(And What Works Better)

A quarter of the way into the 21st century, the traditional syllabus-based course is still, unfortunately, quite common. Perhaps it’s because these are the courses that are funded that organisations still turn them in an attempt to create a structured path for learners and upskill employees. However, whilst this approach is valuable for someone who has NO experience or prior knowledge, syllabus-based training tends to undermine engagement and real-world application in more experienced people. In this blog I explore why I feel this approach is outdated and, frankly, ineffective.

What is Syllabus-Based Training?

Syllabus-based training typically follows a set curriculum with content that’s the same for everyone. The focus is on delivering content in a linear fashion, often for the ease of the trainer rather than the needs of the learner. Learners sit the same test which simply measures what they can remember. In an age when we have so much information instantly accessible in our pockets, why is this still considered a good use of an employee’s time and organisation’s money?

While it may seem efficient, this “one-size-fits-all” approach often leaves learners feeling unengaged and disinterested, and it rarely results in lasting behavioural change or real business impact.

1. Adults Have Experience (And They Should Use It)

One of the biggest drawbacks of syllabus-based training is that it doesn’t leverage the rich experience adult learners bring to the table. Which brings me to another minor niggle – the use of the work ‘learner’ – but perhaps that’s a point to discuss another day!

• Adults learn best by connecting new knowledge with their existing experience. In a syllabus-based course, however, everyone is expected to follow the same path and learn the same material, regardless of prior knowledge or experience.
• Opportunity lost: Without room for personalisation or peer input, training becomes a monologue rather than a dialogue. When adults can’t relate the material to what they already know, engagement drops, and information retention suffers.

2. Unnecessary Content Wastes Time

Another problem with syllabus-based training is that it often forces people to learn things they don’t need to know, creating an inefficient use of time and resources.

• Not all content is relevant: In a standardised syllabus, there is rarely room to skip topics that aren’t relevant to an individual or a specific team in case it comes up on the test.
• Adults need practical relevance: When people are forced to sit through material that doesn’t apply to them, it’s not just frustrating—it actively hampers learning. Engagement plummets, and learners tend to “switch off,” making it unlikely they’ll retain even the relevant parts of the course.

3. Everyone Learns the Same Thing (Regardless of Their Needs)

Syllabus-based courses don’t adapt to individual learning needs, meaning everyone is processed through the same content. This “sausage-factory” approach to learning treats people as identical units, rather than individuals with unique needs, goals, and skill levels.

• One-size-fits-all doesn’t work: Participants may have varying levels of expertise or different job requirements, but syllabus-based training ignores these nuances.
• Customisation is key: When training is tailored to individuals, they are more likely to stay engaged and find the training applicable to their role.

4. Syllabus-Based Training is Tutor-Led, Not Participant-Led

Syllabus-based training tends to be tutor-centric, where the trainer has all the control over the content, pace, and flow. While this might be more convenient for the trainer, it completely disregards the needs of the participants.

• Adult learners thrive on self-direction: According to Malcolm Knowles, the father of adult learning theory, adults need to feel autonomous in their learning journey. When they are passive recipients rather than active participants, engagement and motivation suffer. It also encourages the attitude that training is something that’s done to you and that it occurs separately to work. We should be encouraging people to learn in the flow of work.
• Learner-led training is more effective: Allowing people to have a say in what and how they learn creates a more meaningful experience that resonates with them personally. It makes them more committed to it.

5. Syllabus-Based Training Can Be Lazy

Let’s be honest: syllabus-based training can sometimes be a shortcut. Instead of designing training that truly meets the learners’ needs, it’s easier to pull out a bunch of theories that are vaguely relevant and teach people about them, whether it’s relevant or not.

• Repetition without evolution: Just delivering the same thing repeatedly shows a lack of innovation and adaptation. The workplace and employees needs evolve, and training should evolve with them.
• It’s about learners, not trainers: Effective training design should prioritise the needs of the participants. Yes, creating custom, learner-centred content requires more effort, but the goal is impactful learning, not trainer convenience.

6. Memorising Information Doesn’t Equal Learning

Syllabus-based courses often focus on people memorising information rather than understanding and applying it in real-world scenarios.

• Retention over recall: True learning happens when information can be applied meaningfully and repeatedly, not just memorised temporarily.
• Behaviour change is the ultimate goal: If participants can recite information but can’t translate it into action, the training has failed. Effective training should focus on knowledge and skills transfer and application, not rote memorisation.

So, What’s the Alternative? Bespoke Learning Solutions

If syllabus-based training doesn’t work, what does? The answer lies in bespoke learning solutions that integrate adult learning principles. Customised, participant-led learning solutions are designed with real-world application in mind, leading to better engagement and tangible business results.

Bespoke Learning Solutions Are…

• Participant-centred: Unlike tutor-led syllabus-based courses, bespoke solutions focus on the learner, allowing them to drive their learning process and feel invested in it.
• Flexible: They adapt to the target audience’s current knowledge and experience, ensuring time and resources aren’t wasted on unnecessary material.
• Engaging and relevant: When people feel the content is relevant to their role, they are more likely to engage and retain information.
• Action-oriented: Rather than memorising content, participants apply knowledge immediately, helping to reinforce learning and encourage behaviour change.

Applying Adult Learning Theory in Bespoke Training

Adult learning theories, such as Knowles’ andragogy principles, suggest that adults learn best when:

1. They understand why they’re learning something: Relevance is key.
2. They feel autonomous: Learning shouldn’t feel forced.
3. They connect learning to experience: Practical applications help cement new knowledge.
4. They’re ready to learn: Timing and context matter.
5. They’re problem-centred: Training should be applicable to real-life problems they encounter.

Designing training with these principles requires more effort but results in much higher engagement and business impact. It’s something we’re covering in our Lunch n Learn this week.

Final Thoughts

While syllabus-based training may be convenient and predictable, it is rarely effective. Bespoke learning solutions, grounded in adult learning theory, offer a more impactful alternative that prioritises the needs of the participants over the convenience of the trainer. By focusing on participant-led, action-oriented, and experience-driven learning, we can design training that truly makes a difference—training that sticks.

In the end, effective training is about more than just delivering content. It’s about facilitating learning experiences that lead to real behaviour change and drive business results. Syllabus-based training might be easier, but bespoke solutions are undeniably better.