The role of the Chief Learning Officer (CLO) has evolved considerably over the past decade. Once a more isolated function, employee learning and development has now become a strategic driver of business growth.

In response to this change, the CLO’s position has become more important and more complex. With the nature of work rapidly changing, CLOs must stay ahead of the industry-wide challenges that continue to emerge.

In this article, we’ll look at the main challenges that CLOs are facing in 2025 and explore how these trends might shape the future of learning and development.

As the impact of L&D on business outcomes has evolved, so have the challenges that CLOs need to solve in order to broaden L&D’s reach within the business and ensure that those initiatives are effective. 

Learning and development drives both talent and business outcomes, but many organizations have yet to accept the full reach of L&D’s impact. It’s up to Chief Learning Officers to make the business case for learning and development initiatives and demonstrate how these efforts are creating measurable business value.

The key lies in programs that prioritize practical application, translating knowledge into performance that directly impacts organizational goals.

Attracting and retaining talent continue to be top priorities for organizations, especially as talent shortages affect various industries, including healthcare, manufacturing, hospitality, and restaurant/food services.

This widespread labor shortage is in part caused by a mismatch between the skills that workers currently have and the skills that employers need the most. Recent research shows that 28% of the time people are getting a certificate or an associate degree in an area where there’s no job for them. 

Learning executives need to think strategically about how to fill critical roles from within, how to retain employees longer, and how to build an employer brand that attracts high-quality talent in order to fill the skills gaps and combat these talent shortages.

Businesses only reap the benefits of learning and development if employees actually take advantage of them. At the same time, many organizations still rely on outdated education programs— such as tuition reimbursement—that are inaccessible to the average worker, resulting in low participation rates.

Outcome-driven CLOs must evaluate whether their existing L&D programs are accessible to the employee populations that need skills development the most. If the answer is no, consider reallocating those resources to a more modern workforce education program that has as wide a reach as possible.

The modern workplace is defined by volatility, complexity, and ambiguity, making it essential for leaders to navigate change with agility and resilience. Truly effective leadership demands a well-rounded skill set, combining self-awareness, interpersonal mastery, strategic business acumen, and strong organizational leadership abilities.

For learning executives, the challenge lies in identifying and implementing leadership development programs that not only build these critical skills, but also equip leaders to thrive in increasingly complex and dynamic business landscapes.

There’s a growing need to figure out how to deliver learning experiences that feel personalized to the employee and applicable to their current role, or even a future role they might take on within the organization.

Some ways to do this include:

One of the newest challenges for CLOs is the rise of AI and its impact on the workplace. AI adoption has accelerated somewhat unevenly, with frontline workers being left behind as AI is implemented into the workforce. 

To ensure that all workers are up to speed with the adoption of AI, Chief Learning Officers must ensure that their learning solutions include robust AI upskilling options for workers across all roles. 

As the workforce evolves, so must the role of Chief Learning Officer to ensure that an organization’s learning strategies are directly aligned to its people and business outcomes. The new and evolved CLO role must be poised to meet today and tomorrow’s workforce challenges. 

Looking for more workforce trends? InStride surveyed 1000+ U.S. workers to learn what they really think about employer-sponsored learning programs. Download the report for the full round up of our findings.