Sinead Heneghan
CEO, Learning & Development Institute
A survey reveals learning and development’s (L&D) rising strategic role in AI literacy, leadership, skills and measurable ROI as Irish organisations move from learning intent to real business impact.
The Learning & Development Institute (L&DI) is the professional body for learning and development in Ireland. Its role is to strengthen L&D practice and its contribution to people, organisations and the world of work.
The latest L&DI Member Survey, drawing on responses from 158 organisations, shows L&D becoming increasingly central to workforce capability, leadership, transformation and future readiness. Looking towards 2026, several trends stand out.
AI demands discernment
AI and digitalisation are becoming more prominent, but the challenge is moving beyond adoption. Members highlight growing concerns around ethics, risk and governance alongside the opportunities AI creates.
For L&D, the task is twofold: using AI effectively while building the wider workforce’s AI literacy, confidence and judgement.
Human skills still matter
Leadership and management development remains the strongest learning priority, followed by soft skills and resilience, AI, data and digital capability.
Organisations are not choosing between human and technical capabilities. They need both. Leadership, adaptability and resilience must develop alongside increasingly sophisticated digital skills.
Investment brings accountability
There are positive signs for investment, with 62.5% of respondents expecting L&D spend to increase over the next year. Yet, demonstrating impact remains a challenge. While 87.5% measure participant reaction, only 43.8% measure results and just 10% use a formal ROI methodology.
For L&D to strengthen its strategic influence, measurement must move beyond participation towards evidence of changed capability, performance and business outcomes.
They need both. Leadership,
adaptability and resilience must develop alongside increasingly sophisticated digital skills
From intent to impact
The 2026 outlook is not one of reduced complexity. Members anticipate continued resourcing pressure, financial constraints, skills gaps and change fatigue alongside accelerating technology adoption.
The opportunity for our profession is to move from strategic intent to demonstrable impact: becoming more evidence-led, more connected to organisational priorities and better equipped to build the capabilities workplaces need next.
The future of L&D is not simply about delivering more learning. It is about developing people and organisations for what comes next and demonstrating the difference that makes. Turn learning into business impact.
