In last week’s post, I talked about how short-form video SHOULD BE changing the way we design learning in 2025. But here’s the next step we need to talk about: it’s not enough to just deliver information. Learners want your point of view.
We live in an era where learners have unlimited access to facts, tips, and tutorials. With a quick Google search, a stated question to their AI assistant, or a 60-second TikTok, they can find the “how-to” on just about anything. So, why should they listen to you?
Because what they really want isn’t just information, they want transformation.
Information vs. Transformation
Amy Porterfield puts it perfectly: people don’t pay for information, they pay for your experience, your perspective, and your framework for helping them get results. The same is true in corporate learning.
Think about the last time you took a course. Did it just give you content? Or did it help you see something differently, apply it in your work, and actually change your behavior?
Too often, courses are designed as information dumps, slides full of bullet points, voiceover reading the screen, or long eLearning modules that check the compliance box. But learners don’t want a digital textbook. They want an experience that moves them from “I don’t know how” to “I can do this.”
The Market is Demanding More
According to Devlin Peck’s January blog, the eLearning market is massive, valued at hundreds of billions of dollars and growing every year. But with growth comes higher expectations. Learners are savvy. They know when a course is worth their time, and they’ll disengage quickly if it’s not.
This means organizations can’t afford to keep creating training that’s just about delivering information. The demand is clear: training must connect, engage, and transform.
What This Looks Like in Practice
So, how do we move from information to transformation?
- Bring your voice in. Don’t just deliver generic content, share real-world examples, stories, and lessons learned. This makes the learning sticky and authentic.
- Design for change, not seat time. Measure success by what learners do differently, not how long they sit through training.
- Simplify access. Eliminate the barriers. This includes clunky LMS navigation, endless clicks, or overwhelming modules. Make learning fast, easy, and in the flow of work.
- Blend content with coaching. Sometimes the shift learners need isn’t just “how-to.” Instead, it’s guidance, encouragement, and perspective from someone who’s been there.
The Challenge for L&D in 2025
It’s easy to hide behind “content” because it feels safe. But what learners are craving, and what organizations need, is transformation. That means putting your expertise, your stories, and yes, even your opinions (yep, I said it), front and center.
Let’s stop creating courses that only inform and start designing experiences that transform.
Because in the end, a learner doesn’t remember the 47 slides of content! They remember how you made them think differently, feel capable, and act.