In the past, L&D teams may have been able to get away with creating learning content based on fixed knowledge and slow-changing company structures. But this approach no longer works for modern businesses.

The role of learning and development teams has evolved to keep up with today’s fast-changing workplace environment. New skills need to be learned faster and more frequently than ever, making continuous learning and development essential for staying competitive.

Let’s explore some of the most impactful changes L&D has made and how these shifts will shape the future of learning in the workplace.

Traditionally, learning and development teams live under the general umbrella of HR. They focus on employee training, with an emphasis on things like compliance, onboarding, generic upskilling, or leadership development for high-potential employees.

Training was often a “one-size-fits-all” and delivered periodically as a one-time event. More advanced employee education programs, such as tuition reimbursement, often existed simply to check a box in a benefits booklet rather than drive real business outcomes. There was a limited emphasis on personalization, reporting of outcomes, or continuous learning and development.

When positioned this way, L&D risks being undervalued and underfunded by the C-suite, which greatly limits its effectiveness.

So, who’s on the L&D team, anyway? Your lineup might include:

While these roles will vary from org to org and may present some overlap, L&D teams make up a cross-functional group of employees who are dedicated to employee development.

As the value of continuous learning and upskilling becomes more clear, L&D teams will be more pivotal in driving organizational growth. Let’s look at a few characteristics that make up a modern L&D team. 

Previously, L&D’s objectives were largely out of sync with business outcomes. L&D consisted of one-size-fits-all programs that couldn’t meet employee needs at different levels, they didn’t come with adequate support to help employees figure out the kind of training they needed, and they largely presented learning as a one-and-done experience.

Today, L&D programs are invested in getting employees to participate in order to drive business outcomes. They consist of learning programs that address the skills needs of the employees and the business, learning paths to promote employee advancement, and accessibility in the form of direct billing and credit for prior learning. Moving away from the one-and-done-approach, today’s L&D promotes the value of continuous learning.

The digital age has greatly expanded equitable access to learning. While traditional in-person programs remain valuable for certain roles, the growth of online learning has made it easier than ever for employees to engage in L&D opportunities. This is particularly beneficial for adult learners, who often juggle personal responsibilities that can make pursuing education while working more challenging compared to traditional college-aged students.

Additionally, advancements in technology make it possible for L&D teams to automate a lot of the manual administrative work associated with managing learning programs. This means your L&D team can spend less time on administrative tasks like processing tuition reimbursement approvals and more time on strategic work. 

L&D has shifted from being a siloed, undervalued function to a more strategic role within businesses. Effective learning programs can significantly enhance hiring, retention, and employee engagement. However, with this increased focus on L&D comes the responsibility to demonstrate tangible results. Modern L&D teams must be able to connect their initiatives to business outcomes and clearly show ROI to justify their impact.

It’s also important to recognize the cultural shift taking place within many organizations. In the past, learning may have been viewed as a one-time or occasional effort. To get organizational buy-in for continuous learning, it has to be woven into the company culture and become a natural part of the everyday employee experience.

This shift fosters a learning culture of curiosity and growth, where learning is valued and supported at all levels. 

Ready for more L&D resources? Download this skill-building guide for insight on how to build a skill-building program that drives business outcomes.