As we approach 2025, the corporate learning and development (L&D) landscape is undergoing a paradigm shift. Companies, particularly those ranked in the Fortune 500 Top 50 and high-growth sectors, are prioritising evolving L&D strategies that not only promote individual growth but also align with broader business objectives.
At the recent “Moving Forward” event held by BTS Thailand, over 100 human resources and L&D leaders gathered to explore innovative strategies for starting 2025 with renewed momentum. Here are the key trends I shared and their strategic implications for business leaders:
1. Personalised learning paths to empower your workforce: The traditional approach to learning, often based on classroom workshops, is increasingly outdated. Many organisations still rely on a one-size-fits-all model, which limits the ability for employees to practise and apply new skills in meaningful ways.
Employees now seek personalised learning journeys that align with their individual career goals and aspirations. Rather than focusing solely on organisational objectives, the emphasis is shifting towards empowering employees to navigate their personal growth and bridge skill gaps. Companies that prioritise personalised learning increase employee engagement, loyalty and satisfaction, leading to lower turnover rates.
Next Moves for 2025: Invest in tailored learning paths that match both employee ambitions and organisational goals to foster a more motivated and future-ready workforce.
2. Structured mentorship programmes to build your leadership pipeline: With late-Gen X leaders nearing retirement, mentorship programmes have become more critical than ever. These programmes facilitate knowledge transfer while nurturing the next generation of leaders through structured mentor-mentee relationships. By training both mentors and mentees, organisations ensure the seamless sharing of knowledge and prepare emerging leaders to step confidently into leadership roles.
Next Moves for 2025: Implement formal mentorship training programmes to establish a strong leadership pipeline, ensuring future leadership continuity.
3. Digital literacy and AI training to equip teams for technological advancement: AI and digital tools are revolutionising business operations, and it’s essential for companies to prioritise digital literacy across their workforce. Training should not only focus on improving basic tech skills but also on harnessing AI for decision-making, productivity and data-driven strategies. Organisations are now carrying out assessments to gauge current digital proficiency and target areas for growth.
Next Moves for 2025: Incorporate digital literacy and AI training at every level of the organisation to improve productivity and position your company as a tech leader.
4. Soft skills revitalisation to strengthen core business interactions: As the demand for technical expertise grows, soft skills like communication, collaboration and emotional intelligence (EQ) are equally critical for business success. These skills enable better teamwork, resilience under pressure, and meaningful interaction in a fast-paced environment. In particular:
- Communication: The era of long emails and drawn-out meetings is fading. Organisations are reimagining communication strategies to resonate with Gen Z and younger employees, favouring concise and impactful interactions.
- Collaboration and teamwork: Amid the push for high performance, fostering teamwork ensures that speed and quality are maintained without silos hindering progress.
- Emotional intelligence (EQ): Heightened stress and pressure have diminished EQ. Revitalising EQ training helps employees manage stress better and maintain composure in challenging situations.
Next Moves for 2025: Leaders should actively model and cultivate these skills within their teams by integrating soft skills training into daily practices, encouraging open communication, and reinforcing collaboration and emotional intelligence through real-time feedback and mentorship. This proactive approach will help build cohesive, agile and innovative teams.
5. Inclusive leadership training — Embrace diversity for better outcomes: There is no such thing and there should be no such thing as one-size-fits-all leadership development training. Leaders are trained to work effectively across generational and stylistic divides, fostering inclusivity and unity. The ability to lead with empathy and adaptability is vital in a diverse workforce, enabling leaders to harness varied experiences and perspectives.
Next Moves for 2025: Prioritise training that enhances empathy and adaptability, enabling leaders to confidently guide their teams. Develop a leadership approach that addresses the unique needs of each team member by fostering active listening, encouraging open dialogue, and appreciating diverse perspectives. By embracing this inclusive approach, you’ll drive innovation, enhance team cohesion and elevate your organisation’s reputation as an employer of choice.
6. Continuous feedback culture — Promote real-time improvement: Annual or semi-annual performance reviews are becoming obsolete. High-performance organisations now favour real-time feedback loops, akin to coaches on the sidelines during a game. This immediate approach boosts motivation, aligns actions with organisational goals, and promotes rapid course correction.
Next Moves for 2025: Assess whether your current feedback systems encourage ongoing dialogue and adaptability in a fast-paced business environment. Shift focus to real-time feedback, fostering a culture of continuous improvement and flexibility to ensure your teams remain aligned and agile in achieving business goals.
GLOBAL CORPORATE PRIORITIES
Beyond Learning & Development, leading global companies are aligning their entire strategies around the following focus areas:
Agility: Maintaining agility to swiftly respond to market needs and customer demands remains a top priority. Organisations are re-examining their understanding and application of agile methodologies.
Employee engagement: Sustained engagement hinges on transparent feedback and recognition. Structured, ongoing dialogue helps employees feel valued and prevents surprises during evaluations.
Diversity and inclusion: True diversity encompasses more than visible traits. Companies are fostering environments where varied personalities and ideas are appreciated and integrated, amplifying collective strengths.
Technology integration: Data-driven decision-making is becoming a norm, with technology and analytics informing problem-solving at every level.
Upskilling and development: Upskilling is paramount as job roles evolve. Clear benchmarks guide employees on their current skills and pathways to growth, ensuring roles like marketing and sales adapt to technological changes.
At BTS Thailand, we help organisations stay ahead of these trends through our 456 Smart Learning model, which ensures that learning directly ties to measurable business outcomes. This approach empowers leaders to turn L&D investments into strategic wins, driving both growth and performance.
As we move forward into 2025, it’s clear that while some trends may feel familiar, the context has shifted. Methods and approaches are evolving to meet the future needs of work. Organisations that embrace innovation, align learning with strategic objectives, and prioritise holistic growth will lead the way in the next era of business success.
Arinya Talerngsri, Local Partner & Managing Director at BTS Thailand (formerly SEAC), part of the BTS Group, a leading global strategy implementation firm, is passionate about revolutionising education and creating opportunities for Thais and people worldwide. Executives and organisations looking to collaborate or learn more about leadership development, talent development, succession planning and organisational transformation can contact her directly at [email protected] or visit her LinkedIn profile
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