Why corporate learning should ditch the university model

Corporate training has been modeled after universities for decades. Many organizations have even built “academies” or “universities” for their workforce to reinforce this academic approach. But here’s the issue: training programs built like universities don’t drive the real change companies need.

We’re going to explore the pitfalls of university-style corporate training and show why a shift toward an apprenticeship model—a system focused on continuous, applied learning—drives far better results.

The problems with corporate training modeled after universities

Companies often view learning as an event, not a process. This is the core issue. When training mimics the university structure, it tends to suffer from the following problems:

1. Endless Research: Too Much Focus on Theory

University-based learning is heavily focused on theory. In academia, research is often more important than practical application. The same can be said for corporate training that relies on academic-style teaching. This approach wastes valuable time by placing emphasis on understanding why something works instead of focusing on how to do it.

Let’s use an example from sales training. A university-style learning program may emphasize the history of sales techniques or spend time analyzing the psychological motivations behind buyer behavior. While this is interesting information, it doesn’t teach sales reps how to handle objections, close deals, or manage difficult prospects.

2. Bias Toward Inaction: Learning Without Doing

Most academic programs are designed to teach through absorption—students are meant to consume information and remember it for future use. In corporate settings, this model turns into passive learning, where employees consume content but aren’t required to apply it immediately. There’s no urgency, no quick feedback loop.

This bias toward inaction leads to the “shelf-life problem.” Information gets tucked away, untested, and unimplemented until it becomes irrelevant. By the time employees attempt to apply what they learned, they’ve already forgotten much of it.

3. Rote Memorization: Knowledge Over Behavior Change

Academic systems often reward rote memorization, rewarding students for remembering facts, figures, and dates. In corporate training, this can take the form of quizzes and tests to ensure learners remember specific details. But simply knowing something doesn’t translate to doing it well.

In the real world, success in business isn’t about regurgitating knowledge; it’s about executing efficiently and consistently. A salesperson who can name every negotiation technique but can’t implement them under pressure isn’t useful to your team.

4. Complex, Static Content: Theory That Doesn’t Translate

Another hallmark of university-style learning is the creation of long, complex presentations filled with theories and models. In academia, big ideas are valuable. But in the business world, employees need actionable insights they can apply immediately.

Take compliance training, for example. Many organizations roll out hours-long courses filled with legal jargon and hypothetical scenarios. What do employees do with this? They click through the slides, check the box, and forget the information as soon as it’s over.

Why the University Approach Fails in Corporate Training

The core issue with academic approaches is simple: they don’t drive behavior change. And behavior change is what businesses need to succeed.

Consider this: According to the Ebbinghaus forgetting curve, we forget around 75% of new information after just six days if we don’t apply it. Academic-style training sessions that last several hours, filled with slides and dense text, often don’t allow employees to practice what they’ve learned, making it more likely they’ll forget the material altogether.

Workforce learning should be about doing, not memorizing. To create real impact, companies need to shift away from the university model and adopt a more dynamic, hands-on approach to training.

The Apprenticeship Model: The Key to Successful Learning

So, what should replace the university model in corporate training? A shift to the apprenticeship model is key. This model focuses on applied learning, practice, and hands-on experience rather than theoretical knowledge.

Here’s why it works:

1. Relevant, Dynamic, and Fast Learning

Corporate training must be agile and responsive to changes in the workplace. Unlike university courses that are static, designed to cover a set curriculum, apprenticeship models are dynamic and adaptable.

Training needs to be relevant to the day-to-day tasks of employees. It should focus on delivering the skills employees need to succeed today, not years from now. Employees don’t have time to absorb dense textbooks or follow massive online courses—they need to acquire skills they can put into action quickly.

Micro-learning, spaced repetition, and hands-on practice are all critical elements of this shift. Content should be broken into bite-sized chunks and delivered over time, allowing employees to absorb, apply, and reinforce what they’ve learned.

2. Learning by Doing: Repeated Practice = Mastery

Think of the apprenticeship model as a constant feedback loop. It emphasizes learning by doing—putting new skills into practice immediately and refining them over time through repetition.

For example, an employee learning a new project management tool should be practicing the tool in real-world projects as part of their learning process. The more they use it, the better they become. This is the core of an apprenticeship: you don’t just learn how to use tools; you master them by using them daily.

3. Focused on Real Skills

University learning often deals with abstract concepts that don’t directly translate into practical skills. In corporate training, you need to focus on skills that directly impact the business: sales techniques, leadership development, data analysis, customer service, and emerging technologies like artificial intelligence.

An apprenticeship-based model teaches these skills in real-time and in the flow of work. Instead of sitting employees down in a classroom to learn about AI, let them apply AI tools directly in their job functions. Learning through real-world tasks makes the experience tangible and boosts retention.

Implementing the Apprenticeship Model in Your Organization

To adopt an apprenticeship model, you don’t need to start from scratch. Many companies can evolve their current training programs by making some key changes:

1. Make Learning Continuous

Learning should never be a one-time event. Instead, create a continuous learning journey where employees can access new content regularly and apply what they’ve learned immediately.

Consider offering on-demand learning resources that employees can access in the flow of work. This could be bite-sized videos, short quizzes, or interactive tutorials that focus on key job skills.

2. Incorporate Real-Time Feedback

Feedback is crucial for applied learning. Employees need real-time feedback as they learn and apply new skills to ensure they’re making progress and improving.

Encourage managers and mentors to provide frequent, constructive feedback during the learning process. This helps employees adjust their approach and develop mastery over time.

3. Emphasize Practical Application

Design training programs that encourage immediate application of learned skills. For example, after a training session on negotiation, have employees apply what they’ve learned in real client calls or role-playing scenarios.

This approach reinforces the concept of learning by doing and ensures that employees aren’t just memorizing information but actually using it in real-world situations.

4. Use Technology to Support Apprenticeship Learning

Technology can help scale apprenticeship-style learning across large organizations. Tools like learning management systems (LMS) can deliver real-time, interactive content while tracking employee progress and providing personalized learning paths.

Integrate training tools with employees’ daily workflows, such as embedding training modules within communication tools like Slack or email, so employees can learn in small doses without disrupting their workday.

Time to Rethink Corporate Learning

The old way of corporate training—modeled after universities—no longer serves businesses in today’s fast-paced environment. Success in the workplace isn’t about remembering theory; it’s about behavior change and practical application.

If you want real change in your organization, ditch the university model. Embrace the apprenticeship approach, and empower your employees to learn by doing. Continuous, dynamic, and practical training will help your workforce develop the skills they need to thrive in today’s ever-evolving business landscape.

It’s time to move beyond outdated, academic-style learning. Welcome to the age of the corporate apprenticeship.