WORK VS PLAY
How to handle balancing work-focused learning and playful learning approaches
These cards present five insights for discussion, key data points or models for context, and coaching questions to spark new ways of thinking.
In the fast-paced world of learning and development, we’re constantly faced with a delicate balancing act: should learning be serious, practical, and directly linked to day-to-day tasks? Or should it be fun, playful, and creative? On the one hand, learners want training that helps them solve real problems on the job. On the other, they want engaging, light-hearted experiences that make learning enjoyable and memorable.
How can we design learning initiatives that are both productive and playful? Can we merge practicality with creativity, and if so, when should we focus on one over the other?
5
TOPICAL VS TANGENTIAL
Should learning stay tightly focused on core topics or is there value in exploring tangential ideas?
Topical learning zeroes in on specific skills and knowledge that is directly applicable to an employee’s day-to-day tasks. It’s efficient, relevant, and makes it easy to join the dots. However, exploring tangential subjects — ideas that aren’t immediately related but spark curiosity — can encourage out-of-the-box thinking. These detours can inspire innovation and help employees develop a broader perspective, but they also risk being seen as a distraction. The challenge is finding the right balance between staying on topic and leaving room to roam.
Coaching Question
How much space should we allow for tangential exploration in learning, and how do we measure its impact?
PHENOMENON-BASED LEARNING (PhBL)
This model integrates topical and tangential learning by exploring real-world phenomena that cross traditional subject boundaries, encouraging learners to explore both directly relevant and peripheral subjects to broaden understanding. Widely adopted in Finnish education, it shows how interdisciplinary and topical focus can co-exist to enhance learning and critical thinking.
6 Steps of Phenomenon-Based Learning
01
Establishing the Phenonmena Goals
02
03
Engage and Immerse the Learning Personalized Learning
04 05 06
Establish Evidence Based Inquiry to Knowledge Questioning for Reflection Documenting a Portfolio & Sharing the Project
4
ACCOUNTABLE VS ABSTRACT
Should learning be grounded in measurable accountability, or can abstract thinking add value?
Accountable learning is all about clear outcomes, performance metrics, and practical use. It’s effective for driving immediate results and ensuring that employees apply what they learn directly to their work. Alternatively, abstract learning encourages philosophical exploration, in-depth problem analysis, and reflection. While it can seem less actionable, abstract learning nurtures critical thinking and innovation, pushing learners to engage deeply rather than just check off tasks. This tension challenges us to weigh measurable accountability against the broader benefits of conceptual thinking.
Coaching Question
What learning initiatives could benefit from a ‘completionsatisfaction’ moment?
BLOOM’S TAXONOMY
Bloom’s model categorises cognitive skills from lower-order (remembering and understanding) to higher-order (analysing, evaluating, creating). It supports the idea that learning isn’t always about measurable application; higher-order thinking encourages learners to explore complex, abstract concepts that foster critical thinking and creativity.
Higher-Order Thinking Skills
Lower-Order Thinking Skills
Creating Evaluating
Use information to create something new.
Examine information and make judgements.
Analysing
Take apart the known and identify relationships.
Applying Understanding
Use information in an new(but similar) situation.
Grasp meaning of instructional materials.
Remembering
Recall specific facts.
3
FUNCTIONAL VS FUN
Is
focused learning the most effective, or does adding fun elements improve engagement?
Functional learning is task-oriented and all about delivering specific, practical outcomes. It keeps employees on track and ensures measurable progress (exactly what all businesses want, right?). But here’s the thing — we’ve all seen how quickly engagement can drop when the learning feels too rigid or dry. That’s when adding fun elements, like gamification, role-play or interactive challenges, can make a big difference. Fun doesn’t have to mean irrelevant. Research shows it can actually help boost engagement, enhance retention, and keep learners excited. The challenge we often face is striking the right balance between focus and enjoyment.
How can we make learning fun without sacrificing focus on key objectives? Coaching Question
THE OCTALYSIS MODEL
The Octalysis model is a gamification design framework that identifies eight core drivers that motivate humans. Further, if you visualise the Octalysis octagon as a brain, it can be split vertically into two hemispheres, the left and right brain.
LEFT BRAIN
Deals with logic and problem solving
Efficiency and effectiveness
Making calculations
RIGHT BRAIN
Deals with creativity and self expression
Is where all the fun is created
Empowers users
2
EFFICIENT VS EXPLORATORY
Is productivity the primary goal of learning, or does playfulness lead to deeper understanding?
One of the recurring challenges we face in L&D is the need for learning to be efficient. The time cost of developing employees means that businesses want something that delivers immediate value and productivity. Efficient learning focuses on quick, work-related results, making it highly effective for rapidly addressing business needs. We see it as a fast track to applying new skills, however, it may limit creativity and deeper engagement. Exploratory learning, on the other hand, can spark innovation and long-term retention through play, lateral thinking, and hands-on activities. While it promotes innovation and a deeper understanding, it often requires more time and may not always produce immediate results.
When should we prioritise speed over exploration? Coaching Question
LinkedIn Learning’s 2023 report highlights that 57% of employees want productivity-centered training, while 62% also value simulations and scenario-based exercises for greater engagement and skill application.
1
SELF-LED VS SOCIALLY DRIVEN
Should learning be focused on the day-to-day responsibilities of the individual, or is there value in prioritising relationships?
As learning professionals, we face the challenge of developing people, not just building skills. One of the greatest benefits of play is socialisation; integrating aspects like role-playing or team challenges can enhance more than just task-based skills. It builds empathy, strengthens relationships, and enhances collaboration outside of day-to-day tasks. On the flipside, work-centric learning pulls on the power of autonomy. Allowing individuals to take ownership of their learning pace and more importantly, focus in on what is relevant to them personally, creates a high level of knowledge retention and greater self-confidence in day-to-day work.
Coaching Question
How can we lean on social learning to enhance meaningful real-world connections?
The University of California (2023) found that playful learning methods, such as role-playing and gamification, can boost problem-solving skills by 45%, while a study by Forbes (2023) found that employees participating in role-playing activities improve their communication skills by up to 30%.
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