L&D Priorities from Fosway survey: A Strategic Focus on Skills and Engagement

In today’s dynamic corporate landscape, Learning and Development (L&D) is undergoing significant transformation. Organizations are increasingly focusing on aligning learning strategies with business goals, particularly in the face of economic pressures, evolving technologies, and workforce needs.

I received Miles Run, a senior analyst at Fosway Group, and we recently shared our insights in a webinar on the changing priorities in L&D. Drawing from the latest Fosway Digital Learning Realities survey, we explored how shifting resources, technological advancements, and evolving workforce demands are reshaping L&D strategies.

This article delves into the heart of our discussion, focusing on two key areas: the shift in L&D priorities and strategies for maximizing the impact of learning content.

The New Focus in L&D—From Compliance to Skills

“For the first time in over a decade, compliance is no longer the top priority. Upskilling and reskilling are now at the forefront, signaling a clearer connection between L&D and organizational strategy.” - Miles Run, Senior Analyst @ Fosway Group

For years, compliance training dominated the priority list for L&D teams. However, a seismic shift has occurred. According to Fosway’s research, upskilling and reskilling have overtaken compliance as the top priority for organizations.

This change is more than symbolic—it reflects a growing understanding of the strategic importance of skills in addressing broader business challenges and opportunities.

Why the Shift?

The focus on skills isn’t just a trend—it’s a necessity driven by several interconnected factors.

• ‍The Changing Nature of Work  

‍Rapid advancements in technology, such as artificial intelligence (AI) and automation, are transforming job roles across industries. Tasks that were once manual are now automated, requiring employees to adapt to new tools and methodologies. Conversely, the rise of soft skills—such as communication, collaboration, and creative problem-solving—underscores the need for ongoing human-centered skill development.
Upskilling and reskilling initiatives enable organizations to future-proof their workforce. Employees equipped with modern, in-demand skills can adapt to new challenges, drive innovation, and maintain competitive advantage.‍

• Economic and Market Uncertainty:

‍As Miles noted during the webinar, economic uncertainty is a major factor shaping L&D priorities. With tighter budgets and increased scrutiny over investments, organizations are reevaluating how they allocate resources. While compliance learning remains essential for risk management, its standalone value pales compared to the measurable business impact of skills development.

Moreover, organizations are increasingly held accountable for their learning investments. Decision-makers now demand evidence of Return on Investment (ROI), and skills development offers clearer pathways to demonstrate tangible benefits, such as improved productivity, innovation, and employee retention.

If this subject interest you, I developped the budget strategies and investment trends in another article.

• ‍Skills Gaps Are Growing:

A startling 70% of organizations report significant skills gaps within their workforce. - Source : Fosway’s Digital Learning Realities, 2024

These gaps threaten the ability to deliver on strategic goals and create operational inefficiencies.

1. Emerging Skills: The rise of digital transformation has created demand for skills in areas like data analysis, machine learning, and cybersecurity.
2. Legacy Skills: Conversely, industries such as manufacturing and healthcare are experiencing gaps in traditional skill sets due to retirements and workforce transitions.

Addressing these disparities is no longer optional. Upskilling and reskilling programs directly tackle these challenges, ensuring organizations can operate effectively in today’s complex business environment.

• Business Alignment:

‍Skills development allows L&D teams to align learning objectives with organizational priorities. This creates a direct link between workforce capabilities and broader goals such as customer satisfaction, innovation, and revenue growth.

By focusing on upskilling, L&D functions become key enablers of business success.

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Challenges in Implementation

While the focus on skills is promising, many organizations struggle to deliver effective upskilling programs.

Only 12% of organizations rated their upskilling efforts as “very effective.” - Source : Fosway’s Digital Learning Realities, 2024

Many organizations struggle to identify which skills are most critical for their current and future needs. Moreover, measuring the effectiveness of skills programs—such as whether they lead to improved performance or innovation—remains a persistent challenge.

L&D teams are also often asked to “do more with less,” making it difficult to implement comprehensive skills initiatives. Upskilling and reskilling require significant investment in technology, content, and time, resources that are often in short supply.

“Doing more with less sounds simple, but it requires a mindset shift within organizations—particularly among leaders who need to champion and model learning behaviors.” - Miles Run, Senior Analyst @ Fosway Group

To bridge this gap, L&D teams must:

• Integrate skills mapping tools to align content with specific competency frameworks. Start by identifying existing skills and gaps. Use surveys, performance reviews, and AI-driven analytics tools to assess workforce capabilities.
• Emphasize personalization in learning, tailoring content to individual roles and organizational contexts. Focus resources on the skills that align most closely with strategic objectives. Invest in tools that support skills mapping, personalized learning paths, and real-time progress tracking. These tools not only streamline program implementation but also provide actionable insights to refine strategies.
• Provide opportunities for practice and feedback. Effective skills development requires integration into daily operations. Encourage managers to provide real-time coaching, embed learning into team projects, and celebrate milestones to sustain motivation.

“The opportunity for L&D today is immense. By focusing on skills, we not only prepare for the future—we create it.” - Ollie Browning, Country Manager @ Edflex

Making Learning Content More Impactful

Despite its critical role in L&D strategies, learning content often faces scrutiny. Some argue that content alone cannot drive meaningful change.

“Content will always be a key ingredient in the learning ecosystem, but it’s about how you use it to create impactful experiences.” - Ollie Browning, Country Manager @ Edflex

Reimagining Learning Content: Transforming Content into Strategic Assets

Miles and I emphasized the importance of a strategic approach to content, recognizing that while content alone isn’t the answer, it is an essential component of a comprehensive learning experience. Effective learning content must meet several criteria:

• Relevance: Content with a Purpose

Learning content must directly align with organizational goals and business priorities. This means moving away from generic, off-the-shelf libraries that lack contextualization. Instead, organizations should curate or create content tailored to their unique challenges and objectives.

1. ‍Tied to Business Goals: Content should clearly support strategic initiatives, such as closing specific skills gaps, driving innovation, or improving customer satisfaction.
2. ‍Reflecting Organizational Culture: The tone, language, formats, duration and examples within the content should resonate with the company’s ethos, helping learners see its immediate applicability to their roles.

“It’s not just about having content—it’s about the context it provides in supporting your workforce to meet the challenges of your specific industry.” - Miles Run, Senior Analyst @ Fosway Group

• Personalization: Meeting Learners Where They Are

Generic, one-size-fits-all approaches no longer suffice. Personalized learning experiences ensure that content is relevant to an individual’s role, skill level, and career path.

1. ‍Skills Mapping: By integrating content into a skills framework, L&D teams can deliver materials that match the learner's current skill set and growth trajectory. This ensures that employees aren’t overwhelmed by irrelevant information or underchallenged by content that doesn’t push their capabilities.‍
2. Dynamic Recommendations: Leveraging AI and analytics, platforms can suggest learning resources based on individual preferences, past behavior, and performance data.
3. ‍Learner Autonomy: Personalized content also empowers employees to take charge of their development, fostering a sense of ownership and motivation.

• Diversity in Formats

Today’s learners prefer a mix of formats—videos, podcasts, interactive modules, and articles. A rich variety caters to different learning styles and preferences. This approach recognizes that no single medium suits all preferences.

Formats are not just about variety for the sake of it. They are about ensuring that content resonates with learners in meaningful ways, making the experience as impactful as possible.

• Fresh and Dynamic

Stale, outdated content not only disengages learners but also risks becoming irrelevant in today’s rapidly changing work environments. Keeping content fresh and updated is a signal of quality and commitment to learners.

“One of the biggest shifts we’re seeing is the demand for content that reflects real-time industry challenges. Learners expect materials that help them navigate today’s complexities—not yesterday’s.” - Ollie Browning, Country Manager @ Edflex

• Integrating AI: The Next Frontier for Content Optimization

AI is becoming a game-changer in how organizations curate, deliver, and optimize learning content.

AI can analyze learner behavior to suggest the most relevant resources, creating a seamless learning journey. It can also provide actionable insights into learner engagement, helping L&D teams refine their strategies.

While AI’s full potential is yet to be realized, its current applications are already driving efficiency and effectiveness in content strategies. It is not just a tool for efficiency, it’s an enabler of deeper personalization and more meaningful learning experiences.

Beyond Content Consumption

Organizations can transform their content strategies from static repositories to dynamic drivers of growth.

Learning success doesn’t end with content delivery. True impact comes from application and practice. Scenarios, simulations, and real-world projects help translate knowledge into actionable skills.

How Edflex can help you?

Edflex is the perfect combo between top quality content delivered by our providers and our expertise in content curation.

As a learning content aggregator, we are able to build a content catalog on-demand aligned to your specific needs extremely fast. Thanks to this, we can answer every priority discussed in this article.

We deliver learning content from acculturation to specialization to allow every individual to develop their professional skills on a personalized, performing and experienc-oriented solution.

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The priorities for L&D are evolving rapidly, with a heightened focus on skills and engagement. This shift calls for more sophisticated strategies that go beyond compliance-driven approaches. By leveraging data, aligning content with business goals, and investing in innovative learning experiences, organizations can equip their workforce for success in an ever-changing landscape.

For a deeper dive into these insights and other topics discussed during the webinar—such as budget strategies and investment insights, AI’s role in L&D, and optimizing learning content—watch the full replay. Don’t miss the opportunity to explore actionable strategies to future-proof your L&D initiatives.

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