We are now halfway through 2024 and it’s a good time to reflect on the key learning topics of the year. Despite AI’s omnipresence across the industry, I’ve deliberately avoided focusing on the topic. It’s undeniably a key talking point – but there are valuable trends that deserve some attention.  

So, here are five key topics– that have nothing to do with AI – that are making an impact across the L&D industry: 

 

1. Storytelling for data

The power of storytelling is not just for crafting engaging learning content but also for presenting data in a meaningful and impactful way.  

By using storytelling techniques, L&D professionals can transform dry, numerical data into compelling narratives that resonate with stakeholders and drive action. This clarity can facilitate better decision-making, alignment with organisational goals, and convincing arguments for budget deployment. 

This approach can help L&D teams share insights from learning data in a way that paints a clearer picture to internal stakeholders, facilitating better decision-making, alignment with organisational goals, and convincing arguments for budget deployment. Relaying information in this way helps to foster a deeper understanding of the data's implications and can inspire more informed decision-making processes within the organisation. 

 

2. Learning personalisation

While personalisation through automation and analytics can enhance learning effectiveness, a balance of formal and informal learning is required for successful personalisation. 

Effective personalisation is not just about delivering tailored content but also providing learners with a blend of structured, curated materials and opportunities for self-directed, informal learning. By combining top-down, formal training with bottom-up, informal channels like social learning, peer collaboration, and reflective practices, organisations can create a personalised learning ecosystem that caters to diverse learning preferences. 

This approach empowers learners to take ownership of their development journey while still providing guidance and structure. It acknowledges that true mastery often occurs through a combination of structured knowledge acquisition and applied experiential learning.

 

3. L&D: From cost-centre to value-centre

By aligning learning initiatives with business strategies, measuring impact through robust evaluation methodologies, and collaborating cross-functionally, L&D can position itself as a strategic value driver. This shift involves not only adopting a more strategic mindset but also leveraging data and fostering cross-functional partnerships to quantify the return on investment of learning programs. 

As organisations increasingly recognise the strategic value of learning and development, L&D teams must evolve from being perceived as a cost centre to becoming a value-generating function. This transformation requires a shift in mindset, where L&D initiatives are meticulously aligned with broader business objectives and strategies. By implementing comprehensive evaluation methodologies and leveraging data-driven insights, L&D professionals can quantify the impact of their programs on key performance indicators, such as productivity, employee retention, and organisational growth. 

 

4. Smart approaches to fast business evolution

Fostering human development to enable change enactment emerged is a crucial role for L&D in the face of rapidly evolving business landscapes. 

As L&D professionals, fostering a culture of continuous learning, experimentation, and adaptability is vital for organisations to thrive. This involves not only equipping learners with the necessary skills and knowledge but also empowering them to drive positive change within their organisations. Adopting an agile mindset, embracing cross-functional collaboration, and prioritising progress over perfection can help L&D teams navigate the changes ahead effectively. 

 

5. Holistic, accessible learning experiences

Delivering a holistic learning experience that considers learners' mental health and well-being is another developing theme, reflecting the increasing recognition of the interconnectedness between personal and professional development.  

As L&D professionals, fostering a culture of continuous learning, experimentation, and adaptability is crucial for organisations to thrive in today's rapidly changing business landscape. This involves not only equipping learners with the necessary skills and knowledge but also empowering them to drive positive change within their organisations. Adopting an agile mindset, embracing cross-functional collaboration, and prioritising progress over perfection can help L&D teams navigate the changes ahead effectively. 

 

BONUS: (Alright, I fibbed...) The emerging critical lens around AI

It is so ubiquitous, I had to give it at least some airtime. From my perspective, AI continues to be one of the hottest topics in L&D and beyond. However, this year, the discussion has shifted from AI being a risk to job security to being primarily viewed as a time-saving tool. There is more to come here, and I am not sure L&D have gotten the best out of this technology yet. 

As AI continues to evolve, L&D must look beyond surface-level applications and explore how it can drive transformative changes in learning design, delivery, and analytics. While AI offers immense potential, we expect that L&D professionals will be looking for vendors who approach it with a critical mindset, focusing on practical use cases that align with organisational goals and learner needs, rather than simply adding ‘AI-powered’ to the front page of their branding. 

 

To summarise

Storytelling should be used beyond the learning itself and applied to add meaning to learning data for powerful stakeholder buy-in. 

New, multi-touchpoint approaches to learning personalisation are increasingly sophisticated, offering more real personalisation 

The first essential step to getting anywhere with demonstrating learning's business impact is through cross-functional collaboration – step one is to break down those silos! 

Major organisational change is often best supported by an L&D function that can create an environment for curiosity and creativity. 

Prioritising learning experiences that integrate mental health, accessibility, and well-being empowers learners and drives engagement and resilience. 

And, when it comes to AI, right now, it is a game of incremental innovation. Look for use cases that are immediately practical and relevant, and, if necessary, seek support from vendors who can help you find these.  

With these points in mind, you can develop strategic learning experiences that prepare your people and your organisation for the future. 

 

Tom Griffiths 

Practice Head at Sponge Learning