Take the UK, where LinkedIn’s Workplace Learning Report 2025 revealed that nearly half of learning leaders believe their executives are worried employees don’t have the right skills to deliver business strategy. That anxiety translated into action: companies invested in reskilling, micro-learning, and career development pathways. The result? Learning became less about compliance and more about opportunity.
Stories from 2025
- Hybrid learning became the norm: Organisations fine-tuned how to keep teams connected when “watercooler chats” were replaced by digital touchpoints. Managers learned that engagement required more than Zoom calls - it meant embedding learning into daily workflows.
- Lifelong learning shifted from luxury to necessity: The CIPD’s 2025 report highlighted that reskilling is now essential for organisational resilience. Employees expect continuous development, not occasional training.
- Skills-first strategies took hold: Deloitte emphasised that businesses must move beyond job titles to skills-based organisations. This reframing allowed employees to see learning as a direct path to career mobility.
These weren’t abstract trends; they were lived experiences. A retail manager balancing hybrid schedules found micro-learning modules the only way her team could stay current. A financial services firm used pulse surveys to prove that inclusive training improved retention.
Looking ahead to 2026
The conversation is already shifting. Training Industry predicts that by 2026, the rate of skills disruption will begin to level off, thanks to consistent investment in upskilling. But new challenges are emerging:
- Learning in the flow of work: Electives.io notes that embedding training directly into daily tools will be a defining trend.
- AI coaching companions: Real-time feedback and nudges will move learning from static modules to dynamic guidance.
- Power skills and inclusivity: Reports highlight that neurodiversity, accessibility, and “green skills” will dominate learning agendas.
The story here is clear: learning is no longer episodic. It’s continuous, embedded, and strategic.
How Expert LMS supports the journey
Expert LMS is built for this evolving narrative. Our platform helps organisations turn these trends into practice:
- Adaptive learning paths that personalise content to each learner’s pace and goals.
- Scenario-based practice through CreAIt simulations, giving managers real-time feedback on inclusive and strategic behaviours.
- Pulse & reporting tools that track whether learning is landing, closing the loop between training and impact.
- Inclusive, mobile-first design that ensures accessibility for neurodiverse and hybrid teams.
- Future-ready content aligned with skills-based strategies, sustainability, and leadership development.
Conclusion
The story of 2025 was about recognising that learning drives resilience. The story of 2026 will be about embedding it everywhere into tools, culture, and leadership. Expert LMS is here to help organisations not just keep pace but write their own success stories.
Resources
CIPD – Learning at Work Report (May 2025)
Findings on reskilling, employee expectations, and organisational resilience.
Deloitte – Skills-Based Organisation Insights (June 2025)
Analysis of the shift from job titles to skills portfolios.
Training Industry – Learning Predictions (October 2025)
Forecasts on stabilising skills disruption and the rise of embedded learning.
Electives.io – Learning in the Flow of Work (September 2025)
Insights on integrating learning directly into workplace tools.
PreciseHR – Neurodiversity and Accessibility in Learning (August 2025)
Guidance on inclusive learning design and accessibility best practices.
Learning Technologies – Future Skills & Sustainability (November 2025)
Conference insights on green skills and ESG-aligned training.
