How a barista gave a master class in corporate training

One rainy evening, I was at a cafe having a warm drink while working on my presentation decks. Inside, it was just me, a couple of baristas, and two other customers who were also working. It was quiet enough that you could hear us typing away at our keyboards.

I was focused on my task, but I soon found myself listening to a training session happening across the room. The senior barista was showing his co-worker the ropes, and it was fascinating.

Image credit: Timmy Loen

He wasn’t just giving instructions. Instead, he was guiding her through questions, letting her think through her answers and fumble a bit on the point of sale system just to get a feel for it.

There was no rush, no impatience. When she nailed something, he celebrated it.

As someone who’s worked in learning and development in the tech world, I couldn’t help but think that I was watching what we’re missing in much of today’s training landscape. There’s a lot we could learn from that senior barista.

Left wanting

In most workplaces, learning is isolated and boxed into workshops or onboarding sessions. We assume people can just “pick up” skills from these sessions and then go back to the job, magically ready to perform.

We download information in bulk, but in reality, it rarely sticks. People walk away with notebooks full of information but with little confidence about putting it into action.

See also: ESOPs pick up steam in SEA as tech winter bites

It’s not that formal training is bad – it’s just not enough on its own.

The senior barista wasn’t in a workshop or training session. He was in the moment with his co-worker, sharing knowledge at the point of need. When it comes to learning leadership or soft skills like communication, we don’t improve by just hearing about it. Instead, we get better via trial and error.

Continuous learning

If companies embed that moment-to-moment teaching in their daily work culture, learning could happen in the flow of actual work. Skills would be developed as they’re needed, not a month before or a month too late.

The advantages could be massive. Continuous learning isn’t about cramming information; it’s about embedding skills so deeply that they become part of how we operate.

This approach does not only lead to better knowledge retention, but it also builds confidence. It’s relevant and immediate, and it keeps employees engaged because it’s integrated into what they’re doing.

Making it work

Keep it simple