Spoiler alert!  As we’re finalising the new 2014 Learning Trends report, some really key findings stand out as deserving of a quick heads up for those of you waiting for your advanced copy.

In last year’s Learning Trends Survey senior L&D practitioners were keen to tell us how positively they felt about the impact they believed their function was having on corporate performance. They also reported that their ability to meet learning needs was on the increase too. In 2014, these are now the two strongest positive trends across the new Learning Trends 7 survey which tells us L&D people are convinced they are doing lots of things right. But is this right?

L&D has suffered from a poor public image in recent times, with Capita’s 2010 report Learning to Change  focusing heavily on the “L&D lag” and lack of confidence amongst senior leaders in their own L&D team’s ability to operate as a crucial part of post-recession recovery. The Capita report pulled no punches in its assessment of L&D’s precarious position, which unsurprisingly resulted in some firm rebuttals from industry commentators.  What would Capita discover if they asked the same questions of the same leaders now? Would the picture be any different?

If the findings of our latest Learning Trends survey are anything to go by, it is clear that L&D professionals, as a group, are now exhibiting an even stronger sense of self-confidence. This is all very well, but the community needs to use that confidence to continue building alignment between L&D strategy and organisational business goals. If this is done successfully, L&D leaders will start to garner real influence and confidence from their organisation’s top tier of executive decision-makers.

We’ll be publishing the full 2014 Learning Trends report at the end of April, where you’ll find more on this key L&D debate. In the meantime, just as Dan Pontefract says in his excellent L&D focus piece,  Dear C-Suite: , what actions are you going to take to re-educate your organisation’s top level decision-makers about the value L&D can offer?

The UK Learning Trends report is our most popular download, so if you haven’t already checked out the report, you can download the previous one here.

Now tell us what you want to see in our 2014 Learning Trends report and get your copy first

As we draw together the full findings from our survey you can help shape the focus of the new report by telling us which of these key topics you are most interested in hearing more about:


Learning Trends 101 If you’ve not heard about the UK Learning Trends survey, here’s a quick summary to get you up to speed:

Who is it for? Although the survey is completed by L&D professionals with management and budgetary responsibility, the resulting report is relevant for anyone who is interested in the latest learning and development trends emerging in the UK – so L&D and HR practitioners at all levels within organisations as well as external consultants.

What does it do? The survey tracks the views and opinions of senior and middle-management UK based L&D practitioners. We collect information about L&D’s overall impact and status, how the L&D budget is spent, how support for learning is organised as well as what the key business drivers and priority areas of focus are for L&D.

How can it help me? The survey aims to support L&D practitioners in their roles by informing them about the latest trends across the wider L&D landscape in the UK. Key questions for readers of the report to consider would be how their organisation’s L&D activity compares with the report findings, and whether their choice of L&D delivery fits with what other organisations are reporting. Furthermore, when it comes to the latest trends in learning delivery, is your organisation ahead of the game?