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DR ROBYNE'S 5 PILLARS OF RESILIENCE

Practical ways HBF is building a strong learning culture 

**We’re all aware of our shrinking attention spans. Does this mean the future of learning should be shorter and faster to match it, or do we need to push back against the tide?**

You know you do it. 

You catch yourself opening a new browser tab while already watching a video, or reading the captions instead of listening to the presenter, or feeling that urge to check your phone during a meeting even though you just checked it five minutes ago.

That momentary realisation of 'I used to be able to focus better than this' is becoming a universal experience.

In this article we look at how this fractured attention affects workplace learning, and the challenges leaders face when trying to upskill their workforce.

Shrinking Attention Spans 

A March 2025 _Financial Times_ article _"Have humans passed peak brain power?"_ shows evidence of increasing difficulties—especially among teenagers and young adults—with concentration and information processing.(1) 

And, although the COVID-19 pandemic disrupted learning patterns, these trends began well before 2020.

Factors include the dramatic drop in reading habits and sharp rise in screen time, both associated with declining critical thinking skills.

Competing for our Time: Reading and Screen Time 

Barbara Harvey, Head of Learning at Growth Faculty, has kept an eye on trends over her decade (plus) in the space of workplace learning. As well as specific [challenges brought about by the rise in hybrid learning](https://thegrowthfaculty.com/articles/hybrid-learning-in-the-workplace-the-great-debate), she's seen a sharp drop in attention spans. 

"I've noticed a reduction in appetite for long forms of learning. One-day workshops became half-day, then two hours, now 45 minutes is the sweet spot."

Learners increasingly request "bite-sized learning," but Harvey raises a critical question—is this what they need, or just what they want?

The Shrinking Learning Window

For organisations, the challenge is creating time and space for _meaningful_ learning. Flexible delivery helps, but when learning is left to self-organisation, it often gets deprioritised.

"It's like our health," Barbara notes. "We know investing in it pays off long-term, but we still often skip exercise for something easier."

And, deep learning takes swimming against the tide: 

*   _"You now have a shorter attention span than a goldfish."_ _Time_ ran this shock headline after Microsoft research showed the average human attention span had dropped from 12 seconds in 2000 to around 8.25 seconds in 15 years
*   Research published in _The Atlantic_ article _"The Elite College Students who can't Read Books"_ in 2024 showed educators now assign shorter readings as students struggle with longer texts

It's a challenge, then, for students and adults to find the time AND the inclination for focused learning.

The “Fast Food” Learning Dilemma

Imagine if your organisation compressed all leadership development into 15-minute videos with the promise of efficiency.

Initially, managers might appreciate the time savings, but without space for discussion, practice, and reflection, how effectively would complex leadership skills actually develop? 

This is the dilemma many companies face—balancing the appeal of convenient, bite-sized learning with the depth needed for meaningful skill development.

When Short Can Be Too Short

There's a natural push and pull in response to shifting attention spans. 

"We can lean into new learning habits," Barbara says, "but we must also push back—true learning takes time, space, and some discomfort. 

"It's not **fast food**. If you want transformational learning, you have to be prepared for your thinking to be challenged and reshaped."

This aligns with the view in David Epstein's book _Range_ which takes a counterpoint to the panic around declining intelligence. 

Epstein champions **slow, varied learning**. His research shows that generalists who explore broadly—learning slowly and across disciplines—often outperform early specialists, especially in complex, unpredictable environments. 

In domains like leadership or innovation, deep learning through diverse experiences enables more [adaptable](https://thegrowthfaculty.com/articles/key-insights-from-work-futurist-andrea-clarke) and creative thinking.

The Case for Slow Learning

Similarly, [Nir Eyal's _Indistractable_](https://thegrowthfaculty.com/articles/4-step-framework-to-get-work-done) offers hope: attention isn't permanently damaged—it's being hijacked. Distraction stems not just from technology but from our desire to avoid discomfort. 

Attention is a _skill_ that can be trained through habits, environment design, and greater self-awareness.

Nir recommends that we align our calendar with our values and priorities - Ask yourself: "How does the person I want to become spend their day?"

Attention can be Trained

For business leaders keen to ensure they offer a meaningful learning experience at work:

1.  **Design for attention:** Create learning environments that minimise distractions—consider device-free sessions or dedicated learning spaces
2.  **Build in reflection:** Allow time for processing and application between learning segments
3.  **Mix formats:** Combine brief, focused learning with occasional deeper dives
4.  **Protect learning time:** Treat scheduled learning as you would critical meetings—discourage cancellations and interruptions
5.  **Model the behaviour:** Demonstrate your own commitment to deep learning through visible practices

In an era of shrinking attention, the path forward isn't necessarily shorter or simpler—it's _more intentional._ While adapting to modern preferences matters, we must also protect the integrity of deep learning.

Because some of the most powerful learning happens not in the scroll, but in the stillness.

Where to Start: Balancing Speed and Depth

When we approach professional development as a collaborative activity rather than a solo pursuit, we don't just build knowledge—we build stronger teams.

Our live learning sessions are designed with these principles at heart. They're not just about delivering information; they're about creating spaces where teams can discover together, challenge each other, and build the shared understanding that drives real innovation.

## Download our 2025 program

Want to keep up with the latest ideas and thinking from the brightest minds in the world?

Download our blockbuster [2025 Program](https://ideas.growthfaculty.com/l/1071223/2024-06-12/5q9w34)! Growth Faculty’s live virtual learning sessions feature some of the world's most influential thought leaders in business and leadership, many of them focusing on AI, change leadership, and adaptable leadership.

Events are added regularly, so keep up to date by signing up for [our newsletter](https://ideas.growthfaculty.com/l/1071223/2024-07-24/5qfgl1) and see what’s on offer for [Growth Faculty members](https://join.thegrowthfaculty.com/#plans).

Growth Faculty also offers a great value [Enterprise plan](https://thegrowthfaculty.com/#plans) for larger companies to develop leadership skills in teams of 20 or more employees.

**Reference:** 

1.  John Burn-Murdoch, March 2025, _“Have humans passed peak brain power?,” Financial Times_ - retrieved online from FT website  

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Attention Span and Learning: Is Faster Always Better?

Why bite-sized learning is popular but not always optimal

Keep informed
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Attention Span and Learning: Is Faster Always Better?

Why bite-sized learning is popular but not always optimal

Keep informedStay Inspired

Keep informed
Stay Inspired