Our team recently reviewed an article by Growth Engineering on the 16 trends they expect to dominate learning and development in 2022. In this blog post we’re weighing in on these developments within the industry and what we believe will be important in shaping up the rest of 2022 and beyond.  We’ve split our review of these trends into 2 parts, so stay tuned for the second part next week.


Although virtual training has been around for a while, the pivot to complete virtual delivery was thrust upon us all due to the pandemic. This change highlighted a gap in many companies’ technical skills and resources. As a result global investment in digital transformation is set to almost double between 2022 and 2024 according to a LinkedIn Workplace Report which also detailed that L&D budgets have increased by 57% in the last year.

At TLG we were able to quickly embrace this change, as we’ve been using technical platforms and apps for a while now. This change in delivery did allow us to try and test many more tools that you can read about in our Tackle the Tech blog posts. As some people and companies start to go back to face-to-face settings, we anticipate the next natural progression in delivery systems will be a hybrid environment.


The pandemic has had a huge impact on the way we work and how we manage talent. The shift to remote working and increased digitisation has forced a change in employee skill set requirements and revealed skills gaps in many organisations.

According to a McKinsey & Company survey, 87% of organisations are experiencing skills gaps currently or expect them within the next five years.

The journey for L&D professionals to upskill has accelerated and is constantly evolving. TLG has been upskilling folks across different focus areas – from designing learning activities, to using storytelling to facilitate better, and transferring learning from the classroom to on-the-job. We believe reskilling and upskilling will continue to be a key focus area in the next few years as we define the “new normal” in our work environments. Tech skills are no longer an option, but a must-have, as we adopt technology to manage this hybrid working landscape.


Our formative educational and learning environments have always been social, so why change that as adults? In fact, LinkedIn’s 2021 Workplace Learning Report suggests that social learning features, like Q&A, course shares, and learning groups, can make your learners watch 30x more hours of learning content.

While the last two years have been extremely challenging in the L&D space because of widely distributed and disconnected teams, we noticed that collaboration among participants has been helped by the move to the virtual format. Colleagues from across geographies, functions and time zones have been able to collaborate and learn together and have fun doing it.


Personalised experiences have been growing in demand for years, across all industries and training experiences are no exception.

Adaptive learning systems use a data-driven approach to adjust the path and pace of learning, enabling the delivery of personalised learning at scale. As AI and AR continue to develop and the industry moves towards more journey-based and fewer event-based interventions, we believe adaptive learning has significant scope to help personalise these journeys.  This will ultimately ensure that each of your learners goes through the most effective learning path for their unique needs.


With busier workdays and demanding home lives, it isn’t easy to motivate learners to engage in long training sessions. Filtered reports that employees currently devote just 24 minutes per week to learning, which is just 1% of the total time they spend at work.

Micro-learning is a way of teaching and training employees in ways that take comparatively less time but ultimately reach the intended goal. Add this to the aforementioned trend of personalisation and you have a power combo to get the most out of those 24 minutes a week.

It’s also why we, at The Learning Gym, love using micro-learning – it creates higher learner motivation, and it helps to make the “bites” different and interesting.


Growth Engineering predicts that Artificial intelligence (AI) and immersive technologies, including Augmented Reality (AR), Virtual Reality (VR), Mixed Reality (MR) and Extended Reality (XR), will continue to grow in popularity over the coming years in all fields and industries and have the potential to shift the online learning landscape too.

We agree this technology’s impact on the L&D industry will increase, as these innovations evolve, and their implementation costs continue to decrease. As our ultimate goal is to deliver truly immersive and engaging experiences that gratify our learners, we will continue to adopt relevant new innovations as they emerge.


Almost 84% of the global population has a smartphone and their usage has evolved far beyond just calls and texts. With most companies developing apps to keep up with the trend, including banks, delivery services, travel bookings and more, there isn’t much you cannot do on a smartphone. Therefore, it only makes sense to extend mobile capabilities to the world of L&D.

We have worked with participants from all over (and we really mean all over) the world, with very different connection bandwidths.  This has challenged us to get creative and innovative with designing for different levels of technology including mobile tech.

While we see the mobile-first trend growing steadily over the next couple of years, there is currently still some room for improvement. We discuss 6 of our most used tech tools in this blog article {link} and as you will discover, although popular platforms, not all of them are mobile friendly, and there’s nothing worse than spotty tech during a training session.


Advancements in all sorts of technology is causing our world to evolve quickly. What worked yesterday, might be redundant tomorrow. We believe it’s why big data will hold even greater importance in the years to come.

Big data is generated when a user or admin interacts with a learning system. For example, when participants complete learning objects, their progress, results, and any additional data created and collected during the module is considered to be part of “big data”.

Big data analysis can be leveraged when looking at evaluating the effectiveness of our learning interventions and can be tremendously useful in identifying gaps in the learning. This in turn helps us to make better decisions about our content or training programme as a whole and allows us to stay on top of our learning strategies.

It’s clear from these first 8 trends that technology is having a big impact on how the L&D industry, and learning in general, is evolving. We now think virtual is already on its way to morphing into hybrid. This has been our experience so far, but we’re keen to hear what you think.

Stay tuned for 8 more trends, in next week’s blog post. Make sure to subscribe to our blog newsletter to be the first to know when we publish new posts.

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