In our most recent newsletter, we focused on the critical importance of context in learning in the workplace, and we spoke to a few Cognitive Union friends about the topic. Their perspective was rich enough, that we wanted to write a supplementary post on the topic, drawing on some of the insights they shared.
If you didn’t get our last email (You can always sign up at the bottom of this page), here’s the gist of it – we believe that the days of one-size-fits-all training solutions should be long gone. For any learning initiative to truly resonate and drive performance, it must be deeply rooted in the specific context of the organisation and its people. If the goal is for what we learn to be applied, implemented, to become a part of who we are, then context is a critical element supporting that process. It’s not just an added bonus; it’s an unavoidable ingredient that turns learning from a passive activity into an active, transformative experience. (like it would be totally empty having sushi without the rice…).
So, as I mentioned earlier, we spoke to a few friends who are seasoned experts in the field, and they shared their thoughts on this topic.
Palo Kaur Dale – Formerly L&D Manager at Meta, Kantar and Discovery
Palo Kaur Dale, formerly L&D Manager at those large, matrixed organisations like Meta, Kantar, and Discovery, has had to hone the delivery of large programmes in fast-moving businesses who need to see application on the job. “The central question I put to my stakeholders … is—‘What’s the (business) problem we’re trying to solve?’” Palo’s focus here is on the context that probably trumps all… what are we solving for? Without that important understanding of the specific business landscape, including factors like industry, geographical location, company culture, and market maturity, the learning would be designed and delivered out of context, and not achieve the ultimate objective. She notes that post-pandemic, the world of work has become even more complex, making it vital to dig deep into the nuances of the business environment to design impactful learning solutions. As Palo aptly puts it, “Context is everything.”
Andy Lancaster – 2 x author and former Head of L&D at the Chartered Institute of Personnel & Development
Andy argues that “Context is the cornerstone of impactful learning.” He stresses that each learner’s unique experiences and circumstances must be considered to create learning that truly engages and empowers. Andy believes that effective learning should be driven by intrinsic motivation and tailored to the learner’s specific needs. By understanding the learner context, we can move from generic content consumption to creative, contextual interventions that align with learner aspirations and fuel their growth. If you like, these two examples highlight the broad span of context… The organisational objective at one end, and the individual learner’s perspective on the other.
Akvile Darulyte – L&D Manager at Sky
Akvile Darulyte, L&D Manager at Sky, also champions the importance of context, particularly when it comes to creating those pivotal “Aha!” moments in learning. She explains that context makes learning content resonate by showing tangible value through practical application. Akvile’s approach involves close collaboration with her audience and subject matter experts to ensure the learning content is not only relevant but also deeply reflective of the learners’ reality. She emphasises that it’s not just about delivering content, but about making it meaningful and engaging by drawing on the audience’s own experiences and addressing their specific needs.
These insights from our partners underscore a fundamental truth: context is not optional in learning design—it is essential. At Cognitive Union, we have long believed that training must be customised, relevant, and localised to meet the unique needs of each organisation. This belief shapes our entire approach to designing and delivering learning initiatives.
How we approach context in design and delivery
We begin by immersing ourselves in your business, understanding your culture, systems, and goals, and working collaboratively with key stakeholders to tailor our solutions to your specific context.
Our process ensures that learning is not just a theoretical exercise but a practical tool that drives real-world performance. We know that when learners see the direct relevance of their training to their work, they are more likely to engage with the material, retain what they’ve learned, and apply it effectively. Just as an athlete trains to master techniques that can be used in competition, our goal is to equip your teams with the skills and knowledge they need to succeed in the unique environment they operate in.
Context is the crucial ingredient that makes learning impactful. It’s what transforms a generic training program into a powerful, customised experience that speaks directly to the needs of your organisation and its people. By embedding context into every aspect of our learning solutions, we ensure that your teams are not just learning, but learning in a way that drives meaningful change and sustained performance.
I’d love to hear your perspective here. What’s your view?
Cognitive Union is a progressive, boutique learning and performance consultancy. We work with forward-thinking businesses. Transforming their people. Shaping their culture. Helping them embrace change and take on the world. Find this blog useful? Sign up to our email newsletter (bottom of this page) where you can receive articles like this and other insights (not publically published), and you can also follow us on LinkedIn.