Learning & Development: Four Key Shifts That Could Redefine Workplace Learning in 2027

Artificial intelligence, evolving skill sets, and new learning methods: as we approach 2027, the Learning & Development (L&D) function is undergoing a profound transformation. Beyond traditional training programs, four trends are shaping a function that is poised to play a more strategic role within organizations. According to a McKinsey & Company study (2026), 31% of French employees report having received no training in the past twelve months, while 71% anticipate that the skills required in their jobs will change as a result of artificial intelligence. This paradox raises questions about companies’ ability to prepare their employees for changes in the workplace.

19 October 2026

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Executive Education

A closer look at these four trends.

1. Learning becomes part of everyday working life

Learning is no longer limited to scheduled training sessions. It is increasingly embedded in day-to-day work through on-demand resources, peer learning and digital tools. The challenge is to bring knowledge acquisition closer to practical application.

2. Real work becomes the starting point for skills development

Rather than designing learning pathways based solely on theoretical frameworks, Learning and Development professionals are increasingly encouraged to observe actual workplace practices. Understanding day-to-day activities, the challenges employees face and how roles are evolving is essential to designing relevant learning experiences.

3. Skills at the heart of HR and L&D strategies

Tracking training hours or conducting post-training evaluations is no longer enough to measure learning outcomes. Organisations are seeking to assess employees’ ability to apply their skills in real working situations. This shift calls for a rethink of learning performance indicators, potentially including certifications.

4. The L&D function must also evolve

These changes require Learning and Development leaders to develop their own skills. Aligning stakeholders around a clear vision, demonstrating strategic impact and value to the business, supporting change management, curating learning resources and monitoring emerging trends are becoming central aspects of their role.

Towards a new role for Learning and Development leaders

These challenges are reflected in RSB’s Executive Education programmes, particularly Next Chief Learning Officer (Next CLO) and Next Learning Leader, which focus on the evolving roles and responsibilities within Learning & Development.

Beyond tools and methods, one key question is emerging for 2027: how can learning and development become a genuine driver of organisational transformation?

Find out more:

Online Temps partiel

Next Chief Learning Officer: diriger la fonction L&D à l'ère de l'IA

Location : Online and Paris
Duration : 6 jours et 5 classes virtuelles
Start date : 31/03/2027
Fees : 7 950€

View the course