Training and Marketing: Lessons Training and Development Can Learn from Marketing
At first glance, training and marketing might seem like two very different fields with distinct purposes and methods. However, when you break them down, both disciplines share a common goal: they seek to influence behavior, reveal new information, and showcase the benefits of a product, service, or concept. Whether convincing consumers to buy a product or helping employees acquire new skills, training, and marketing is ultimately about driving change.
However, while marketing tends to take a more gradual, nuanced approach, training departments often deliver large amounts of information simultaneously. There is much that the training world can learn from the marketing world—particularly when it comes to how information is structured, delivered, and reinforced over time.
The Marketing Approach: Small, Consistent, and Impactful
Marketers know that to engage their audience effectively, they must use short, digestible chunks of information delivered at the right moments. Whether it’s a targeted email, a quick social media post, or a short video ad, marketing thrives on repeated, relevant messaging over time. This drip-feed approach ensures potential customers stay informed and engaged without feeling overwhelmed.
One of the critical elements marketing has mastered is the use of storytelling to create emotional connections. For instance, a car commercial might tell a story of a family’s road trip, subtly reinforcing the value of the car’s safety features. Marketers influence behavior subtly over time by consistently reinforcing the value of a product or service. Their messages don’t just inform—they captivate and persuade, building momentum with each interaction.
The Training Approach: Comprehensive but Intense
Training departments often have a different method. A typical training program might take place over several days or consist of long modules that cover vast amounts of material in a relatively short time. While this approach has been the norm, there is significant potential for improvement. By learning from marketing’s more gradual, consistent engagement strategy, training can evolve to be less overwhelming for learners, leading to more effective skill acquisition.
While comprehensive, this method can sometimes lead to information overload, with learners retaining only a fraction of what they’ve been taught. Moreover, without follow-up or reinforcement, the likelihood of behavior change or skill acquisition diminishes over time
Lessons Training and Development Can Learn from Marketing
There are several key takeaways that training and development can adopt from their marketing counterparts to improve the learning experience:
1. Microlearning:
Marketers break down their messages into bite-sized pieces. Training and development can do the same by incorporating microlearning into their training curriculum for appropriate topics. Short, focused lessons delivered over time can help learners retain information better, similar to how consumers remember a brand after seeing multiple brief ads. This also aligns with how people naturally consume information in today’s digital age.
2. Continuous Reinforcement:
In marketing, campaigns are ongoing, ensuring the message is seen repeatedly. Training, on the other hand, often lacks this kind of follow-up. By implementing continuous learning strategies—such as periodic refresher courses, quizzes, and interactive follow-up sessions—training can keep information top of mind, just as marketing campaigns keep consumers engaged over the long term. This continuous reinforcement is not just a nice-to-have but a crucial element for effective training.
3. Storytelling for Emotional Connection:
Marketing uses stories to create emotional connections. Training can benefit from doing the same by framing lessons around real-world scenarios, case studies, and personal stories that resonate emotionally with learners. This approach makes training content more relatable and memorable.
4. Leverage Technology for Personalized Learning:
For instance, a sales training program could use an adaptive learning platform to tailor content to individual sales reps based on their performance data and learning style. This ensures more relevant and compelling learning experiences.
5. Measure Impact and Adjust:
Marketers are constantly measuring the effectiveness of their campaigns and making adjustments based on data. Training and Development can and should adopt this data-driven mindset. Training can become more effective and impactful by continuously assessing the impact of their programs and making iterative improvements based on learner feedback, performance data, and business outcomes. This shift in mindset is beneficial and necessary for the future of training.
Conclusion: Merging the Best of Both Worlds
By learning from marketing’s playbook, training and development can enhance the effectiveness of their programs. The key is to move away from an “all-at-once” mindset and instead adopt a gradual, consistent engagement strategy, where learners receive small, actionable insights over time. Ultimately, whether you’re selling a product or teaching a skill, the goal is the same: lasting change and meaningful impact. The trick is to do it in a way that resonates—and that’s something marketing has been doing well for decades.