How AI is rewriting L&D strategy and what will happen in 2026
2025 will be remembered as the year that learning and development didn’t just evolve, it accelerated. The rapid introduction of AI into learning workflows, the rise of learning engineering thinking, and a new focus on measurable business impact have reshaped how organizations design, deliver, and evaluate learning. Across industries, L&D teams sit at the intersection of design, data, and science and are responsible for delivering not just learning experiences, but performance, culture, and customer outcomes.
As I look back at the dozens of conversations, articles, and real-world projects I’ve worked on this year, from global onboarding to AI-powered personalization, performance thinking, and adaptive simulation, one message is clear. That means the future of L&D is no longer content-centric. Data-driven, performance-driven, and AI-enhanced. Below is my year-end reflection on the biggest changes of 2025 and what we have to prepare for in 2026.
Looking back at the L&D shift in 2025
1. AI moves from a “nice-to-have” to a learning workflow itself
Until now, AI has been at the edge of L&D, helping draft content and generate questions. But in 2025, AI has become the infrastructure layer for learning.
Adaptive onboarding journeys automatically adjust based on learner confidence and performance signals. AI-powered simulations have replaced the large-scale role-plays that used to take place in classrooms. Knowledge assistants supported employees by reducing their dependence on tribal knowledge. The learning engineering team began building a complete ecosystem leveraging data pipelines and feedback loops.
This year’s breakthroughs weren’t about flashy AI tools; they were about AI quietly reshaping everyday learning workflows within companies.
2. LX → CX has become a board-level strategy
One of the biggest mindset shifts in 2025 was the realization that the customer experience begins with a learning experience. The company finally admitted that:
Engaged learners become confident employees. Confident employees deliver better outcomes for customers. Better outcomes drive business growth.
L&D now plays a direct role in de-escalation, improving CSAT, improving resolution accuracy, and increasing front-line performance. This trend will deepen in 2026.
3. The rise of learning technology
2025 marks the mass adoption of learning engineering thinking.
Continuous iteration has replaced one-time course development. Data streams influence daily decisions. Human-centered design meets evidence-based learning science. AI-powered measurement, personalization, and testing.
L&D teams began to transform into learning product teams that focused on results over outcomes.
4. The evolution of measurement: From scorecards to performance signals
Thankfully, the industry has finally moved on from this situation.
Completion rate. Smile sheet. One-time survey.
And in the following direction:
Real-time behavioral data. A measure of the time it takes to reach full potential. Simulation performance curve. Behaviors that can be observed in the workplace. Business KPIs as learning outcomes.
L&D leaders of 2025 have adopted continuous influence loops rather than end-of-course reports.
5. Global onboarding has become more modular, more adaptive, and more AI-driven
This year, global organizations moved onboarding from a monolithic “course dump” to an adaptive, skills-first, role-specific effort. Some of the major trends include:
Core and local onboarding architecture. Accelerate functionality with AI simulation. Performance-based graduation rather than calendar-based certification. Individual practice and nudges.
What’s the result? Significantly reduce time to competency, increase engagement, and smooth transition to role mastery.
6. Redesign the L&D team itself
In 2025, new roles have been created, including:
Learning Engineer Data-Driven Instructional Designer AI Simulation Designer Performance Consultant Learning Product Manager
In many companies, L&D teams are organized more like technology product departments than traditional training departments.
What L&D professionals need to prepare for 2026
If 2025 was the year of L&D acceleration, 2026 will be the year of accountability, integration, and scale. Here’s what to expect and how to stay ahead.
1. Highly personalized learning paths will become the norm, not a luxury.
AI builds real-time learning maps that adapt at a micro level.
Something that the learner puts into practice. What they skip. What they repair. How quickly they progress!
Prepare designs for adaptability, not linearity.
2. AI simulation will replace 50-70% of traditional hands-on activities
L&D teams need to learn:
Scenario writing. branching of behavior. AI roleplay calibration. Performance rubric. Simulation scoring.
Mock practice can be the biggest differentiator in employee performance.
3. Performance thinking becomes central
The Six Boxes® model has long been a cornerstone of performance consulting, and it will become mainstream. L&D is expected to diagnose:
environmental factors. process blocker. reinforcement gap. Enabling Manager. Expectations of behavior.
Training will no longer be the default solution.
4. Measurement = data pipelines, not dashboards
Measuring impact depends on:
API integration. Performance data stream. Moment-by-moment behavioral signals. Pattern recognition with AI.
L&D must learn to speak the language of data engineering as well as analytics.
5. Content becomes less important and context becomes more important
In 2026, learning value will come from:
Personalization Workflow Real-time Support Nudge System Predictive Guidance
The “course first” mentality will become even weaker.
6. AI governance, data ethics, and trust will become L&D priorities
Companies expect their L&D teams to:
Build safe and ethical AI learning solutions. Clarify concerns about copyright and datasets. Reduce hallucinations. Maintain learner privacy.
L&D will be the responsible steward of AI in the workplace.
Final reflection: 2025 will be the year L&D becomes strategic, 2026 will be the year of transformation
The L&D narrative is changing. It’s no longer about creating content. It’s about shaping capabilities, delivering performance, and driving business transformation. As we head into 2026, successful companies will be those where L&D becomes a learning-driven growth engine rather than a support function. As L&D professionals, we have never had a bigger or more exciting opportunity.
Let’s look forward to a year where bold, innovative AI accelerates. Build a learning ecosystem that truly advances people and organizations.
