Why Lunch & Learns Are Dead — And What Comes Next
Learning & Development in 2025
Let’s be honest: nobody wants to attend a 12:30pm slide deck with a soggy sandwich.
You know the kind:
A talk on “Wellbeing at Work” or “Allyship 101”, led by someone who hasn’t worked inside a high-pressure team in years, reading off a script that’s been recycled since 2017.
And yet, this is still the default learning format in so many companies.
But times have changed.
The Way We Learn at Work Is Evolving, Fast
Today’s employees are time-starved, information-fatigued, and increasingly sceptical of performative DEI or checkbox learning initiatives.
They want:
Learning that respects their intelligence
Conversations that feel real, not rehearsed
Facilitators who’ve lived what they teach
Environments where disagreement isn’t punished but explored
In 2025, the workplace is more diverse, politically tense, and emotionally charged than ever. And that means learning needs to evolve. Not just in content, but in format and delivery.
Why Traditional Formats Fail
Here’s what I hear from clients across industries:
“We had a talk on inclusion, but it didn’t move the needle.”
“Our offsite was fine, but not memorable.”
“People show up, but they don’t change their behaviour.”
“We keep hiring big names, but the sessions fall flat.”
Here’s why:
Too generic: One-size-fits-all doesn’t fit anyone.
Too safe: Hard conversations are avoided, not explored.
Too passive: There’s no co-creation, no emotional investment.
Too external: Speakers haven’t lived corporate reality in years.
As someone who used to lead Allyship Activation at Google and sat in those very same trainings, often bored, often frustrated, I knew there had to be a better way.
And I’ve been building it ever since.
What Employees Actually Want (and Why the How Matters More Than Ever)
The pressure is high to get learning right, especially in a world where topics like identity, politics, wellbeing, or generational divides are no longer optional but essential.
But what’s often overlooked is that your delivery method can make or break the message.
You can have the most timely, important topic, like psychological safety, navigating geopolitical tensions, or rebuilding team morale after layoffs, but if the format feels forced, flat, or out of touch, people won’t engage.
Employees are no longer content with passive listening or token gestures. They want realness. Space to reflect, to disagree, to make meaning. They want to feel like the session was designed for them, not for a box-ticking exercise.
And increasingly, those responsible for learning, from HR to Learning & Development to retreat hosts, are recognising that the same old formats just won’t cut it anymore. It’s not enough to name the topic. You need to curate an experience that earns people’s presence and trust.
The secret? Thoughtful design, skilled facilitation, and deep relevance. That’s the kind of learning that stays, and leads to real change.
Unique Formats That Actually Work
Here are some modern, engaging alternatives to Lunch & Learns that create buy-in, shift culture, and build trust:
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Facilitated sessions where employees reflect, listen, and learn, with just the right mix of structure and humanity.
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Dynamic storytelling, fresh research, interaction, and yes, the occasional dad joke. No TED Talk clones. No fluff.
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Deep listening meets structured dialogue. Helps surface insights and build bridges, especially across generational, political, or cultural divides.
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Designed for teams to reflect on identity, bias, values, and shared purpose. Especially powerful in DEI, ESG, or post-crisis contexts.
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Combining coaching, facilitation, and therapy-informed tools. Perfect for exec circles, founder weekends, or leadership development offsites.
What I Bring to the Table
Cheeky plug: As a therapist, executive coach, and former Google leader with a background in Adult Learning, I bring a unique mix of
Corporate fluency + psychological depth
Lived experience + research-based frameworks
Disarming warmth + clear structure
Humour, honesty, and zero tolerance for performative checkbox sessions
I’ve helped make critical conversations happen in rooms where people would normally stay silent. I know how to get buy-in from the disengaged. And I believe learning should feel like a privilege, not a punishment.
Final Thought: Don’t Just Tick the Box, Please
If your people are tired of Lunch & Learns, maybe it’s time for something more honest, more human, and more effective.
We don’t need more training hours.
We need more courage, more nuance, and more meaningful conversations.
I’d love to help you make that happen.