Top L&D Trends to Watch in 2026
At Tack TMI, we’ve analysed five major global studies – from Deloitte Insights, Gallup, Harvard Business Impact, the World Economic Forum (WEF), and Offbeat – to identify seven actionable trends that UK organisations should consider when shaping their learning strategies.
1. Skills Intelligence Becomes a Strategic Priority
Skills are now a board-level concern. Deloitte Insights reports 89% of executives see skills data as vital, yet fewer than half have the systems to track it. The WEF projects 44% of current skills will be disrupted by 2030.
By 2026, “skills intelligence” – mapping, predicting, and addressing capability gaps – will be essential. Expect AI-driven platforms to link learning, performance, and workforce data, turning reskilling into an ongoing, data-led process.
Key takeaway: Organisations that visualise and shape workforce capabilities in real-time will respond faster to market shifts.
2. Continuous Leadership Development Over Episodic Training
Leadership learning is moving from one-off events to continuous journeys. Harvard Business Impact notes 64% of organisations now use multi-phase programmes combining live sessions, coaching, and digital reinforcement. Gallup highlights that only 44% of managers have received formal leadership training, despite managers influencing 70% of team engagement.
Key takeaway: Leadership development in 2026 will be continuous, personalised, and embedded into daily practice.
3. Hyper-Personalised Learning Experiences
Personalisation is no longer optional. Offbeat reports 75% of L&D teams experiment with adaptive learning, while Deloitte notes AI-curated experiences deliver 30–50% higher engagement than traditional catalogues.
Key takeaway: AI-driven learning will tailor content by role, career goals, and prior experience, improving engagement, retention, and performance.
4. Human Skills Lead the Future of Work
As automation grows, human capabilities like empathy, collaboration, analytical thinking, and adaptability become critical. Organisations that develop these skills alongside technical expertise will gain a competitive advantage. Gallup research links strong development opportunities to 2.5× higher retention.
Key takeaway: Human skills will be equally valued as technical expertise in 2026.
5. Learning in the Flow of Work Scales
Micro-learning, digital nudges, and workflow-integrated tools are making on-demand learning a reality. Platforms like Miro, Notion, and AI tools now enable real-time, contextual learning.
Key takeaway: On-demand learning will be embedded directly into work, linking knowledge application to measurable business outcomes.
6. Data-Led Learning Strategy and ROI
CEOs increasingly expect clear returns on learning investments. Deloitte notes 61% require measurable impact, yet only 25% of organisations track beyond completion rates.
Key takeaway: Integrated learning analytics will connect skills data to productivity, engagement, and retention, positioning L&D as a performance driver.
7. The Evolving Role of L&D
The L&D function is moving from service provider to strategic partner. Deloitte and Offbeat highlight its role as orchestrator of workforce adaptability.
Key takeaway: By 2026, L&D will act as an internal consultancy, embedding continuous learning into business strategy and shaping culture.
Preparing Your L&D Strategy for 2026
- Invest in skills visibility – map and forecast capability gaps.
- Build continuous, data-driven learning ecosystems.
- Embed L&D in strategic business and workforce planning.
Learning will not just support business strategy in 2026 – it will be the strategy itself.
What are the top L&D trends for 2026?