Over the last year, we talked with over 200 business leaders, and we've noticed some exciting learning trends in how organizations are thinking about growth and development. According to LinkedIn's 2024 Workplace Learning Report, the required skillsets for modern work have changed by 25% since 2015, and this figure is expected to double by 2027. Organizations are responding with fundamental changes in how they approach development.
Here are 5 things we heard on repeat from leaders in our network this year:
Learning Trend 1: Leaders Are Adding Learning Opportunities into Daily Workflow
Remember when professional development meant taking a day away from your work to sit in a training room? That model is quickly becoming obsolete. Research shows that companies investing in embedded employee development see a 24% increase in productivity (Deloitte, 2024), and organizations are taking notice.
What We Heard: An innovation consultant shared with us how they're reimagining traditional learning approaches by creating "tiny habits of learning" that fit naturally into their clients' daily routines. Rather than expecting people to set aside large blocks of time for development, they're exploring ways to send short prompts that people can practice during their workday, or creating audio content that can be consumed during a morning walk. "The goal," this leader shared, "isn't to inundate people with noise, but to help them develop small, consistent habits of learning that fit into their natural workflow."
What You Can Do: For organizations looking to embed learning into daily workflow, start by identifying micro-learning moments within existing processes. Consider creating short, focused learning prompts that can be integrated directly into team communication channels like Slack or Microsoft Teams. For instance, a financial services team might share a two-minute video explaining a complex regulatory change right after their regular morning huddle, leveling up routine check-ins into continuous learning opportunities that feel natural and unobtrusive.
The key insight? When learning becomes part of the workflow rather than separate from it, both people and organizations grow faster, and in a natural way.
Learning Trend 2: Organizations Want to Upskill Their Own People
With 77% of employers struggling to fill roles (LinkedIn, 2024), we're seeing a strong shift toward building internal expertise. According to this report, organizations with strong learning cultures see 57% higher retention rates than those without.
What We Heard: A leader at an educational nonprofit shared their journey: "Our customer service team already had deep knowledge about our work. Instead of bringing in outside help, we decided to develop them into coaches. We're building their skills not just in the content, but in how to support others' learning. We have a real opportunity to create sustainable impact by investing in the people who already understand our work."
What You Can Do: When focusing on upskilling internal talent, begin by conducting a comprehensive skills inventory of your current team. This doesn't require a complex system - a simple spreadsheet mapping each team member's current skills, potential growth areas, and career aspirations can make a big impact. Invite managers to have intentional conversations with their team members about internal mobility, identifying passionate individuals who might be eager to develop new competencies within the organization rather than seeking opportunities elsewhere.
Think about it - who better to teach your team than the people who already understand your culture and challenges?
Learning Trend 3: Organizations Are Working to Bring a Human Touch to the Digital Space
As work continues to span both physical and digital realms, companies are getting more thoughtful about maintaining genuine connection. According to Global Market Insights, personalized learning experiences are expected to grow by 12% annually over the next five years - and for good reason. Seven in ten people say learning improves their sense of connection to their organization (LinkedIn, 2024).
What We Saw: We're seeing this firsthand in how organizations approach digital learning. Our work with AOSSM is transforming their physician education by creating an on-demand course that feels like having a personal guide. Rather than just presenting information, they're incorporating video elements from real doctors throughout their modules to share first-hand experiences. Similarly, another leader we’re working with is reimagining how they teach financial literacy by weaving personal video stories throughout their digital courses, making complex topics feel more approachable and human.
What You Can Do: To bring a human touch to digital learning, experiment with storytelling techniques that make online experiences feel more personal and engaging. One effective approach is to incorporate video testimonials or real-world scenario demonstrations that show how specific skills translate into practical workplace success. A technology company might, for example, create short video segments where experienced employees share personal stories about how a particular skill helped them solve a challenging problem, making digital learning feel more authentic and relatable.
The takeaway? Digital doesn't have to mean distant. The most successful organizations are finding ways to make online experiences feel as rich and personal as in-person ones.
Learning Trend 4: People Are Craving Cross-Team Collaboration
With 85% of business executives wanting more agile ways of organizing work (Deloitte, 2024), cross-functional collaboration has become critical. Eight in ten people say learning adds purpose to their work (LinkedIn, 2024), and we're seeing this effect amplified when different teams learn together.
What We Heard: An educational technology company recently shared with us how their siloed approach to product development was creating inefficiencies and inconsistencies in their digital learning experiences. Subject matter experts, instructional designers, and media teams were all working separately, each bringing valuable expertise but rarely combining their perspectives. When they started bringing these different viewpoints together earlier in the process, they discovered opportunities to create stronger learning experiences that neither team could have developed alone. As one leader noted, getting all the expertise into the room helped elevate everyone's contributions and led to better solutions for their users.
What You Can Do: Promoting cross-team collaboration can start with something as simple as creating intentional spaces for interdepartmental interaction. Design quarterly "innovation workshops" where team members from different departments are randomly grouped to solve a complex organizational challenge. This approach not only breaks down silos but also creates natural opportunities for diverse perspectives to merge, helping employees understand the broader context of their work and fostering a more integrated organizational culture.
Remember this: True innovation often emerges when we create structures that help different types of expertise naturally flow together.
Learning Trend 5: Leaders Are Thinking About Behavior Change Through a Learning Lens
Companies are getting smarter about how they approach change. Research shows that leaders who practice regular self-reflection have 28% higher team engagement rates, and those leaders are 23% more effective in decision-making and team management (Harvard Business Review, 2024).
What We Heard: A foundation leader shared how they're rethinking their approach to manager development. Rather than implementing traditional training programs, they're exploring how to create opportunities for managers to learn through real workplace scenarios. Meanwhile, an educational publisher is transforming how their teams work by starting with small pilot projects to test new approaches. They're taking time to understand what works before rolling out changes more broadly, recognizing that sustainable change requires both clear principles and space for teams to adapt them to their specific needs.
What You Can Do: For leaders thinking about behavior change through a learning lens, implement a practice of structured reflection. This could mean dedicating the last 15 minutes of team meetings to discussing not just what was accomplished, but how team members are growing, learning, and adapting. Encourage managers to share their own learning journeys, modeling vulnerability and demonstrating that continuous improvement is a collective, ongoing process rather than a top-down mandate. By making reflection a regular, expected part of team interactions, organizations can create an environment where learning and growth become ingrained cultural values.
The insight? Real change happens when organizations create environments where new behaviors can emerge naturally, rather than trying to force transformation through top-down mandates.
Using These Learning Trends to Look Ahead
As Carol Dweck notes, "The hallmark of successful people is that they are always stretching themselves to learn new things." The same is true for successful organizations. With 80% of L&D leaders believing that upskilling and reskilling will be a top priority for their organizations in 2024 (LinkedIn), the companies that thrive will be those that can effectively weave growth and development into the fabric of how work gets done.
These trends point to a deeper understanding of how organizations grow and evolve. The future isn't about more training programs or better platforms - it's about creating environments where development happens naturally as part of daily work.
Want to learn more about putting these trends into practice in your organization? What growth trends are you seeing in your organization? How do these patterns match your experience? We'd love to hear your perspective, so please get in touch with us!
