Rethinking the frame: How breaking assumptions sparks transformative training

Imagine an artist standing in front of a painting they made, a work that once defined who they were. For years, the painting hung proudly, every brushstroke showing their vision. One day, the artist sees a small crack that changes the perfect and delicate balance of colors. Instead of ignoring it, the artist bravely takes the painting apart, piece by piece. With each piece, the artist finds a chance to let go of old ideas and create something new that shows a deeper, changed perspective. This careful process of breaking down and rebuilding reflects the journey in our VR role-play training, where letting go of long-held beliefs opens the door to creative growth and lasting change.

In the context of designing customized virtual reality (VR) role-play simulations for professional training, we’ve found that old assumptions can be just as stubborn as cracks in a painting. At first glance, these assumptions might be nearly invisible. But as soon as we look closer, their presence changes how learners and trainers approach the training content and interact with each other. According to transformative learning theory, particularly the work of Jack Mezirow, many assumptions are tucked away in the background, quietly shaping how we interpret, understand, and grow from learning experiences. Unless we examine these assumptions, we can’t fully benefit from the training. The goal is to uncover and question them—much like discovering a new layer of paint beneath the surface—so that we can rebuild our perspectives into something more accurate, inclusive, and empowering.

The Role of Critical Reflection in Transformative Learning

Transformative learning theory highlights the importance of critical reflection on assumptions in fostering deep, meaningful change in how we see ourselves and the world. Mezirow explained that we develop “meaning perspectives” over time—these are the frameworks that guide how we interpret experiences. Often, we aren’t even aware these frameworks exist until we encounter a situation that challenges them. In training environments, critical reflection is the tool that helps learners pause and ask, “Wait, why am I doing it this way?” and “Is there another viewpoint worth exploring?”

With our VR simulations, we aim to create a safe space for people to step back and re-examine their long-held beliefs. A virtual role-play might immerse a participant in a challenging leadership scenario, for example, nudging them to question whether their habitual approach to conflict resolution is actually effective. By looking at the same situation from multiple angles, participants can reconstruct their worldview and discover fresh solutions—just like adjusting the layers of paint in a restored masterpiece.

Understanding Perceptions of Training Goals, Content, and Methods

Before we even begin designing a custom VR simulation for an organization, our team makes it a priority to uncover how trainers and participants perceive the learning goals, content, and methods. This initial step is crucial because people don’t always articulate their underlying beliefs, or they might not even be fully aware of them. Are team leaders envisioning a scenario where employees learn empathy skills through open-ended dialogue, while the learners themselves merely expect a quick compliance exercise? Are trainers assuming that theoretical knowledge is “superior” to hands-on practice, while learners value personal experiences above everything else?

By probing these perceptions, we can see if everyone is truly aligned or if hidden assumptions are creeping in. If an organization believes empathy training is meant to boost efficiency, for instance, but participants see empathy as a purely “soft skill” unrelated to productivity, the training environment might not feel coherent. Spotting these gaps enables us to redesign or refine the content to ensure that learners and trainers share a more unified vision. It’s like making sure each color in our “painting” truly complements the others before we proceed to the next brushstroke.

Challenging Habitual Ways of Thinking

Another aspect we focus on is identifying habitual ways of thinking that might block true learning. Sometimes, a participant believes something like “being assertive is inappropriate in a caring profession,” which can limit how they practice leadership in a simulation. In reality, being assertive can go hand in hand with empathy and active listening. By prompting learners to compare their assumptions against new insights, we aim to highlight the flaws in earlier beliefs. Rather than discarding old assumptions outright, our goal is to help participants see why they might need a more balanced approach.

Questioning the Value of Different Types of Knowledge

A question we often ask both trainers and learners is, “How do you value knowledge?” Is knowledge considered objective and fixed, or does it evolve depending on the context and the learner’s experiences? For instance, in a conflict resolution scenario, theoretical frameworks are incredibly helpful. But so is hands-on practice—navigating emotional undercurrents, reading body language, and fostering an environment where everyone feels heard. If a learner assumes that “official” theories and guidelines are all that matter, they might dismiss their own experiential insights. Conversely, if someone believes experience is everything, they might overlook the benefits of structured knowledge. By clarifying these perspectives, we can design VR role-plays that honor both. Learners are encouraged to experiment and see the value of their lived experiences while also applying proven principles.

Questioning Assumptions About Authority and Hierarchy

In many training settings, there’s an unspoken assumption that the trainer or instructor is the ultimate authority. Learners might believe they should “copy” the trainer’s style, rather than develop their own unique approach. This can be especially pervasive in hierarchical organizations where roles are strictly defined. When shaping our VR scenarios, we try to build in opportunities for learners to lead the conversation, make creative decisions, and share their insights. By doing so, we challenge the assumption that “higher-ups” hold all the expertise. Instead, participants can see that their own knowledge is valuable, and that professional success often arises from collaboration and shared ownership of ideas.

Cultural and Social Assumptions

Professional environments are diverse, containing individuals from different backgrounds, each with their own cultural norms. It’s common for people to bring unexamined cultural assumptions into the training room. For example, what’s perceived as “respectful” in one culture might look like passivity or deference in another. By surfacing these cultural values within a VR training scenario—perhaps in a bilingual or multinational context—learners can have eye-opening moments of reflection. They start to realize that their “normal” doesn’t necessarily match another’s. This fosters empathy, adaptability, and a willingness to learn from differences.

Empowering Learners to Explore Alternative Approaches

One of the most powerful aspects of VR training is the opportunity for participants to try new approaches without real-life consequences. When you’re immersed in a virtual hospital ward, for example, you can explore different conversation styles with a “difficult patient” or test alternative ways to manage conflict amongst coworkers. This experience helps learners understand that their first assumption isn’t always the only strategy, and sometimes not the best. In effect, the VR environment becomes a studio where you can play with different “art techniques,” layering on new perspectives and wiping away misguided beliefs, until you find a version that resonates deeply with the real-world situation.

Spotting Hidden Assumptions

So how do we know if someone is operating under an unexamined assumption? We pay attention to several indicators:

• Resistance to change or new ideas: If a participant is quick to shut down discussions of new procedures or frameworks, it could signal a deeper, unexamined belief that “the old way is best.”
• Emotional discomfort around certain topics: Intense emotional reactions might hint that a topic is challenging a core belief.
• Overgeneralizations: Phrases like “That’s just how we do things,” or “It always works this way,” can be red flags pointing to assumptions that have never been questioned.
• Unquestioned “normal” practices: Anything labeled as standard or “the way things are done here” is ripe for exploration, as it may rest on deeply ingrained beliefs.

Reconstructing Perspectives for Transformative Growth

Ultimately, our aim isn’t to replace one rigid set of assumptions with another. Instead, we invite learners to look critically at their own perspectives and reconstruct them through an expanded lens. When these shifts occur, professional training morphs into a space for genuine growth—the kind that can deeply impact how individuals see themselves and contribute at work. To use our art metaphor: after acknowledging the cracks in that old painting, you might choose to repurpose the pieces into something far more meaningful. In this new composition, each brushstroke is infused with greater awareness, empathy, and adaptability.

By shining a spotlight on often-hidden beliefs, whether they’re about knowledge, hierarchy, cultural norms, or professional practices, we invite both trainers and learners to engage in meaningful dialogue. This dialogue not only enriches the learning experience but also empowers individuals to become active agents in their own development. The painting we rebuild together—our professional “masterpiece”—becomes a powerful representation of each person’s transformative journey, one where assumptions are laid bare and new perspectives bloom.

In the end, identifying and questioning assumptions can feel a bit like shattering a treasured painting. It’s not always comfortable, and it might stir up resistance or emotion. But the creative process that follows—reassembling those fragments into something stronger and more relevant—offers rich rewards. At CommuniKit, we see this kind of transformative reflection as a cornerstone of effective role-play training. By openly examining the beliefs that shape how we learn and interact, we help professionals create new, more dynamic ways of working. And that’s where the real artistry of lifelong learning lies: in the willingness to keep refining the masterpiece, layer by layer, assumption by assumption, until the final vision truly reflects who we are—and who we want to become.