{"id":149240,"date":"2026-05-15T08:00:07","date_gmt":"2026-05-15T12:00:07","guid":{"rendered":"https:\/\/trainingindustry.com\/?post_type=articles&#038;p=149240"},"modified":"2026-06-12T11:28:59","modified_gmt":"2026-06-12T15:28:59","slug":"designing-and-facilitating-training-with-thoughtload-in-mind","status":"publish","type":"articles","link":"https:\/\/trainingindustry.com\/articles\/professional-development\/designing-and-facilitating-training-with-thoughtload-in-mind\/","title":{"rendered":"Designing and Facilitating Training With \u201cThoughtload\u201d in Mind"},"author":52,"featured_media":149262,"template":"","tags":[35762,162,36963,34455,36564],"class_list":["post-149240","articles","type-articles","status-publish","has-post-thumbnail","hentry","tag-cognitive-overload","tag-emotional-intelligence","tag-trending-articles-may-2026","tag-trending-content","tag-workplace-performance","global_topic_tax-content-development","global_topic_tax-professional-development"],"acf":{"sponsored":false,"gated":false,"gated_content_type":"","file_attachment":null,"gated_content":"","form_instruction_header":"To access the full article, please fill out the form below:","pardot_html_embed":"","author_override":true,"author_name":"Liane Davey","author_image":"","author_bio":"Liane Davey has spent more than 25 years researching\u200b and advising teams on how to perform at their\u200b best. Known as the \u201cteamwork doctor,\u200b\u201d she\u200b works with teams from the frontlines to the boardroom, across industries and around the\u200b world, from Boston to Bangkok. Through her\u200b work with hundreds of teams, including 26\u200b Global Fortune 500 companies (and counting), she has developed a practical, research-backed\u200b approach to solving the challenges that prevent\u200b teams from working effectively together.\u200b","excerpt":"Employees aren\u2019t ignoring training because they don\u2019t care. Many are overwhelmed by cognitive and emotional thoughtload.","main_content":"I was waiting to speak at a full-day training session for a large restaurant chain. I sat in the back observing the room, trying to get a feel for the audience. It didn\u2019t take long to notice how many people were on their phones. Others were standing up, walking slowly to the coffee station, stirring their drinks mindlessly while looking out the window. In other words, they weren\u2019t quite as present as I might have hoped.\r\n\r\nDoes this sound familiar \u2014 and frustrating?\r\n\r\nI get it. You\u2019ve built the training program the business was clamoring for. You\u2019ve leveraged leading-edge instructional design and sprinkled individual <a href=\"https:\/\/trainingindustry.com\/articles\/content-development\/reflection-the-missing-link-for-impactful-training\/\" target=\"_blank\" rel=\"noopener\">reflection<\/a> and interactive exercises throughout. You prepped managers to provide backfill. So, why are learners not paying attention?\r\n\r\nIt\u2019s because they are struggling with high \u201cthoughtload.\u201d Thoughtload is the invisible tax on our performance, and presence, that comes from a treacherous triad of rising cognitive demands, increasing emotional burdens and declining energy reserves.\r\n\r\nHigh thoughtload causes us to withdraw, default to old answers and rely on habits that have worked for us in the past. Essentially, high thoughtload is kryptonite for reflection, insight and creativity and, therefore, a potent inhibitor of learning.\r\n\r\nUnfortunately, there\u2019s no invisible forcefield around the training room protecting learners\u2019 thoughtload from:\r\n<ul>\r\n \t<li>A looming due date they aren\u2019t on track to meet \u2014 and their fear of the particularly intimidating person who\u2019s waiting on them<\/li>\r\n \t<li>The weighty decision they have to make that is sure to disappoint colleagues they value<\/li>\r\n \t<li>An inbox with 726 messages and another 53 notifications coming in from a Slack channel<\/li>\r\n \t<li>A sick family member, a flooded basement or a child struggling to fit in at school<\/li>\r\n \t<li>A hilarious meme someone just texted \u2014 which is hard to compete with that during mandatory compliance training<\/li>\r\n<\/ul>\r\nWith demands like those outlined above weighing on learners, they won\u2019t be able to <a href=\"https:\/\/trainingindustry.com\/articles\/content-development\/closing-the-attention-gap-how-to-get-employees-re-engaged-in-learning\/\" target=\"_blank\" rel=\"noopener\">pay attention<\/a>, won\u2019t be able to stay calm or feel safe, and likely won\u2019t have the energy to engage for any more than a few minutes.\r\n<h2>Designing and Delivering Training With Thoughtload in Mind<\/h2>\r\nOnce you understand the impact of high thoughtload, you can design and deliver programs specifically to counteract the problem.\r\n\r\nThe first challenge is helping learners manage high cognitive demands and focus their attention.\r\n<ol>\r\n \t<li><strong>Prime in Advance<\/strong><\/li>\r\n<\/ol>\r\nWhile many facilitators share a preread before a training program, this alone is insufficient to combat high thoughtload. Instead, you need a primer. What\u2019s the difference between the two? A preread is a document the learner can passively flip through, satisfying themselves that they\u2019ve \u201cdone their homework\u201d without processing the information in any depth. A primer includes not only contextual information but also reflection questions, short exercises or descriptions of the questions that will be asked, so that the learner is more likely to be ready to contribute in the room.\r\n<ol start=\"2\">\r\n \t<li><strong>Acknowledge Distractions<\/strong><\/li>\r\n<\/ol>\r\nRather than pretending that the world disappears when participants walk through the door, acknowledge their heavy thoughtload and help them manage it effectively. Create a formal entry into the program to delineate between the demands outside the room and the focus inside. I use an exercise called \u201cMany Hats\u201d to give people an opportunity to share what other demands are sitting in their thoughtload. It\u2019s simple: I ask each person, \u201cWhat\u2019s one hat that we don\u2019t know you\u2019re wearing this week?\u201d Once they\u2019ve had a chance to acknowledge what\u2019s in their thoughtload, it\u2019s easier for them to compartmentalize until the next break.\r\n\r\nThoughtload is about more than just distracted attention; it\u2019s also about triggered emotions. Your second task is to address the emotional component of the learners\u2019 thoughtload so it doesn\u2019t detract from the safety of the environment.\r\n<ol start=\"3\">\r\n \t<li><strong>Process Emotions<\/strong><\/li>\r\n<\/ol>\r\nThere are so many reasons training can be an emotional experience: It highlights what\u2019s changing, exposes areas of low self-awareness and creates uncomfortable situations in which learners practice skills they haven\u2019t mastered.\r\n\r\nIt\u2019s easy to label people\u2019s reactions as resistance and to push forward through the curriculum, but once someone\u2019s brain is interpreting the message as a threat, they will be in self-protection mode, not learning mode. Include sufficient time in your agenda to linger on these reactions, helping people learn to notice, label and reframe their emotional experiences so they can reengage.\r\n<ol start=\"4\">\r\n \t<li><strong>Manage Emotional Contagion<\/strong><\/li>\r\n<\/ol>\r\nWhile you\u2019re helping learners acknowledge and process their own emotional reactions to the material, you need to be equally aware of the tenor of the whole room. Emotional contagion allows one person's strong reaction to infect the mood of everyone else. Of course, we can all think of a case when one learner\u2019s grateful epiphany created a virtuous spiral of converts. Sadly, those scenarios are probably harder to conjure from memory than times when one skeptical participant soured the tone for everyone.\r\n\r\nWhen a participant begins to share their emotional experience \u2014 whether through their negative comments or their body language \u2014 it\u2019s risky to ignore it. Instead, ask questions that will not only help the individual process their reaction but also spark curiosity in others and prevent them from subconsciously mirroring the negative emotion. Once you\u2019ve validated the emotional experience and halted the spread of negativity, use open body language, positive reinforcement or even uplifting music to get the room resonating on a more positive frequency.\r\n\r\nThe third and final component of managing thoughtload is to restore people\u2019s depleted energy reserves. Long days in growth mode are exhausting, particularly when spent in rooms with poor lighting or, worse, staring at a screen during virtual training.\r\n<ol start=\"5\">\r\n \t<li><strong>Build With Momentum in Mind<\/strong><\/li>\r\n<\/ol>\r\nSome of your participants might walk into the room ready to learn and grow; others will drag themselves across the start line. Your job is to build momentum and manage it so that energy becomes a renewable, rather than a finite, resource.\r\n\r\nThe first thing to do is start on a downhill. Use short, staccato exercises with immediate <a href=\"https:\/\/trainingindustry.com\/articles\/professional-development\/how-to-receive-feedback-a-5-step-checklist\/\" target=\"_blank\" rel=\"noopener\">feedback<\/a> and gratification to create quick wins. Then you can build toward more complex and meaningful insights where the reward is more intrinsic. Then lock in the progress with time for reflection and action planning before taking a sizable break. And don\u2019t fall into the trap of shortening breaks to cram in more content. Managing energy is essential to keeping thoughtload out of the red zone.\r\n<ol start=\"6\">\r\n \t<li><strong>Make Room for Individual Differences<\/strong><\/li>\r\n<\/ol>\r\nOne final strategy to keep energy up and thoughtload down is to provide different options for activities that are tailored to four different energy profiles: physical activity, social connection, intellectual stimulation and orderly process. Where possible, have different versions of exercises \u2014 or different break activities \u2014 that allow learners to tap into what energizes them most\r\n<h2>Thoughtload Is a Tax You Can\u2019t Ignore<\/h2>\r\nYour learners are already carrying a heavy thoughtload, and your training can easily feel like just another demand on their attention \u2014 another source of anxiety or another drain on already limited energy. Designing and delivering training with that thoughtload in mind makes it more likely you\u2019ll cut through the noise, foster awareness and insight, and drive lasting behavior change.","full_width":false,"content_band":[{"acf_fc_layout":"social_callout","blockquote":" High thoughtload is kryptonite for reflection, insight and creativity and, therefore, a potent inhibitor of learning."},{"acf_fc_layout":"content_area","wysiwyg":"[hubspot type=\"form\" portal=\"47185625\" id=\"9c934bcd-af0f-4a5b-bd71-7edd2d3359f6\" version=\"v4\"]"}],"tice_sponsors":"","custom_dfp_keywords":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.8 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Why Employees Tune Out Training Programs<\/title>\n<meta name=\"description\" content=\"High thoughtload drains attention, energy and emotional capacity, making workplace learning harder for employees.\" \/>\n<meta name=\"robots\" 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