“With Gen AI, the quantity of content is going to explode. Inevitably, quality will drop,”
says Donald H. Taylor, Lead Researcher at L&D Global Sentiment Survey on GydeBites podcast.
But what kind of content is he talking about? Pretty much all of it. From training decks and how-to guides to AI-generated learning modules, all content is flooding every corner of the digital workspace.
Every team, department, and tool seems to be churning out something “educational.” And so, we've a sea of content that’s hard to navigate, harder to trust, and nearly impossible to align with actual business goals.
If you’re in L&D, this probably feels all too familiar.
You’re not short on content — you’re drowning in it.
Now, the real challenge isn’t creating more learning material; it’s figuring out what truly matters, what connects to your organization’s strategy, and what actually changes behavior on the ground.
As per our understanding, that means L&D must now:
- Filter and deliver learning tied to business strategy and skill needs
- Capture the “secret source”, the unique knowledge, culture, and processes that drive the organization forward
- Personalize at scale while keeping learning focused and outcome-driven
By now, you’ve probably seen countless “trend” lists already but we wanted to go deeper. Backed by insights from Deloitte, ATD, and other trusted sources, we’ve pulled together the L&D shifts that will truly shape 2026.
#List of Trends
- Align Training to Business Metrics
- Embed L&D in Change Management
- Focus on Time-to-Proficiency
- Use GenAI to Scale Content
- Enable Organization-Wide AI Literacy
- Rise of Adaptive Learning Platforms
- Benchmarking Internal vs. External Learning ROI
- Take Help of Embedded Analytics in Tools
- Deliver Learning in the Flow of Work
- Gamify Where You Can
- Adopt Skills-first Frameworks
- Enable Managers to Coach
Sidenote: If staying ahead of learning trends excites you, tune into GydeBites (for bite-sized podcast lessons from L&D experts who live and breathe learning, change, and growth).
What Are Learning & Development (L&D) Trends (Really)?
L&D trends are signals of change. They are patterns in how people learn & grow, how businesses teach, and how technologies are reshaping the skill-building process. They're not just "what's new"; they’re what’s working, what’s coming, and what’s becoming essential.
They tell L&D leaders:
- What to prioritize in budgets and strategy
- Where to adapt in delivery, design, and tools
- How to future-proof their teams and talent pipelines
- What peers and competitors are already acting on
So, what exactly should L&D teams focus on in 2026?
We’ve broken it down into key themes that matter:
D. Learner experience L&D Trends
E. Future-ready workforce L&D Trends
The Only L&D Trends Guide You Need for 2026 (Grouped by What to Act On)
A. Strategic L&D Trends: Aligning Learning with Business Goals
These trends focus on reshaping the role of L&D from content delivery to business impact. Read more to find out how to make learning a driver of performance, culture, and competitive advantage.
TREND 1: Align training to business metrics
What is it, really?
At its core, the training you design isn’t just a formality or a means of handing out certificates. Instead, it’s the means to solve real business problems.
For instance, training could be relevant enough to help sales teams close more deals, reduce customer complaints, shorten onboarding time, or improve software adoption rates.
Why does it matter now?
- Leaders are looking harder at ROI. Budgets are being scrutinized.
- And your learners are busy, distracted, and expected to perform fast.
- Today, time is money, and training needs to prove its worth.
Only good news? You have more data than ever before to show that worth.
For instance, whether it’s tracking how a sales enablement program improves close rates or how a software walkthrough reduces IT tickets, training no longer has to be a black box.
How can you act on it?
1. Start with the business goal, not the training topic
Before you even think about building content, ask: What’s the business trying to achieve right now? Is it customer retention? Scaling operations? Entering a new market? L&D’s job is to figure out what behavior, skill, or knowledge is missing that’s holding people back from achieving that.
2. Get close to your stakeholders
Talk to sales leaders, customer success managers, product heads (or anyone) who owns a business metric. Ask them what’s not working, what their team is struggling with, and how success is measured. When you co-own a problem, you're more likely to co-create a valuable solution.
3. Ask questions about deeper metrics
Instead of stopping at “employees completed the training,” go deeper. Ask:
- Did sales increase post-training?
- Are fewer errors being logged?
- Is onboarding time dropping?
4. Use the tools already at your fingertips
Your LMS, CRM, helpdesk, or even DAPs can offer powerful data. You can measure who’s engaging, how well they’re applying knowledge in real time, and what outcomes are improving. The key is: don’t just track activity. Track impact.
5. Tell the story with data + narrative
Numbers matter, but so do people. When you report back to leadership, present the metrics, but also share a success story to illustrate the impact. “After the training, our sales team closed 18% more deals, and one of our new SDR, booked her first five meetings in under a week.” That’s the kind of story that gets budgets approved.
TREND 2: Embed L&D in Change Management
What is it, really?
Change management occurs when an organization adopts new tools, strategies, undergoes mergers, or undergoes restructuring.
It’s the opposite of sending people an email that says, “This is changing—deal with it.” Embedding L&D into change management simply means actively supporting learners with the skills, mindset, and confidence to navigate that change.
Why does it matter now?
- Because change is the new constant.
- AI is shaking up job roles. Hybrid work is shifting how we collaborate. Entire industries are reinventing themselves.
- Also, most change initiatives fail not because of bad strategy, but because people weren’t ready for it.
- When learning is embedded into the change journey, it becomes a bridge, not a barrier.
How can you act on it?
Let’s talk action. Here's how you can make L&D the engine that powers change, not the trailer dragged behind it.
1. Get a seat at the (change) table early
Don’t wait for the business to finalize a transformation plan and then ask you to “train everyone next week.” Raise your hand early. Be part of those early discussions so you can design learning interventions that evolve with the change, not after it has occurred.
2. Map the change journey to learning needs
Ask: Why are people showing resistance to change? What new tools or behaviors are they expected to adopt? Break it down into learning objectives. This could involve short tutorials, hands-on workshops, peer coaching, or in-app guidance during moments of need.
3. Train not just for skills, but for mindset
Change is emotional. It creates uncertainty. Your learning programs should address not just how to do something new, but why the change matters, what’s in it for the learner, and how to manage uncertainty. This is where soft skills, resilience, and communication training make a huge difference.
TREND 3: Focus on time-to-proficiency
What is it?
Focusing on time-to-proficiency helps you design learning that’s sharper, more targeted, and more impactful. It gets people from “I just joined” to “I’ve got this” faster, and that’s good for them, and even better for the business.
This trend shifts the focus from hours of training delivered to how quickly people can apply what they’ve learned and deliver results.
Why does it matter now?
Because businesses can no longer afford long ramp-up periods. Think:
- Every extra week a salesperson takes to close their first deal is lost revenue.
- Every day a new hire can’t navigate your tools slows down operations.
- Every delay in adopting a new platform adds friction and frustration.
Time-to-proficiency is the new L&D ROI metric.
How can you act on it?
1. Shift learning to the moment of need
Instead of front-loading everything into long onboarding sessions, embed learning inside the flow of work. Use in-app guidance tools to guide users through tools as they are used. Think tooltips, walkthroughs, and contextual help that’s available instantly.
This keeps training lean and relevant, while helping people build confidence through the work.
2. Personalize the pace
Not everyone learns the same way or at the same speed. Offer adaptive content paths or modular learning that lets people fast-track what they already know and spend time where they need depth.
Fewer wasted hours = faster ramp-up.
B. L&D Tech Trends: Tools, AI & Platforms Changing How We Learn
These trends are all about the tech stack, how AI, digital adoption platforms, and next-gen learning systems are powering faster and scalable learning.
TREND 4: Use GenAI to scale content
What is it, really?
GenAI can become your L&D team’s co-pilot in content creation.
Think:
- Generating draft outlines for new courses in seconds.
- Instantly converting a policy doc into a quiz or microlearning module.
- Rewriting content in different formats, such as email, in-app message, and PPT, at scale.
And much more.
Why does it matter now?
- Because demand for training is exploding faster than L&D teams can keep up.
- L&D is being asked to support onboarding, upskilling, DEI, AI literacy, and hybrid work... all at once. And each audience expects content that’s role-specific, engaging, and just-in-time.
- According to a recent analysis by Mercer, AI and automation are expected to support certain learning and development (L&D) functions, such as designing and delivering programs.
- Meanwhile, the overall strategy for corporate learning will continue to rely on human expertise.
How can you act on it?
1. Brainstorm faster
Stop staring at a blank page. Instead, ask a GenAI tool (like ChatGPT, Perplexity, or Gemini) to generate five headline options, three quiz questions, or a first draft of your learning objectives. You can refine from there.
2. Localize and personalize
Use GenAI to easily tailor your content to specific regions, roles, or learning styles. What used to take weeks can now be completed in minutes.
Have an IT security training? With GenAI, you can instantly create tailored versions for developers, finance teams, or remote staff.
3. Integrate with your tools
AI becomes far more impactful when it’s embedded directly into the platforms your teams already use. Tools like:
- Salesforce now have Einstein, which suggests next steps, summarizes records, and automates routine tasks.
- HubSpot uses HubSpot AI to draft emails, generate reports, and personalize outreach. Even workplace apps are building native AI layers to speed up work inside the flow of the tool.
For L&D, this means one thing: more features to learn and more training to deliver. That’s when L&D teams can take help of digital adoption platforms(DAPs). They deliver contextual, in-the-moment guidance for both existing workflows and newly released features in their daily-used apps.
With a DAP, training content (such as walkthroughs/help articles/videos) can be created, adapted, or even triggered right inside the application.
For example, while capturing a process in Salesforce, a DAP tool like Gyde automatically detects the fields you interact with, generates step titles like “Enter Campaign Name” or “Set Budget,” and turns it into a polished walkthrough without needing to write a single line of code.
(If this interests you, you’ll definitely want to check out Trend #9.)
TREND 5: Enable Organization-Wide AI Literacy
What is it, really?
AI literacy is the ability to understand, use, question, and create with AI. Honestly, L&D doesn’t need everyone to be an AI expert. But they sure need everyone to be AI-aware, AI-curious, and AI-ready.
Why does it matter now?
- Because AI is already showing up in everyone’s workflow and most employees are still playing catch-up.
- AI literacy empowers your workforce to become confident collaborators with AI.
- That might mean: teaching teams how to write better prompts, helping leaders evaluate which AI tools to adopt, or supporting departments in using GenAI to supercharge everyday tasks.
How can you act on it?
1. Run AI 101 for everyone without the jargon
Start with foundational awareness. What is GenAI? How does it differ from traditional AI? What are its risks and rewards?
Create short, role-relevant explainers and demystify the tech so employees stop feeling like outsiders.
2. Teach prompt-writing as a business skill
Prompt engineering is like the “new Excel skill”. Train teams on how to write clear, structured prompts that get accurate and creative results.
Marketing teams can use it to ideate faster. Sales reps can prep for client calls. HR teams can write better job descriptions. There are no limits to possibilities!
3. Address the ethics and boundaries
AI fluency means knowing how to use them responsibly. Build in training around bias, data privacy, IP, and when not to use GenAI.
Your legal or compliance team should co-own this with L&D, making sure clarity and trust as people adopt AI tools.
TREND 6: Rise of Adaptive Learning Platforms
What is it, really?
Just like Google Maps recalibrates based on traffic or missed turns, adaptive learning platforms adjust content difficulty, pacing, and even format based on how the learner is responding.
It’s smart, responsive, and designed to help every learner succeed their way.
Why does it matter now?
Today’s workforce is diverse in more ways than one:
- Some people are visual learners. Others prefer hands-on practice.
- Some need a slower ramp-up, while others want to move fast.
- And everyone’s coming in with different levels of prior knowledge.
At the same time, L&D teams are under pressure to:
- Shorten time to proficiency
- Deliver results at scale
- Improve learning retention
Adaptive learning helps you do all three.
How can you act on it?
1. Start with diagnostic assessments
Instead of throwing everyone into the same course, give them a short pre-test or self-assessment to check their initial understanding.
The results can determine their learning path, making the training feel immediately relevant and personalized.
2. Use platforms that support branching logic or AI-powered adaptivity
Many modern learning platforms (whether LMS or LXP) now offer adaptive capabilities. These help tailor the experience based on how learners interact, where they struggle, or what they already know.
Look for tools that:
- Adjust difficulty or depth in real-time
- Offer multiple content types (video, text, simulations)
- Let learners choose their preferred format or path
Here, DAPs, too, offer some great capabilities. Take Gyde as a reference point. It's a platform that operationalizes this trend of adaptive learning with its features like:
- Assist Mode: If someone gets stuck mid-process in an app, it starts the step-by-step guide from that exact point, not from the beginning.
- Nudges: When a new feature is introduced, it places a clickable nudge on-screen. Users can explore updates instantly.
Such features in a software make it learner-centric and adaptive by design.
C. Data-Driven L&D Trends: Measuring What Really Matters.
This category explores how L&D leaders use data to show ROI, personalize learning paths, and forecast future skill needs using real-time insights.
TREND 7: Benchmarking Internal vs. External Learning ROI
What is it, really?
It’s the practice of comparing the effectiveness, efficiency, and impact of your internal learning programs against external options, such as vendor-led certifications, MOOCs, boot camps, or expert-delivered training.
You're asking:
- “Is our internal sales enablement program more effective than a vendor certification?”
- “Are we getting better skill transfer from our onboarding modules or the external onboarding provider?”
- “Should we build this new compliance module, or license one that’s already been tested?
Why does it matter now?
Because L&D is under pressure to prove ROI and move fast. Here's why benchmarking matters more than ever:
- With thousands of off-the-shelf courses, nano-degrees, and GenAI-created learning assets out there, how do you know yours are better?
- Business leaders care less about the number of hours of training delivered and more about the outcomes. If a vendor certification boosts performance faster, why not use it?
- If your in-house training feels dated or less useful than what they can access on their own, engagement drops. Benchmarking helps you raise the bar internally or make better outsourcing decisions.
How can you act on it?
Here’s how to bring benchmarking into your L&D decision-making:
1. Collect performance data post-training
Compare groups who took internal training vs. those who completed external programs. Look for differences in:
- Skill application on the job
- Performance improvements (e.g., sales closed, tickets resolved)
- Retention or promotion rates
- Speed to ramp-up
2. Decide with data: build, buy, or blend
Use your findings to choose:
- Build if your internal program drives high ROI and cultural alignment
- Buy when a vendor offers faster results or deeper expertise.
- Blend to get the best of both, using in-house context with outsourced content.
3. Revisit your benchmarks yearly
What worked in 2025 may not work in 2026. Markets change. Tech evolves. So should your strategy. Make benchmarking an annual habit.
TREND 8: Take Help of Embedded Analytics in Tools
What is it, really?‘
Embedded analytics turn your training from "hope it worked" into "here’s proof it did." This trend is about going beyond traditional LMS reports to track real user behavior inside the applications where learning is applied.
Today, many tools (like Gyde, Salesforce, ServiceNow, Microsoft Teams, and more) come with built-in analytics that let you see exactly how users interact with workflows, features, and training content at a screen level.
Why does it matter now?
Because LMS data tells only one part of the story.
- Real behavior happens outside of the LMS (like on the job or inside apps).
- With growing pressure on L&D to prove ROI, you need analytics that go beyond completion and engagement.
- Modern tools are designed to be smarter, they already have data you can use. It’s time to tap into it.
How can you act on it?
1. Choose tools that track usage, not just views
When buying any L&D tech (be it a DAP, LMS, KBs or helpdesk) check:
- Can it show step-by-step interaction data?
- Does it track feature adoption or drop-off?
- Can it show learner behavior inside the tool, not just in training modules?
2. Use DAPs for software screen-level insights
DAPs can embedded analytics inside application and show you specific analytics. For example, a DAP like Gyde shows you:
- How many walkthroughs and help articles are being viewed inside the application and you can get it filtered by day, week, month, or year.
- Which users viewed what, and when.
- Where specifically users drop off in a walkthrough, so you know where to improve guidance.
Such data becomes a real usage insight, perfect for optimizing software training and improving user experience.
3. Ask for reporting support early
- While onboarding any tool, make reporting a priority.
- Ask for sample dashboards or custom reports.
- See if you can integrate this data with your LMS or BI tool (like Power BI or Tableau).
- Check if you can export raw data for deeper analysis.
D. Learner Experience Trends: Keeping Employees Engaged & Learning
It’s not just about pushing content—it’s about pulling learners in. These trends focus on personalization, interactivity, and meeting employees where they are.
TREND 9: Deliver learning in the flow of work
What is it, really?‘
This trend is less about creating more courses and more about bringing learning into the apps and screens where work is actually done. It's nothing but delivering:
- In-app tooltips for new Salesforce fields
- Walkthroughs for real-time guidance inside ERPs
- Contextual micro-learning videos appearing in Slack or Teams chats
Why does it matter now?
Josh Bersin’s research highlights that modern corporate learning must focus on growth delivered in the flow of work, not just course completions.
Key pressures right now:
- The average employee only has ~24 minutes weekly for formal learning, so any friction means lost time
- Tools change constantly, and training lag means ramp-up suffers, errors spike, and adoption lags.
Embedding learning where people work means faster onboarding, higher retention, and clearer ROI on training spend.
How can you act on it?
1. Use a Digital Adoption Platform (DAP)
As we discussed in TREND #4 and TREND #6, digital adoption platforms(DAPs) are the superior solution to bring learning into the flow of work. They don’t pull learners away from tasks or force context switching.
One example of a DAP that works this way is Gyde. This AI-powered platform layers itself on top of tools like Salesforce, SAP, Workday, or any native application to deliver step-by-step, in-app guidance right when learners need it.
And creating this guidance isn’t a heavy lift either.
- Trainers can record any workflow using Gyde’s no-code creator, and the AI automatically captures step titles and descriptions, turning the process into a ready walkthrough within minutes.
- Walkthroughs instantly convert into multiple formats. The same flow can be viewed as a how-to guide with annotated screenshots or as a timestamped process video (no manual editing required!)
- Export options make sharing easy. Guides can be downloaded as PDFs, and videos as MP4s, for offline or on-the-go use.
- Makes software learning accessible across time zones and regions. Learners can view guidance in their preferred language.
- Reinforces learning in the moment. In-app assessments allow learners to check their understanding instantly, without breaking workflow.
2. Plug into the systems employees already use
Once a training session is complete, the key is to reinforce learning at regular intervals to boost retention. You can do this using tools like:
- Slack or MS Teams bots to send daily tips or reminders
- Chrome extensions that surface help based on keywords
- AI assistants that can answer FAQs in real time
Meet your learners where they already are.
3. Optimize and iterate fast
If a walkthrough flow shows high drop-offs at step 3, update it. If a nudge isn’t clicked, tweak its design or placement. Embedded analytics enable you to understand how learning is performing and make adjustments, much like agile product development.
TREND 10: Gamify where you can
What is it, really?‘
Gamification refers to the design of experiences that motivate users, and it's not limited to points, badges, or leaderboards. For example, it can be:
- Giving new sales hires points for completing micro-lessons
- Running a leaderboard during compliance training to show progress
- Unlocking badges for mastering new tools like Salesforce or SAP
Why does it matter now?
Because engagement is the #1 L&D challenge. Most learners are already stretched thin. They tune out passive slide decks. They skim through content just to check a box.
That’s when gamification taps into dopamine-driven motivation loops, turning passive learning into active engagement. Here’s why it works so well in corporate training.
How can you act on it?
1. Pick the right moments to gamify
Don’t gamify everything. It’s best for:
- Onboarding journeys
- Product training
- Software adoption
- Continuous learning programs
- Certifications
Where there’s a journey or mastery involved, gamification shines.
2. Use micro-goals and visual progress
Break long training into bite-sized challenges. Use checklists, visual progress bars, or “level-ups.”
For example:
“Complete 5 product scenarios to unlock your Sales Pro badge!”
3. Make it social (but not stressful)
Use leaderboards sparingly; some people love them, others don’t.
Instead, encourage peer-to-peer shoutouts, team-based challenges, or “streaks” to maintain high motivation without burnout.
E. Future-Ready Workforce Trends: Skills, Capabilities & Change Readiness
These trends prepare your people for what’s next, building resilient teams with the right skills, behaviors, and mindset to navigate change.
TREND 11: Adopt skills-first frameworks
What is it, really?
A skills-first framework flips the traditional model of hiring, training, and promoting. Instead of focusing on roles, job titles, or degrees, it prioritizes skills (for example, what someone can actually do). In the L&D world, this means:
- Designing programs based on real, in-demand skills
- Mapping training to skills gaps, not just job levels
- Recognizing and developing skills progression, not just course completion
Why does it matter now?
Because roles are becoming outdated at an unprecedented rate.
- A World Economic Forum report states that 44% of workers’ skills will be disrupted within the next five years.
Meanwhile:
- Talent shortages are growing
- Career ladders are crumbling
- Employees want meaningful growth, not just vague upskilling
Additionally, GenAI and automation are transforming what “valuable” means at work. You need a framework that adapts as quickly as your tech stack does.
A skills-first approach gives L&D:
- Clarity on what to train
- Flexibility to design adaptive programs
- Equity in learning where everyone can grow, regardless of their title
How can you act on it?
1. Start with a skills taxonomy
You don’t need to reinvent the wheel. Use platforms like:
- World Economic Forum’s Skills of the Future
- Lightcast, Burning Glass, or O*Net
- Or customize your own using internal job data + performance insights.
Map roles to required skills, then design training that closes the gaps.
2. Make skills the new unit of measurement
Replace "course completions" with "skills acquired."
Use:
- Skills passports (like at Standard Chartered Bank)
- Skill badges on your LMS
- AI-based skill-matching tools to recommend projects or stretch assignments
3. Build modular, skill-based learning paths
- Break training into skill blocks (e.g., “handling objections,” “writing SQL queries,” “facilitating customer requests”)
- Let employees stack and apply them based on goals or interests
- Use performance support tools to guide people in real-time skill-building moments.
4. Link skills to mobility
This is key to buy-in. Show people how gaining a skill unlocks:
- A promotion
- A raise
- A cross-functional move
- Or access to a new client/project
Learning feels more meaningful when it’s tied to career movement.
TREND 12: Enable Managers to Coach
What is it, really?
Strong leadership is scaled through systems. It means building a leadership academy inside your org: one that’s agile, digital, and deeply tied to your company’s values, goals, and operating context.
Whether you call it a Leadership Academy, Growth Track, or L&D Cloud, it’s an L&D concern that the future leaders feel seen, supported, and shaped by your culture.
Why does it matter now?
Because today’s leaders are expected to:
- Lead hybrid teams
- Drive innovation with AI
- Navigate constant change
- Support DEI and wellbeing
- And still hit the numbers
According to the ETHRWorld Global Learning & Skilling Report 2025, leadership development is the #1 priority for L&D globally.
Also:
- Many people are promoted into leadership without being trained
- Employees want managers who coach, not command
- And orgs need leaders at every level, not just the top
How can you act on it?
1. Build your own “Leadership Academy”
Start small. Use a platform (like Galileo Learn or even your LMS) to:
- Upload your internal frameworks or values-based leadership model
- Add short videos, playbooks, or interviews from respected internal leaders
- Curate content tracks for different levels: new manager → mid-level → executive
2. Automate the admin, focus on strategy
Use tools that automatically tag content by skill or level, suggest learning paths, and integrate assessments or 360-degree feedback.
This frees your L&D team to focus on content quality, not just course logistics.
3. Coach the trainers for empathy
Leadership development is more than just frameworks and feedback models. It’s about empathy in action.
Empathy should be a core competency for every trainer and coach, because understanding how people think, feel, and learn is what makes development meaningful. Use real scenarios where leaders can practice both the skill and the human side of coaching.
Wrapping Up: L&D in 2026 Is Bold and Business-Critical
If there’s one big takeaway from all these trends, it’s this:
Learning and Development is no longer a support function. It’s a tactical lever for business growth, change readiness, talent retention, and even tech adoption.
Your next move?
Pick 2–3 trends that resonate most with where your organization is right now. Don’t try to do everything at once. Start with what solves your most urgent pain point, show quick wins, and scale from there.
Remember: The best-run companies are the ones turning today’s trends into tomorrow’s standards.
FAQs
1. How do I get leadership buy-in for these L&D trends?
Speak their language. Tie each initiative to business goals—retention, productivity, cost savings, and show short-term wins. Data, combined with a compelling learner story, works wonders.
2. We already use an LMS. Do we still need a Digital Adoption Platform like Gyde?
Yes. An LMS handles structured courses. A DAP supports real-time, contextual learning inside apps. Together, they create a full learning ecosystem, from formal training to hands-on support.
3. How often should I revisit my L&D tech stack?
Annually. New features emerge, integrations change, and user needs evolve. Do a quick audit each year: what’s used, what’s redundant, and what’s missing?