In few words
In today’s fast-changing world, training is no longer about memorising knowledge - it’s about learning how to learn, managing uncertainty, and building the agility needed to face tomorrow’s challenges.
Training talents: a key challenge for every organisation
In a hyper-connected, fast-moving world where digital transformation never slows down, skills become outdated faster than ever.
To stay relevant, everyone - from leaders to young talents - must keep learning, adapting, and evolving. Technology is reshaping professions as we know them. Every company now faces the same mission: help its talents grow as fast as the world around them.
Today, lifelong learning isn’t a choice, it’s a responsibility. Each of us must develop both hard skills and soft skills, mastering not just tools but also emotional intelligence, adaptability, and creativity. And thanks to digital learning, every talent is now the architect of their own development!
Training has become a true strategic and social priority:
- For companies, it’s the key to meeting strategic goals and staying competitive. For society, it’s about ensuring everyone can access the new skills emerging across all industries.
- For individuals, it’s about taking ownership of their own employability, blending company-provided training with personal learning paths.
The new formats of corporate training : Training today comes in many forms, in-person sessions, e-learning, blended learning, serious games, ludo-therapy, “genius bars”, MOOCs, SPOCs, virtual reality, and even AI-powered adaptive learning. Learners’ expectations have changed, pushing companies to embrace a new model: ATAWADAC — AnyTime, AnyWhere, AnyDevice, AnyContent. In other words, learning should be accessible anytime, anywhere, on any device, and in any format.
These new learning modes fuel innovation and prepare talents for the jobs of the future, including those that don’t yet exist!
What are the goals of these new learning formats?
Above all, these new approaches make employees the main actors of their own growth. In France, for example, the government’s €15 billion investment in upskilling initiatives for young people and long-term job seekers highlights the importance of lifelong learning as a foundation for employability. We now talk about “learner-centric” training - programs designed around the learner’s needs and rhythm rather than the content itself.
Thanks to mobile and digital technology, learning is now flexible, mobile, and on demand. Each learner decides when, where, and how to learn - during work hours or afterwards, individually or with peers. Freedom and autonomy have become central to the learning experience.
New formats, new content!
Whatever the learning format, certain fundamentals remain: the quality of the trainers, the relevance of the content, and the impact of the learning environment.
But in the age of digital natives and Generation Y, traditional long-form training is no longer enough.
Learners seek short, dynamic, and interactive formats using the latest technology.
To foster engagement, today’s training programs mix traditional learning with collaborative and social activities — encouraging discussion, the sharing of best practices, and cross-functional knowledge exchange. And beyond skills, what truly inspires learners is the human connection — hearing experts, professors, or leaders share their journeys and experiences.
This transfer of experience sparks motivation and makes learning meaningful.
New learning methods: towards an experience-based approach
We no longer speak of “training sessions,” but of learning experiences.
Welcome to the era of mobile learning and adaptive learning : where big data, algorithms, and cognitive science combine to create tailor-made learning paths. Everyday tools now enhance learning: wikis, blogs, online communities, podcasts… Training has become continuous, interactive, and social.
Easier ROI calculation
One major advantage of digital and adaptive learning is that results are now measurable.
New formats allow companies to assess training ROI (Return on Investment) through performance indicators that track skills gained and knowledge transferred.
One of the most recognised methods is the Kirkpatrick Model, which evaluates:
- Reaction — learner satisfaction
- Learning — knowledge acquired
- Behaviour — skill transfer
- Results — tangible impact
Whatever the technology, one truth remains: in-person training is irreplaceable. Face-to-face moments create connection, foster relationships, and strengthen networks.
What to remember
Blended learning, the mix of in-person and digital training, has proven to be the winning formula. Many companies that once turned entirely to digital are now bringing back moments of real-life connection: workshops, seminars, and shared experiences.
Training seminars are no longer a break from learning, they’ve become an essential part of it. They extend “social learning” by creating time for inspiration, conversation, and collaboration. They offer not just content, but connection — and connection, after all, is what keeps learning alive. A new kind of training is emerging, one that blends technology with humanity, and transforms every learning moment into a shared adventure.
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