Survey: Learning Industry Experts Share Challenges

The AI Revolution: Why Culture Holds the Key to Success

Becoming an AI-Driven Leader: The Strategic Framework 

As [attention spans](https://thegrowthfaculty.com/articles/attention-span-and-learning-is-faster-always-better) get shorter and work cultures change with [hybrid work](https://thegrowthfaculty.com/articles/leadershiphybridworkplace) and [integration of AI](https://thegrowthfaculty.com/articles/the-ai-revolution-and-culture), so too must learning evolve - not just in content, but in mindset. 

To better understand the state of organisational learning today and where it's heading, we surveyed a community of seasoned learning professionals.

The findings are a snapshot of what's going on in the workplace when it comes to professional development, and it's a wake-up call for action (_particularly_ for leaders).

The survey of **91 respondents** included **44 industry experts** and **47 learning and development champions**. With an average survey time of 18 minutes, their insights run deep - drawn from hands-on experience across facilitation, coaching, instructional design, and strategy. 

Respondents are working across a wide array of industries from **financial services and government** to **technology, healthcare, and education**. 

Most engage with clients through **coaching and mentoring**, **facilitating workshops**, and **consulting on learning strategy**. 

In short, this is a collective with a front-row seat to how learning is showing up in organisations and where it’s falling short.

Who Took Our Learning Survey

Organisations are talking the talk but it's apparent that few are walking the walk.

While **72%** of respondents said their organisation has a defined learning strategy, only **19%** believe it is _truly embedded_ in their culture. 

The barriers are familiar, yet persistent: lack of time, lack of executive buy-in, and weak links between learning and business strategy. 

As a few respondents put it: 

_“They say learning is part of the culture — but don’t fund it, model it, or measure it.”_ 

_“Leaders still see learning as a luxury, not a necessity.”_

_“If it’s not tied to performance or business goals, it gets dropped first.”_

If it IS part of the strategy, if runs the risk of sitting as a dot point in a dusty file. 

Growth Faculty Head of Learning Barbara Harvey says having a strategy "on paper" isn’t enough. 

She says learning must move beyond policy and into practice - integrated into the flow of work (or, at least, the rhythms of work), into leadership behaviours, and into decision-making.

Insight 1: There’s a Disconnect Between Strategy and Action 

There’s a strong and consistent call from learning professionals: stop treating learning like a line item and start treating it like a lever for performance. 

The most requested mindset shift? 

From **compliance and cost** → to **growth, talent retention, and performance**. 

Leaders are more responsive to potential risks than to vague promises of future benefits.

For example, most leaders would be concerned if their hybrid team members planned to leave because they weren't getting continual signals of [inclusion](https://thegrowthfaculty.com/articles/Creating-Equitable-Workplaces) and belonging (something [hybrid learning](https://thegrowthfaculty.com/articles/hybrid-learning-in-the-workplace-the-great-debate) can help with, if done well)

Learning professionals are urging a stronger link between learning and **measurable outcomes** like KPIs, engagement, retention, productivity, and innovation. 

Or, in the words of one respondent: 

_“Learning isn’t a break from work — it **is** the work.”_ 

As Barbara puts it, “When learning is positioned as a 'nice to have' or in addition to someone’s workload, it can automatically be de-prioritised.” 

> _“Learning needs, a re- brand within organisations. And it comes from the top: Time learning is time well spent.”_

Insight 2: Learning Must Be Repositioned as an Investment, Not a Cost 

If we want learning to thrive, not just survive, we need to close the gap between intent and action. This means: 

*   Embedding learning into the **fabric of daily work** 
*   Accepting the [future of learning](https://thegrowthfaculty.com/articles/what-is-the-future-of-workplace-learning) will need to be an enjoyable **social experience** 
*   Aligning programs with **strategic priorities and performance goals** 
*   Framing learning as a **value creator**, not a cost centre 

> _“The role of learning and development teams is now to connect the dots between learning initiatives and business outcomes, not just workforce capability development.”_ 

Organisations that succeed will be those that **invest** \- not just in content or technology, but in cultivating a learning culture where development drives outcomes. 

Now is the time to shift the conversation and the impact. 

As one participant so aptly put it: 

> “Change thinking from Expense to Investment in People.”

What This Means for L&D Leaders 

When we approach professional development as a collaborative activity rather than a solo pursuit, we don't just build knowledge—we build stronger teams.

Our live learning sessions are designed with these principles at heart. They're not just about delivering information; they're about creating spaces where teams can discover together, challenge each other, and build the shared understanding that drives real innovation.

## Download our 2025 program

Want to keep up with the latest ideas and thinking from the brightest minds in the world?

Download our blockbuster [2025 Program](https://ideas.growthfaculty.com/l/1071223/2024-06-12/5q9w34)! Growth Faculty’s live virtual learning sessions feature some of the world's most influential thought leaders in business and leadership, many of them focusing on AI, change leadership, and adaptable leadership.

Events are added regularly, so keep up to date by signing up for [our newsletter](https://ideas.growthfaculty.com/l/1071223/2024-07-24/5qfgl1) and see what’s on offer for [Growth Faculty members](https://join.thegrowthfaculty.com/#plans).

Growth Faculty also offers a great value [Enterprise plan](https://thegrowthfaculty.com/#plans) for larger companies to develop leadership skills in teams of 20 or more employees.

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Survey: Learning Industry Experts Share Challenges

Survey Shows Under 1 in 5 Have Learning Embedded in Their Culture

Keep informed
Stay Inspired

Survey: Learning Industry Experts Share Challenges

Survey Shows Under 1 in 5 Have Learning Embedded in Their Culture

Keep informedStay Inspired

Keep informed
Stay Inspired