I’ve always believed that the true purpose of L&D is to create real behavioural change – not just tick boxes.

That hasn’t changed, and it never will. But as we head into 2026, the question is: how do we make that happen in a world that’s evolving faster than ever?

Here’s my take on where the focus should be and what I believe will dominate the conversation.

What should be a focus in 2026?

Managers, this one’s for you.

You play a critical role in the 70% of learning that happens on the job. Training doesn’t end when the classroom door closes – it starts there. If managers recognise the value of training and actively create space for people to apply what they’ve learnt, that’s when growth happens.

• Give your teams opportunities to practise new skills.
• Embed learning into PDPs.
• Assign responsibilities that allow people to apply what they’ve learnt.
• Talk to your people and demonstrate the importance of embedding new behaviours.
• Hold them accountable with effective coaching conversations.

Training budgets should be spent with the above in mind.

Facilitators should have pre-calls with line managers to align on objectives and expectations. Why? Because lack of line management support is one of the biggest blockers to behavioural change post-training. We’ve put this into practice at PeopleUnboxed, and the impact has been clear – those conversations set the tone, create accountability, and make embedding new skills far more effective.

What I think will be the focus in 2026.

1. AI-powered content creation.

Tools are getting smarter every day, making it quicker and easier to create high-quality learning content. Expect a surge in digital content thanks to AI. This isn’t just about speed; it’s about freeing up L&D professionals to focus on creativity and strategy rather than spending hours writing copy.

2. Personalisation through AI.

Adaptive learning that targets individual knowledge gaps will become the norm… out with “one-size-fits-all”! Personalisation means learners will get content that feels relevant and decreases those knowledge gaps, increasing engagement and retention.

3. Measurement and ROI.

Proving the value of L&D isn’t new, but expect deeper impact analysis at both learner and organisational levels. Organisations will demand hard data to justify spend, so L&D teams need to move beyond completion rates and start showing tangible behavioural and performance outcomes.

4. Coaching.

With confidence levels dipping for many, coaching will be a lifeline. It’s not just about skills – it’s about mindset. Expect coaching to become a core part of development strategies, helping individuals navigate uncertainty, build resilience, and unbox their potential in a way that traditional training alone can’t.

Reflections on my 2025 predictions.

Team effectiveness really did steal the show in 2025 (and rightly so). We saw a huge demand for collaborative team-building sessions, and it wasn’t just a trend; it was a necessity. Organisations realised that when teams work well together, the ripple effect on performance and culture is massive.

I don’t see this slowing down in 2026. In fact, I expect face-to-face sessions to continue focusing on team dynamics, problem-solving, and building trust – because no one wins alone (unless you’re playing solitaire, and even then…).

Respectful workplaces were another big theme last year, with psychological safety taking centre stage. In 2026, the emphasis on physical sessions around this may ease off, but that doesn’t mean its job done.

Organisations need to keep psychological safety embedded in their foundations and live it every day. It’s not a box to tick; it’s the bedrock of a healthy culture. Without it, everything else – from innovation to engagement – starts to wobble.

Our focus at PeopleUnboxed.

For us, 2026 is all about continuing to build a true feedback culture. We’ve laid the groundwork with psychological safety and trust – now it’s time to weave feedback into the fabric of our organisation.

Final thoughts.

L&D in 2026 isn’t just about shiny tech or trendy buzzwords. It’s about people – managers stepping up, learners feeling supported, and organisations committing to behavioural change. AI will help us move faster, but human connection will always be the differentiator.

Do you agree with me on what will dominate L&D in 2026? Do you believe managers are ready to own their role in learning and their team’s development? I’d love to chat on LinkedIn or via email.