The Future of Learning & Development: Picking the right strategy for 2025: Insights from Valeriia Denysiuk, Head of Talent Intelligence & Growth

The Future of Learning & Development: Picking the right strategy for 2025

different, and honestly, if we want our teams and businesses to thrive today, we’ve got to keep adapting. That’s where L&D steps in. Our job is not limited to just training—it’s more about figuring out what people need to grow or fill the knowledge gaps, what actually helps them on this journey, and how to deliver it in the best possible way.

This article is built on a conversation with Valeriia Denysiuk, Head of Talent Intelligence & Growth at RISK. She shares how her team is transforming the way we learn—focusing less on theory and more on day-to-day relevance, personalization, and sustainable learning impact.

From ditching one-size-fits-all workshops to embedding AI and microlearning into real workflows, Valeriia walks us through what’s working, what’s changing, and how L&D is becoming a strategic tool for teams across the company.

What’s Going On with L&D in 2025

Learning That Actually Meets Practical Needs

We’re moving toward more tailored learning by focusing on stuff that makes sense for your role, your team, your problems. That could mean short bursts of learning (aka microlearning), little refreshers inside Slack, or just more one-on-one coaching sessions. Long workshops still keep their relevance in some cases, but we’re leaning more into quick, focused sessions that respect people’s time and mental bandwidth.

Tech Is the Game Changer—But People Are Still Key Players

Technology is accelerating how we deliver learning—but it's the human element that gives it meaning and long-lasting power. Here’s what we’re seeing:

• AI enables us to build smarter programs while speeding up the learning process: It drafts course outlines, surveys, even feedback forms.
• Chatbots acting as learning buddies: A quick tip from a bot is perceived more positive than a long email.
• VR for soft skills practice: Think tricky feedback convos or conflict resolution, without the stakes.
• AI coaching: It offers timely, personalized support—like feedback, prompts, or practice scenarios—without waiting for a scheduled session.

Artificial intelligence apps aren’t a replacement for professional human trainers. But they simplify L&D processes so we could focus on the inherently human things—like noticing when someone’s struggling or needs a confidence boost.

Responding to Diverse Needs

We learned the hard way that blanket training doesn’t work. So now we start with this: what’s really bugging your team?

• Support teams need help handling stress, navigating tough customer conversations, and avoiding burnout—tools they can use in the moment, not just advice after the fact.
• Marketing teams want to stay ahead of trends, move quickly, and use automation that actually makes their work easier.
• Managers are asking for ongoing, hands-on practice, not more slides, but space to build real skills through real situations.

We’re overhauling corporate training, ditching generic slides in favor of real-world scenarios, customer insights, and practical context. It’s less about checking the box, more about making it count.

But How Do We Know If It’s Working?

Training sounds great in theory—but how do we know it actually made a difference? Here’s what we try to track:

• Satisfaction: Did people actually like the training? Sentiment matters.
• Engagement: Did anyone do anything after? Sign up for more? Apply what they learned?
• Real results: We track before/after skill levels—and circle back months later to see if it stuck.

We also run reflection sessions, which honestly, are some of the most insightful parts. People open up, share their results, and it helps us keep improving.

Expanding into New Markets? L&D Has to Flex

Expanding into new markets isn’t just about adaptation slides. It’s about rethinking how people learn, connect, and grow in different contexts and environments.

Cultural Deep Dives

Understand how people give feedback, what kind of learning they value, and how they like to be managed.

Local Partners

Trainers, consultants, even platforms—if they know the market, lean on them.

For us, LinkedIn and YouTube proved to be excellent platforms for finding local partners. With their help, we ran a series of cross-cultural sessions tailored to the needs of different teams. From recruitment interviews and one-on-one meetings to giving feedback that lands well across cultures, we covered a lot.

You can undoubtedly explore Erin Meyer’s research independently (it’s a valuable resource), but collaborating with individuals who are deeply familiar with the local context helps establish the right tone from the outset. It's a much better approach than having to fix miscommunications later on.

To-do List for Team Prep

• Market research
• Attending local conferences
• Using AI to gather and analyze data

Tool Adaptation

Stay flexible with your tools—if Google Forms doesn’t resonate, switch to alternatives like Mentimeter that better fit local preferences.

When L&D flexes to fit the local culture, tools, and pace, learning actually lands—and that’s when growth gets real.

How We Know If Learning Actually Works

For too long, success in learning was measured by one simple indicator: attendance. But showing up doesn’t guarantee growth or change. Today, we focus on three key measures:

Satisfaction

Was the learning truly helpful? Did it provide just insights or practical skills?

Engagement

Did participants try something new or apply what they learned?

Sustainability

Three to six months later, what has actually changed? Are new behaviors or mindsets made it to real work situations?

Beyond metrics, we encourage reflection—not just feedback forms, but real conversations. Because often, the most meaningful learning happens after the session ends. By shifting focus from attendance to practical knowledge application, we ensure learning drives goal-oriented transformation.

Advice for Fellow L&D Leads (Mid-2025 and Beyond)

L&D lead trying to stay relevant, responsive, and rooted in what really matters.

• Stay close to the data, but even closer to people. Leadership reports are gold—read them often. They’ll give you early signs of what’s shifting. But always pair that insight with what you're hearing on the ground.
• Challenge your own playbook. What worked last year might already be outdated. Keep asking: Is this still serving our people? Is this still solving the right problem?
• Think in quarters, not years. Annual roadmaps feel like a luxury now. The pace of change is too fast. Plan with flexibility in mind—shorter cycles, faster feedback loops.

In order to deepen your understanding of modern leadership and learning strategies, consider these insightful resources:

Global Leadership Forecast 2025 by DDI — a comprehensive look at the future of leadership and workforce trends.

Creative Confidence: Unleashing the Creative Potential Within Us All by Devid Kelly — a guide to unlocking creativity in individuals and teams.

Learning Speed: How to Boost Workforce and Business Performance by Nelson Sivalingam — a practical book on accelerating learning impact.

For hands-on tools and platforms, explore:

• GLocoach — coaching and leadership development solutions.
• Articulate 360 — an all-in-one e-learning authoring platform.
• OttoLearn — microlearning technology designed to improve knowledge retention.

Keep learning human. Embrace empathy with trust and momentum, and you’ll help people grow ready and confident for whatever lies ahead.

Final Thought

We’re not trying to be perfect. We’re just trying to be curious and connected to what people actually need, and make sure learning doesn’t become another checkbox. If we can keep that up—and bring in the right tech and the right heart—we’ll be alright.