University of Kwazulu-Natal

Reimagined Learning Development In The Future Of Work

Bonisiwe Shabane
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reimagined learning development in the future of work

Heather Stefanski is Partner and Chief Learning and Talent Officer, and is based in the Southern California office Ben Hall is Partner and global leader of McKinsey Academy, and is based in the Boston office Jake Gittleson is a senior expert, Learning Design, coleader of McKinsey’s Research and Innovation Learning Lab, and is based in the Chicago office Jessica Glazer is an Expert, Learning Design, and co-author of the R&I Lab Trends Report. She is based in Dublin, Ireland June 17, 2025We’re at a turning point.

The way we think about learning and development is changing— and fast. If you find value in content like this, sign up for my Talent Edge Weekly newsletter. Follow me on LinkedIn! The McKinsey Research and Innovation (R&I) Learning Lab reviewed over 45 global learning trend reports across various industries. A team of senior leaders analyzed data, identified themes, debated findings, and shaped perspectives on the future of people development. One standout insight: forward-looking organizations are embedding learning into work—not treating it as a separate or scheduled activity.

Instead of asking employees to pause work to learn, they integrate learning across the employee experience—from hiring and onboarding to daily tasks and performance feedback—making work itself a primary vehicle for development. It’s a shift from viewing learning as a destination to seeing it as a thread woven through everyday activity. Still, many employees experience learning as disconnected from their roles. Instead of asking “How do we get people to make time to learn?”, leading firms now ask, “How do we make the challenges of work spark growth?” By embedding development into workflows and interactions,... Each of the report’s three sections—including one on responsible AI—ends with practical actions for leaders, managers, and individual contributors to enable learning. Want to stay informedabout Chief Human Resources Officer(CHRO) hires andpromotions?

Become amember of CHROs on the Go. DISCLAIMER: The views and opinions expressed on brianheger.com are solely my own (Brian Heger) and those of the original authors and do not represent the views or opinions of my employer. Asking the better questions that unlock new answers to the working world's most complex issues. EY helps clients create long-term value for all stakeholders. Enabled by data and technology, our services and solutions provide trust through assurance and help clients transform, grow and operate. Strategy, transaction and transformation consulting

Climate change and sustainability services EY Nexus: business transformation platform “Today’s employees increasingly look for growth to be a natural part of their work experience, rather than an added obligation. However, in many organizations, learning and development can still feel like something outside of daily responsibilities—activities that require stepping away from “real work.” For leaders, this presents both a challenge and an opportunity: to... A promising approach involves identifying the tools, processes, and platforms employees use most frequently and adapting them to promote on-the-go learning.” https://lnkd.in/ecYnHfTW As a SHRM Member®, you’ll pave the path of your success with invaluable resources, world-class educational opportunities and premier events.

Demonstrate your ability to apply HR principles to real-life situations. Stand out from among your HR peers with the skills obtained from a SHRM Seminar. Demonstrate targeted competence and enhance your HR credibility. Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace. From AI to hybrid teams, the forces shaping the future of work and learning are rewriting the rules of employee development. Traditional training models are falling short.

The next generation of workplace learning will need to be faster, smarter, and deeply embedded in daily work. According to CIPD’s Learning at Work 2023 report, “44% of workers’ current skills are expected to be disrupted in the next five years — and learning is one of the most common strategies organisations are using to adapt”. Learning and development is no longer optional; it's core to business strategy. So here's the question every L&D leader should be asking: Is your learning and development strategy ready for what’s next? The future of work is no longer a distant concept—it's here.

With rapid technological advancements, the rise of hybrid work models, and changing employee expectations, organizations must evolve to stay competitive. Learning and Development (L&D) professionals are at the forefront of this transformation, responsible for equipping employees with the skills they need to thrive in this new landscape. In this article, we'll examine the emerging trends shaping the future of work and provide strategies for Learning and Development professionals to prepare their organizations for these changes. The global shift to remote and hybrid work has fundamentally changed the way organizations operate. Employees now expect greater flexibility, and organizations are increasingly adopting hybrid work models that allow people to split their time between home and the office. This trend presents both opportunities and challenges for Learning and Development professionals, who must now deliver training that is accessible, engaging, and effective in a hybrid environment.

By embracing the trend for work, Learning and Development professionals can provide employees with learning experiences that are adaptable, accessible, and highly relevant to the modern workplace. As automation, Artificial Intelligence (AI), and other technologies reshape job roles, upskilling and reskilling are becoming critical priorities for organizations. According to the World Economic Forum, by 2025, 50% of employees will need reskilling due to changes in job requirements. L&D professionals must therefore focus on building comprehensive upskilling and reskilling programs that prepare employees for the digital-first world. By proactively addressing skills gaps and preparing employees for future roles, L&D professionals can ensure their workforce is ready to adapt to technological changes and stay competitive. SVP and Head of Communications, Media & Technology

Visit Cognizant Synapse, our reskilling initiative. AI is moving fast. Our bimonthly LinkedIn newsletter helps you do the same. Subscribe for breaking AI news and actionable insights. This decade has placed learning and development at a pivotal crossroads, marked by rapid changes reshaping how work gets done. As the traditional concept of jobs erodes, companies are transitioning to a skills-driven model where employees are valued not just for their roles, but as dynamic contributors with a constantly evolving set of skills...

We are entering a new era where skills are the currency that drives organizational agility and growth. As highlighted by the “World Economic Forum’s Putting Skills First Report,” nearly 50 percent of all employees will need reskilling by 2025, and companies that prioritize skills development are better positioned to adapt to... To stay competitive, leaders must understand the skills they currently possess, the skills they need and how to cultivate a culture that enables continuous upskilling. Rather than distinguishing between “hard” and “soft” skills, organizations should adopt a more future-oriented approach, viewing them as durable versus perishable. Durable skills—such as critical thinking, leadership and emotional intelligence—provide long-term value and are foundational to navigating the complexities of work. In contrast, perishable skills, like proficiency with specific software, have a shorter shelf life but are still essential for immediate needs.

This skills-driven perspective empowers organizations to strategically invest in skills that will sustain growth, while also maintaining the flexibility to adapt to the rapid pace of change. For individuals, it offers a mindset shift away from static roles, encouraging a view of themselves as agile, ever-evolving professionals capable of shaping their own career paths. Leveraging technology without losing the human touch

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