wow
A global community of L&D advocates, united to design a consistent learning experience and a culture of continuous learning.
Go!
Today's session
Today, in addition to a discussion on some global learning projects and projects that you're working on, we will also discuss some EverLearn updates. Today's L&D Focus mini-workshop will focus on the future of L&D.
What does the future have in store?
Let's discuss our L&D needs.
- What do you think the future will be like?
- What does your current reality look like?
- What would it take to get to where you want to go?
Bryce's Curated Top 10 Trends for 2025
Just in time learning
Emotional intelligence
Continuous learning culture
Immersive learning
Communication training
Skills-based workforce, skills focused learning
Adapted and personalized learning
Data/Outcome Driven learning
Collaborative learning
Certification and digital credentials
What are people saying about 2026?
There's always some buzz. So let's see what people are saying this time!
FIND OUT!
Our gifts to you
We've made some resources you can use to help you in your learning design.
If you did not attend the live session, the resources will be in the Files of the Teams channel.
Data/Outcome driven learning
A lot of the data that we have looks at “did people attend/complete” and “what did you think of the course?” It's time to shift this focus more to Business goals. And these are not goals as in “by the end of this learning, you will be able to…” and more “What business need is the learning trying to accomplish?” If we make learning with an aim to lower AHT or provide better application of skills, then we need to consider how we track this to prove that it worked. What is L&D Return on Investment for the business? How do we know the learning is bringing value to the business?
Here's what people are talking about:
- AI-powered personalization
- Skills-first learning
- Workflow integration
- Human-centric design
- Impact-focused measurements
- Strategic reskilling/upskilling
- AI ethical governance
Emotional intelligence
The more we are using AI and automated technology to do the harder/mundane work for us, the more we are freed up to do the more human side of the work. Conversely, we can no longer hide behind these tasks as a reason why we are not doing the human work. AI may allow us to spot trends that might have human root causes. We are going to need to addresses those and connect with our people, and that will require emotional intelligence.
Immersive leanrning
In most of the trends predictions I looked at, people were talking immersive learning in the sense of Augmented Reality or Virtual Reality, but none of this feels relevant for Foundever (not to mention the cost that would be involved to implement this). After many years of hearing that VR is coming and watching it fail (Metaverse is shut down, Apple Vision Pro is discontinued, many tech employees laid off in the process, etc), I feel more and more that VR isn't really something people want… But for us, Immersiver learning can be see as our AI Trainer and other Experiential learning (in a safe space) that we are currently developing.
Adapted and personalized learning
Imagine if we could tailor the learning experience through smart recommendations based on the skill needs of the learner and previous course completions. Imagine a learning path that doesn't have to be the same linear journey for each person, but can allow the learner to choose the order of the modules. There are some AI tools within other learning platforms that already do this. LinkedIn learning does it. How do we make this happen for ourselves?
Certification and digital credentials
Yes, our courses contain badges, but would you even know if you were outside of that particular course? Could there be a better way to share our achievements, making them visible to the business so they know what skills you have been able to demonstrate that you've obtained? What if you could take these credentials with you, share them on LinkedIn, add to your collection of professional skills, be a part of a skills mapping platform. There are tools that can do this, and if we can go into this framework right, we can drive some new things for the future
Continuous learning culture
Already a big talking point of L&D Geeks from the beginning, imagine if we can we find a way to make learning not feel like a “disruption” or something “other” to our daily workflow. What if we could find a way to highlight that every moment can be a learning moment, with a system in place to track and recognise these moments that can feed into our skills-mapping.
Communication training
Similar to our need for emotional intelligence, this sort of communication training need is also aligned with the need for skills around public speaking. In our sales teams, can we clearly articulate to others what it is we do in our business? Can we communicate internally what needs to be done, how it needs to be done. Communication is a skill that we often overlook, and as AI starts to take over some things, we need to find a way to be more human and connect more.
Just in time learning
Another topic we’re discussed a lot recently. If we can put less of a focus on making our learners an expert at everything from the very beginning and provide accessible learning content in the flow of work, we can guide the learner through how to do something in the moment that matters. To help further enhance and reinforce this, consider a Checklist Manifesto to remind the learner what they learned the next time they need to complete the task.
Collaborative learning
Since Covid, we’ve been so focused on digital and teams meetings. So let's look beyond that and get back to a sense of community and working together. And if the people in the discussions are in the same market, why not consider workshops, projects, action learning sets and so on that are in person? When it comes to some of the global things we are doing, is there a way we can work with local team to reinforce the important things and ensure a global and local consistency?
Skills-based workforce, skills focused learning
Thinking skills rather than roles can help us to flesh out our teams more effectively, allowing everyone to play to their unique skills and bring them together to a bigger picture. Knowing what skills we have and what skills are needed can help us to develop our weaknesses and play to our strengths. Now imagine that we, as a business, know what skills are needed and what gaps our employees might have. This would help us target our learning designs and initatives around the needs of the business, which in turn helps us to plan career paths and pipelines.
L&D Geeks - Session 14
Scott Turner
Created on January 13, 2026
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Transcript
wow
A global community of L&D advocates, united to design a consistent learning experience and a culture of continuous learning.
Go!
Today's session
Today, in addition to a discussion on some global learning projects and projects that you're working on, we will also discuss some EverLearn updates. Today's L&D Focus mini-workshop will focus on the future of L&D.
What does the future have in store?
Let's discuss our L&D needs.
Bryce's Curated Top 10 Trends for 2025
Just in time learning
Emotional intelligence
Continuous learning culture
Immersive learning
Communication training
Skills-based workforce, skills focused learning
Adapted and personalized learning
Data/Outcome Driven learning
Collaborative learning
Certification and digital credentials
What are people saying about 2026?
There's always some buzz. So let's see what people are saying this time!
FIND OUT!
Our gifts to you
We've made some resources you can use to help you in your learning design.
If you did not attend the live session, the resources will be in the Files of the Teams channel.
Data/Outcome driven learning
A lot of the data that we have looks at “did people attend/complete” and “what did you think of the course?” It's time to shift this focus more to Business goals. And these are not goals as in “by the end of this learning, you will be able to…” and more “What business need is the learning trying to accomplish?” If we make learning with an aim to lower AHT or provide better application of skills, then we need to consider how we track this to prove that it worked. What is L&D Return on Investment for the business? How do we know the learning is bringing value to the business?
Here's what people are talking about:
Emotional intelligence
The more we are using AI and automated technology to do the harder/mundane work for us, the more we are freed up to do the more human side of the work. Conversely, we can no longer hide behind these tasks as a reason why we are not doing the human work. AI may allow us to spot trends that might have human root causes. We are going to need to addresses those and connect with our people, and that will require emotional intelligence.
Immersive leanrning
In most of the trends predictions I looked at, people were talking immersive learning in the sense of Augmented Reality or Virtual Reality, but none of this feels relevant for Foundever (not to mention the cost that would be involved to implement this). After many years of hearing that VR is coming and watching it fail (Metaverse is shut down, Apple Vision Pro is discontinued, many tech employees laid off in the process, etc), I feel more and more that VR isn't really something people want… But for us, Immersiver learning can be see as our AI Trainer and other Experiential learning (in a safe space) that we are currently developing.
Adapted and personalized learning
Imagine if we could tailor the learning experience through smart recommendations based on the skill needs of the learner and previous course completions. Imagine a learning path that doesn't have to be the same linear journey for each person, but can allow the learner to choose the order of the modules. There are some AI tools within other learning platforms that already do this. LinkedIn learning does it. How do we make this happen for ourselves?
Certification and digital credentials
Yes, our courses contain badges, but would you even know if you were outside of that particular course? Could there be a better way to share our achievements, making them visible to the business so they know what skills you have been able to demonstrate that you've obtained? What if you could take these credentials with you, share them on LinkedIn, add to your collection of professional skills, be a part of a skills mapping platform. There are tools that can do this, and if we can go into this framework right, we can drive some new things for the future
Continuous learning culture
Already a big talking point of L&D Geeks from the beginning, imagine if we can we find a way to make learning not feel like a “disruption” or something “other” to our daily workflow. What if we could find a way to highlight that every moment can be a learning moment, with a system in place to track and recognise these moments that can feed into our skills-mapping.
Communication training
Similar to our need for emotional intelligence, this sort of communication training need is also aligned with the need for skills around public speaking. In our sales teams, can we clearly articulate to others what it is we do in our business? Can we communicate internally what needs to be done, how it needs to be done. Communication is a skill that we often overlook, and as AI starts to take over some things, we need to find a way to be more human and connect more.
Just in time learning
Another topic we’re discussed a lot recently. If we can put less of a focus on making our learners an expert at everything from the very beginning and provide accessible learning content in the flow of work, we can guide the learner through how to do something in the moment that matters. To help further enhance and reinforce this, consider a Checklist Manifesto to remind the learner what they learned the next time they need to complete the task.
Collaborative learning
Since Covid, we’ve been so focused on digital and teams meetings. So let's look beyond that and get back to a sense of community and working together. And if the people in the discussions are in the same market, why not consider workshops, projects, action learning sets and so on that are in person? When it comes to some of the global things we are doing, is there a way we can work with local team to reinforce the important things and ensure a global and local consistency?
Skills-based workforce, skills focused learning
Thinking skills rather than roles can help us to flesh out our teams more effectively, allowing everyone to play to their unique skills and bring them together to a bigger picture. Knowing what skills we have and what skills are needed can help us to develop our weaknesses and play to our strengths. Now imagine that we, as a business, know what skills are needed and what gaps our employees might have. This would help us target our learning designs and initatives around the needs of the business, which in turn helps us to plan career paths and pipelines.