial and error is encouraged and supported. Open eLMS's configurable permissions and supportive learning environment help foster this essential safety.
The discussion also highlighted the profound impact of managers on employee engagement. Dr Andreatta argued that investing in manager training early and often is the single best investment an organisation can make. Many managers are promoted for their individual contributions rather than their leadership skills, leading to disengagement and attrition. Effective management training, focused on bringing out the best in others, yields significant returns in productivity, innovation, talent retention, and customer satisfaction. The Open eLMS LMS can track and manage manager development, ensuring L&D leaders can measure the ROI of these crucial training initiatives.
Finally, the essential role of belonging and inclusion was explored. Dr Andreatta explained that humans are a tribal species, and feeling excluded activates the brain's pain centres in the same way physical pain does. Fostering a sense of belonging unlocks collaboration, communication, and overall better work. Organisations that prioritise inclusion experience higher retention and improved business outcomes.
AI as an Amplifier and a Human-Centric Future
When asked whether AI is an amplifier of human capability or merely a shortcut, Dr Andreatta firmly stated it can be an amplifier, provided humans remain actively involved. She offered practical examples: AI can rapidly generate ideas, analyse data, summarise meetings, improve storytelling (e.g., by integrating learning with music), and create avatars for practice scenarios (such as performance reviews or customer service interactions). This aligns with Open eLMS's approach, where AI-powered tools, like the Open eLMS Learning Generator, provide real-time, customised training based on an organisation's knowledge base, complete with videos and exercises, empowering L&D teams to scale content creation efficiently.
Looking five years ahead, Dr Andreatta expressed confidence that most organisations will use AI to build deeper human capability. She sees a "renaissance in human consciousness" driving a shift towards more connected, balanced, and equitable systems, where old power structures are being challenged. While acknowledging the messiness of this transition, she believes humanity is moving towards a better future, with each successive generation demonstrating greater social consciousness and commitment to equality.
For L&D leaders under pressure to implement an AI strategy, Dr Andreatta advised:
- Remind the Board of External Pressure: Acknowledge the external marketing push for AI and help leaders feel they are not missing out, while grounding the strategy in reality.
- Focus on Strategic Goals: Align AI initiatives with the company's biggest strategic goals and pain points. Use AI to accelerate solutions for these critical issues, such as compliance training or skills gap analysis.
- Stop Chasing Every Shiny Bell: Avoid turning on every AI feature without a clear strategy, as this can lead to disorganisation and inefficiencies.
- Start Listening: Pay close attention to business needs, employee engagement surveys, exit interviews, and leadership concerns to identify real problems that AI can help solve.
- Trust Your Instincts: Recognise that many problems are universal, and L&D professionals often possess the inherent knowledge to address them, even with new tools.
Ultimately, Dr Andreatta concluded that humans want to be their best selves, and the role of L&D is to empower them to achieve this.
Empowering Your Workforce with Open eLMS
The insights from this discussion highlight the critical need for learning solutions that align with how the human brain learns, foster psychological safety, and leverage AI responsibly to enhance human capability.
Open eLMS offers a comprehensive, one-supplier solution designed to meet these modern demands. The Open eLMS LMS provides robust features for personnel management, live learning, learning tracking, skills monitoring, and custom reporting, ensuring a structured and supportive environment for development. Its highly configurable permissions allow organisations to tailor access and roles, fostering a sense of ownership and safety, and helping L&D managers centralise learning and development in one platform.
For content creation, the Open eLMS Learning Generator stands out as an AI-powered e-learning solution. It enables L&D teams to create custom courses, videos, podcasts, gamification elements, and assessments in minutes from a simple prompt or document. This innovative tool amplifies human creativity, reduces production delays, and supports multimodal learning preferences, directly addressing the need for diverse content delivery and efficient practice opportunities. With Open eLMS, you can leverage AI to save time on content creation and focus on strategic L&D initiatives.
By partnering with Open eLMS, organisations can move beyond generic training, build deeper human capability, and navigate the future of learning with confidence, ensuring measurable training ROI and improved employee performance.
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