The 2026 L&D Global Sentiment Survey

What does the global L&D community really think about AI, job security, strategy, and the future of the profession? In this podcast episode, we’re joined by Donald H Taylor, author of the Global Sentiment Survey and a leading voice in workplace learning. Don dissects the biggest shifts in this year’s data – from the cooling of AI hype to rising anxiety, expanding roles, and the pressure L&D teams are under to evolve quickly in uncertain times.

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Top insights from the 2026 survey

Don’t have time to listen now? Here’s a quick summary of what you’ll learn in this episode:

• The AI “fever dream” has finished – Interest hasn’t disappeared, but the rapid acceleration and hype around AI has peaked.
• Overwhelm has turned into dread – The mood has shifted from confusion to deeper anxiety about jobs and long-term change.
• L&D’s role is expanding – Broader influence brings opportunity, but also the danger of being stretched too thin.
• Learning is shifting away from courses – Teams are moving toward smaller chunks of learning and performance support in the flow of work.
• Strategic space matters more than ever – More space is needed to pause, prioritize, and breathe.

1. The AI “fever dream” has finished

AI is still the number one topic in L&D, but this year’s survey shows the emotional intensity around it has settled. Rather than chasing headlines or reacting to hype, L&D appears to be entering a more grounded phase. This plateau is a positive sign. It suggests that AI is moving from fascination to integration, from novelty to necessity.

“The news is that the accelerating progress of artificial intelligence has stopped. It has topped out… And I think we can say that the AI fever dream has finished, but that doesn’t mean that AI is over. It simply means that our fascination, or more accurately, the fascination of the people answering the poll has peaked.”

2. Overwhelm has turned into dread

Three years ago, the dominant feeling in L&D was confusion and overload. Teams were trying to understand what AI meant and how quickly they needed to respond. Now, the survey responses suggest something deeper and more unsettling. The emotional tone has shifted from short-term overwhelm to longer-term concern, particularly around job security, professional identity, and the broader impact of technological change.

“I’d say there’s a sense of not what we had three years ago, which was overwhelm, the sense that people didn’t know what was going on, and that AI was changing everything. There is some of that. But more disturbingly and deeper, I think, there’s a sense of dread, of fear, of existential crisis… people are really worried about a whole bunch of things, particularly about their jobs, but also about the quality of learning and about the state of the planet, all of which again comes back to AI.”

3. L&D’s role is expanding

The survey suggests that L&D is broadening its remit, becoming more involved in areas like culture, wellbeing, and strategic influence. On the surface, this expansion looks positive. It signals greater visibility and relevance within organizations. But it also introduces tension. If teams try to do too much, they risk losing focus and being perceived as generalists rather than specialists.

“There is always a risk that if L&D is doing a number of things rather than a handful of things, that it’s seen as being a jack of all trades and a master of none… certainly L&D’s role seems to be expanding, and that goes against the challenge of people finding that their role seems to be at risk.”

4. Learning is shifting away from courses

One of the clearest signs of progress in L&D is how learning is evolving in practice. The survey reveals how teams are moving beyond large programmes toward smaller, embedded interventions that support people in the flow of work. This shift reflects a stronger alignment between learning and performance.

“People are now shifting away, I think, from courses and designing big chunks of content through to much smaller elements… they are producing stuff that is around microlearning journeys. And there is also an area of performance support that’s been focused on. Call that learning in the flow of work, if you will. I’m not sure that it genuinely is learning, but it’s helping people do their jobs better.”

5. Strategic space matters more than ever

Perhaps the most powerful insight from this year’s survey is not about tools or trends, but time. In an environment of constant change, the ability to pause, prioritize, and think strategically may be L&D’s most valuable capability. L&D professionals are juggling competing demands, reacting to immediate needs, and constantly troubleshooting. This makes strategic thinking a luxury rather than a priority. Yet without time to step back, teams risk being permanently reactive.

“People are feeling overwhelmed because there is so much going on, and they are fighting fires and trying to take care of things all the time… In order to get a strategic view of what’s important and to prioritize all those things coming to your desk, you need a bit of time to breathe.”

In summary

If 2025 was about reacting to AI, 2026 feels like the year of reckoning. The excitement has plateaued, the pressures are clearer, and the role of L&D is expanding under scrutiny. But that clarity is powerful. With sharper focus, smarter prioritization, and space to think strategically, L&D has the chance to define its value on its own terms – not just respond to external change.

Learn more in our webinar

If you’re curious what the full data revealed beyond the headlines, register for our upcoming webinar, where Donald explores the complete findings.

About Donald

Donald H Taylor is the founder and lead researcher of the L&D Global Sentiment Survey, an influential annual study that captures the pulse of the learning and development profession worldwide. He is a recognized commentator, organiser, writer, and researcher in workplace learning and learning technologies. Donald chairs the Learning Technologies Conference in London and has spent decades helping the L&D profession understand and respond to emerging trends.

Connect with Donald on LinkedIn.

Request your copy of the Global Sentiment Survey 2026.

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