2026 L&D Trends Report: Insights from Learning Leaders

Goal setting is one of the most evidence-backed practices in management. So why do so many employees still feel unclear once goals are set? On January 15, Fractional Insights is hosting a live roundtable with Benjamin Granger (Qualtrics) and Colby Kennedy Nesbitt, Ph.D. (Lattice), Shonna Waters, PhD (Fractional Insights), to unpack what’s breaking down in real performance systems and what leaders can do differently during annual planning. Registration link in the comments 👇 #PerformanceEngineering #GoalSetting #EmployeeExperience

We’ve been digging through the 2026 industry reports so you don't have to. Bottom line? The old way of L&D is hitting a wall. Now it's all about access, speed, and proving that every pound spent actually moves the needle, not "more" content. What’s actually shifting? We’ve narrowed it down to 5 researched trends that are currently sitting on the desks of People Leaders. (Swipe through for the breakdown). The common thread we’re seeing? Friction is the enemy. Whether it’s budget constraints or tech that’s too slow to deploy, the winners this year will be the ones who keep things lean and inclusive. Which of these is your biggest priority this quarter? We'd love to hear if you're seeing the same shifts in your organisation. Comment below⬇️ #learninganddevelopment #workplacelearning #corporatetraining #lms #lmsforbusiness #AlisonforBusiness #Alison

The most costly gap in business is the gap between perception and reality. What leaders believe is happening inside an organisation often differs from how work actually unfolds day to day. This disconnect leads to decisions based on assumptions rather than evidence. PrOH Modelling developed by researchers at Aston University, helps teams surface this hidden reality. Built on the principles of #SoftSystemsMethodology, it examines real human activity and decision-making to reveal where systems truly succeed or break down. 👇If you want your organisation to lead with clarity, register your interest via the link in the comments. #ChangeManagement #OrganisationalTransformation

Most bad decisions aren’t wrong, they’re incomplete. I learned this watching how large organizations make “smart” choices that quietly fail six months later. The analysis was solid. The intent was right. The outcome still missed. The gap was systems thinking. Take a firm like McKinsey & Company. Their edge isn’t better slides, it’s how they force leaders to see second- and third-order effects. A pricing change isn’t just revenue. It affects customer behavior, sales incentives, operations, and brand trust. Decisions are made in context, not isolation. Without systems thinking, leaders optimize locally: Cut costs → lose talent Add features → increase complexity Move faster → create downstream bottlenecks With systems thinking, tradeoffs become visible before they’re expensive. The shift is simple but powerful: Don’t ask, “Will this work?” Ask, “What does this change touch over time?” Before deciding, map one step beyond your function. Identify who absorbs the consequences you don’t see. McKinsey & Company LinkedIn MIT Sloan School of Management Where might a broader system view improve the quality of your next big decision?

Activity metrics aren’t wrong, but they’re often incomplete. When they become proxies for success, organizations lose sight of what actually drives performance. Evaluation should help leaders decide what to reinforce, remove, or redesign. Anything less is just reporting. Which slide feels most uncomfortable, and why? Go deeper inside the Kirkpatrick Collective, where this framework becomes practice not theory. #KirkpatrickModel #LearningEvaluation #PerformanceDriven

Every January, leaders roll out new systems with big hopes: cleaner data, simpler workflows, better ways of working. And yet… a few months later, spreadsheets resurface, workarounds return, and shadow systems quietly take over. What if adoption didn’t fail because people resisted change, but because old habits were still being rewarded? In this blog, Aaron Poh unpacks why most technology initiatives stall, how habit loops drive behavior more than training ever will, and what it really takes to move from accidental adoption to adoption by design. If your organization has invested in new tools but hasn’t seen the behavior change you expected, this one’s for you. 👉 Read the full blog here: https://lnkd.in/g9m7PSUk #ChangeManagement #UserAdoption #DigitalTransformation #Leadership #Associations #Habits

Every January, leaders roll out new systems with big hopes: cleaner data, simpler workflows, better ways of working. And yet… a few months later, spreadsheets resurface, workarounds return, and shadow systems quietly take over. What if adoption didn’t fail because people resisted change, but because old habits were still being rewarded? In this blog, Aaron Poh unpacks why most technology initiatives stall, how habit loops drive behavior more than training ever will, and what it really takes to move from accidental adoption to adoption by design. If your organization has invested in new tools but hasn’t seen the behavior change you expected, this one’s for you. 👉 Read the full blog here: https://lnkd.in/g9m7PSUk #ChangeManagement #UserAdoption #DigitalTransformation #Leadership #Associations #Habits

How ready is your organization for the 100-Year Economy? Demographic change is no longer theoretical: • Customers are ageing — and staying longer • Careers now span 5–7 life stages • Workforces are becoming age-diverse • Longevity risk is reshaping demand, delivery, and regulation Yet most organizations have never assessed their longevity readiness in a structured way. To support leaders at the start of the year, Wellthspan Advisory is sharing its Longevity Readiness Diagnostic — free of charge. This executive self-assessment helps organizations: • evaluate readiness across strategy, products, customer experience, culture, and regulation • identify strengths, gaps, and exposure points The diagnostic is intentionally pragmatic — designed to spark leadership discussion and prioritisation, not to deliver abstract theory. #longevityeconomy #readiness #demographicchange

We are measuring more than ever, yet many leaders feel less confident about what is actually driving performance. This carousel walks through a hard truth for L&D: data volume has increased, but insight has not always followed. If evaluation is going to earn its place at the table, it has to move from reporting activity to shaping decisions. Swipe through and reflect on where your organization is today. Learn more about the Kirkpatrick Collective: https://lnkd.in/eEf4GHzv #LearningImpact #EvaluationStrategy #KirkpatrickModel #PerformanceInsight #LDCulture #LeadershipDevelopment

Thanks, Kirkpatrick. This indeed hits home. We are swimming in data… yet leaders still ask: “So what actually changed?” In many organisations, evaluation has become a reporting exercise instead of a decision-shaping tool. Measurement should not start after training; it must begin before a single course is approved, through clear expectations (ROE) and defined performance outcomes (ROI). When evaluation is integrated into the three training phases, data stops being noise and begins to become management intelligence. The question every HR & L&D leader should be asking is not: “Did we measure?” but “Did what we measured help leaders decide what to do next?” Push-back for you: If your systems still only collect smile sheets and attendance, you are not “measuring”; you are documenting activity. That is not a strategy. #TrainingEvaluation #SayYesToMeasurement #SayYesToEvaluation #SayYesToROE #SayYesToROI