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6 Key Learning & Development Trends for 2023

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All of these learning styles have seen an increase in the past few years largely due to a combination of both developing technologies and changing attitudes towards individuality. 

But quite frankly if none of these 6 L&D styles are included in your plan, in 2023 you will be left behind...


Have you ever sat through hours of training desperately trying to retain attention? Or felt the heavy weight of brain fog impose on you following intense training in a new role? 

Micro-Learning has been gaining popularity within the L&D space for a number of years but it is set to gain even more momentum in 2023 and will combat all of the above! 

Short, sharp sessions that focus on one area for the participants to develop and the individual's needs.  

According to a report from Forbes Insights, “by 2023, more than 75 percent of organisations will have implemented some form of micro-learning as part of their learning and development strategy.”

Personalised Learning 

This leads nicely on to more personalised learning. With more awareness and information around neurodiversity, personalised learning is growing in popularity and is set to be at the forefront of every development plan in 2023. 

By creating a personalised learning journey for each individual, you are better equipped to create checkpoints where you can accurately measure progress. Personalisation also allows for more flexibility if the participant requires more help in some areas than others. 

AI-powered learning platforms are also being used to provide personalised learning experiences. Machine learning is able to use data to get a better understanding of each individual's requirements, and then matching learning possibilities to their skills. 

Anonymous Learning 

In contrast to personalised learning we have anonymous learning. Anonymous learning allows employees to participate in learning activities without revealing their identities. This is particularly useful to prevent employees not asking for help or the question when they feel as though they should already know it. 

Generally employees are more likely to participate if they feel comfortable and supported and anonymous learning can really benefit less extroverted or confident participants, who might worry about speaking in group settings. 


Gamification is the use of game mechanics or components to engage participants in learning. Essentially this technique reverts back to teaching in the same way we were taught as children in our early development stages. 

It is a great way to include fun and incorporate team bonding into your learning and development plan. While also being another method that can help combat difficulties some neurodiverse participants might have. 

Experiential Learning 

According to a recent survey by Deloitte, 70% of respondents said that they prefer “hands-on, experiential learning to traditional classroom-style training.”

Experiential learning is simply the act of learning by doing. Something that has been practised in recruitment since the dawn of time. But what we are expecting now, is a more refined approach to experiential learning.  

Experiential Learning can also include virtual or augmented reality: VR has seen rapid growth in the past couple of years in many areas and this gives the opportunity to practise experiential learning even when working outside of the office environment. 

Social Learning 

On the complete opposite end of the spectrum to anonymous learning we have social learning. It's fair to say there is a place for both of them in your learning and development plan. Social learning is conducted in a group setting and is a great opportunity for peer-to-peer knowledge sharing. But you will want to carefully consider the levels and skill set of the individuals in your group. 

If you are looking to expand your L&D function or thinking about how to build it out for the first time contact Sachin Ruparelia.