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Introducing The State of Learning & Development 2025: Why L&D’s Role Looks Very Different From Before
L&D isn’t what it used to be—it’s become the engine that helps businesses move forward.
That’s one of the big takeaways from our new report, The State of Learning & Development in 2025: Maturity, Metrics, and the Momentum for Change.
For years, learning teams have been at the heart of growth: onboarding new hires, keeping compliance on track, and building skills where they matter most. Those priorities still matter. But in 2025, they’re just the starting point.
Today, learning leaders are shaping careers with clear paths forward, keeping people engaged to reduce turnover, and proving business impact by linking learning directly to ROI and performance.
The role of L&D has grown from program delivery to business-critical strategy—and the organizations that embrace this shift are the ones setting themselves apart.
From L&D ‘Support Act’ to Strategic Partner
As you probably know (and experienced!), L&D was once seen as the team behind the scenes. Today, it’s stepping into the spotlight as a true partner in solving business challenges.
We’re seeing big changes, including:
- Boosting retention by showing employees clear and achievable paths to growth.
- Driving productivity by offering learning that fits naturally into daily work.
- Strengthening inclusion by making learning more accessible, relevant, and reflective of diverse real employee needs.
- Supporting adaptability by giving people the skills they need to be future-ready
- Using data to guide decisions by measuring outcomes that matter—from skill growth to internal mobility—and using those insights to shape future strategies.
- Connecting employee learning to performance so leaders can clearly see how development activities are influencing business outcomes.
Creating a culture of continuous learning where employees expect and value development as part of their everyday work experience and overall well-being.
Some may still think L&D is “just training,” but that view is fading fast.For those with their eyes well and truly open, the focus is now on making learning truly count for their people and for their organization.
What’s Driving the Change in Learning and Development in 2025?
So, what’s driving the change in L&D in 2025? Pressure is coming from every direction. Employees want meaningful development. Businesses want measurable impact. And technology makes connecting the two easier than ever.
This means more L&D teams are diving in headfirst, rethinking strategies, and expanding their tech stacks to keep pace.
But not everyone’s there yet. Our research shows most teams sit at an “intermediate” level of maturity—structured programs, but not fully optimized for outcomes. Only a third describe themselves as “advanced.”
Whether you see that as a gap or as momentum, one thing is clear: the space between where you are and where you want to be is full of opportunities.
How Leading L&D Teams Are Achieving Measurable Results
Across industries, the L&D teams making the most impact aren’t just working harder; they’re working smarter. They don’t focus on one-and-done training programs. Instead, they’re aligning learning to strategy.
Here’s what sets them apart:
1. Starting with business goals
Rather than rolling out single courses, high-maturity L&D teams start with the big picture. Every program is tied to outcomes that matter—like increasing sales, improving service quality, or reducing churn—so leaders see the value right away.
2. Connecting technology for richer insights
Disconnected systems make it hard to prove impact. Leading teams integrate their LMS with HR, performance, and engagement platforms so they can connect the dots between learning, retention, and progression.
3. Broadening the definition of employee learning
Top teams recognize that people learn in different ways. They blend courses with microlearning, peer coaching, mentoring, and on-the-job practice so development feels natural, ongoing, and relevant.
4. Measuring what matters
The most successful L&D teams don’t stop at tracking completions. By focusing on improvements in skills, confidence, and performance, they show how learning moves the needle on both people and business results.
Why L&D Strategy Starts with the Right Mindset
At LearnUpon, we’ve long believed that tools and tactics are important, but they’re only as effective as the mindset behind them. And our report proves this.
The best L&D leaders don’t ask, “What course can we run?” They ask, “What will help our people succeed today—and tomorrow?”
And that shift is paying off. We found that 91% of teams say they already measure program impact, and many are moving beyond activity metrics to outcomes such as skills development and knowledge retention, employee development and mobility, and retention.
The mindset guides what you measure, and what you measure shapes the programs you build.
Learning and Development Trends Defining 2025
Yes, the role of L&D is evolving fast. But that’s good news!
It means learning leaders now have more influence than ever—not only in shaping how their organizations perform, adapt, and grow, but also in creating a workplace where people choose to stay and do their best work.
This year, standout teams will:
1. Treat retention as a learning outcome
Not just a byproduct, but a measurable goal that sets the tone for how programs are built and evaluated.
2. Shift from activity metrics to business language
Talking about impact in terms of sales, service quality, or retention—not just completions and attendance.
3. Put well-being on the learning agenda
Recognizing that burnout and disengagement are learning issues too, and building strategies that support both performance and people.
4. Embrace AI as a partner, not a replacement
Using AI and automation tools to personalize learning at scale, while keeping human connection at the center of the experience.
5. Tie development directly to career mobility
Making it crystal clear how today’s skills open doors to tomorrow’s opportunities inside the business.
For L&D, 2025 isn’t just another year on the calendar. It’s a chance to shape the future of work—one learning experience at a time.
The future of L&D: Want the full picture?
In The State of Learning and Development in 2025: Maturity, Metrics, and the Momentum for Change, we share the data, trends, and real-world insights from 600 L&D leaders across the U.S., U.K., Australia, and New Zealand.
Inside, you’ll find:
- Where teams are seeing the biggest gains in learning maturity
- Benchmarks to see where your strategy stands today
- Insights into the capabilities leaders are prioritizing next
- Practical ways to connect learning with measurable business outcomes
- The learning and development trends to look out for
Click the image below to get your copy and see how your team compares—and where the biggest opportunities still lie.
