Mirvac

Recognizing Naomi Crawford’s extensive expertise in training and learning development across numerous industry and now with Mirvac, this exclusive feature offers invaluable insights into the urgent need to rethink traditional learning systems and strategies for designing more relevant, engaging, and impactful learning experiences.

Learning is not broken. Humans are born learners— curious, adaptive, and capable of growth across a lifetime. What is broken, however, are the systems, environments and expectations we’ve built around learning. Learning is often designed around compliance, not curiosity. Learning experiences are falling short of their purpose: to help people grow in meaningful, curious, consistent, courageous and sustainable ways.

What’s Not Working—and Why

In schools, students are often taught to pass tests, not to think critically or explore curiosity. Rigid curriculums, standardised assessments and a one-size-fits-all approach leave many learners disengaged or behind. Creativity, collaboration and problem-solving—the skills we need most—are often afterthoughts.

In the workplace, the story is similar. Learning is frequently treated as a compliance exercise rather than a growth opportunity. Training is often rushed, generic and disconnected from real-world application. Busy professionals attend workshops they barely remember, tick boxes in online modules and move on—without real change or improvement.

“Learning isn’t broken—it’s just out of sync with the way people actually learn”

Even in online education, where access and scalability have exploded, engagement and completion rates remain low. The abundance of content hasn’t solved the deeper issues: relevance, motivation, connection and feedback.

It’s real; - there is information overload - too much, too fast and with no time to absorb. The result? Limited retention, low engagement, no feedback loop to practice or revisit and little return on investment.

The result? Learners are disengaged. Educators and facilitators are frustrated. Organisations risk losing potential. Talent becomes underdeveloped. Innovation stalls and we create cultures where growth is optional instead than integral. Time and money is wasted on ineffective programs and we miss the chance to build cultures where curiosity, creativity and continuous growth thrive.

How We Can make change

Here are five key shifts we need to make to create more effective and engaging learning environments:

1. Start with relevance

Learning needs a purpose. Connect learning to realworld problems, goals, or roles. People learn best when they see the why. Tie learning to real-life challenges, interests, or goals. This might mean project-based or linking training to specific roles, tasks, or career paths.

2. Design for diversity

Not everyone learns the same way. Embrace different formats—visual, verbal, tactile, experiential. Use technology including AI to personalise learning paths, but don’t forget the human element: coaching, mentoring, and conversation.

3. Encourage active learning

People don’t learn by sitting and listening. They learn by doing, reflecting, and receiving feedback. We’re social learners. Whether in a classroom or a work environment, we thrive on discussion, feedback and shared experiences. Creating space for peer learning, mentoring and reflection helps deepen understanding.

4. Make learning continuous, not episodic

Real learning happens over time. Use microlearning, spaced repetition, capability assessments and ongoing development plans to build a culture of continuous growth. Trigger growth - Talk about insights and learnings. Discuss with peers. Share takeaways in team meetings. Ask questions. Learning is social. When you speak it, you remember it. When you debate it, you deepen it.

5. Empower the learner

Autonomy drives motivation—and motivation drives results. When learners have choice—what to learn, how to learn, even when to learn—they take ownership. Provide employees access to on-demand learning content and personalised development plans. Encourage a learning cycle of Explore → Try → Reflect → Adapt.

The Benefits of Getting It Right

The payoff for evolving our learning systems is substantial:

• Higher engagement: When learners are active participants, not passive recipients, they show up with curiosity, commitment and motivated when learning is meaningful.

• Stronger outcomes: Learning that’s relevant, applied and repeated sticks. It shows up in the employee’s success and performance.

• More inclusive environments: A flexible approach to learning supports neurodiverse learners, culturally diverse communities and a range of learning styles.

• Improved retention and development: When people feel empowered to learn, they bring fresh ideas and stronger skills to the table. Meaningful learning reduces turnover and builds internal capability.

• Cultures of innovation and growth: When learning becomes part of the culture, people feel safe to experiment, fail and evolve. It becomes part of the everyday rhythm—not an interruption.

It’s a Shared Responsibility

Learning isn’t broken—it’s just out of sync with the way people actually learn. The responsibility to fix that doesn’t fall on learners alone. It belongs to the people who create and hold space for learning: educators, HR professionals, team leaders and decision-makers.

Rebuilding our approach to learning requires courage, creativity, and collaboration. But the outcome—a more skilled, curious, adaptable society—is worth it.

Let’s stop delivering learning. Let’s start designing it for real impact.