Today’s workforce no longer accepts clunky, disconnected training that feels like a chore. Learners expect training to be relevant, seamless, and integrated into their daily responsibilities, not a box to tick after hours. This is especially true of younger generations entering the workforce, who are used to instant information, intuitive UX, and personalised content everywhere else in their digital lives.
A recent LinkedIn Workplace Learning Report found that 94% of employees want to learn in the flow of work. That is, they want training to happen while they’re doing their job, not pulled out of context into a separate environment. They want fast answers, practical guidance, and learning that helps them solve real problems. The old model of scheduling a three-hour compliance course weeks in advance simply doesn’t fit this reality.
For L&D teams, this presents a major challenge: how to make learning continuous, contextual, and useful without increasing admin burdens or overwhelming learners with irrelevant content.
The compliance risk of getting it wrong
When learning is disjointed from work, it becomes easy to ignore. Employees skip modules, skim content, or forget what they learned the moment they complete a quiz. The result? Policies go unread, risks go unnoticed, and organisations carry a false sense of compliance security.
Critical compliance areas like anti-money laundering, harassment prevention, or cybersecurity demand more than token awareness. If learners don’t engage with the material or apply it in context, you’re left exposed. And regulators are increasingly aware of this. Training that doesn’t lead to meaningful understanding is no longer seen as a legitimate defence.
L&D teams must ensure training is not just assigned, but absorbed, retained, and applied.
Why traditional training doesn’t help
Traditional eLearning models fall short on all fronts. They tend to live outside of work systems, requiring learners to log in to a separate LMS, navigate menus, and sit through generic slides or videos. The content is often long-winded, overly formal, and removed from daily tasks.
For most users, especially busy professionals, this feels intrusive and irrelevant. It interrupts work rather than supporting it. And because the training is fixed, there’s no room for learners to explore, question, or apply the material to their own circumstances.
The result is passive learning, poor engagement, and minimal behaviour change.
Strategies to improve
To meet learner expectations, many organisations are shifting toward:
- Integrating microlearning into day-to-day platforms
- Using “learning nudges” and contextual prompts
- Delivering role-specific learning journeys rather than all-staff modules
- Allowing learners to self-direct and access content when it’s needed most
These strategies help bridge the gap between training and application. But even with these improvements, most solutions still lack interactivity, adaptability, and the human-like responsiveness that makes learning memorable.
The impact of Conversational Learning
Conversational Learning by VinciWorks directly solves this disconnect. Instead of removing learners from their flow of work, it brings the learning to them as an interactive conversation that feels natural, contextual, and immediate.
Learners engage via text or voice in a two-way dialogue that adapts to what they already know and how they respond. Rather than forcing everyone through the same path, the AI adjusts content and challenge levels in real time. If someone demonstrates confidence and understanding, they move forward. If not, the system probes, challenges, and supports—just like a good coach would.
This format makes training feel less like coursework and more like help. It becomes part of the workflow, not a disruption to it. Learners can access modules on-demand, revisit scenarios when relevant, and explore nuanced issues in a way that aligns with how people naturally ask questions and learn.
Importantly, because the experience is active and engaging, it captures attention and drives retention. The content isn’t just seen, it’s understood and remembered. That means better decisions, stronger compliance, and less risk.
For L&D, it’s a powerful shift: from delivering learning to employees, to embedding learning within how they work and grow.
Conversational Learning in focus: Anti-money laundering
In this course, you are at the heart of AML due diligence, turning passive training into active engagement. Through rich, multimedia scenarios and guidance from our AI experts, you’ll explore fundamental AML principles that focus on due diligence, risk assessment and legal responsibilities. This course adapts to your experience, role and level of understanding, and prepares professionals to act confidently and compliantly in their role, supporting the organisation’s wider compliance obligations.
