Whether we're talking about diversity, equity, inclusion, belonging, accessibility, or bringing your whole self to work, the worldwide conversations are pressuring organizations to become more inclusive and design an environment where individuals can thrive, while still keeping their mental health. Although in the future we might see more advanced conversations around decentralized organizations, that lack formal hierarchies, and organizations designed as communities, for now, we'll still be taking care of the basics.

Trends: DEIB, wellbeing, mental health, psychological safety, accessibility, career portfolios, sustainability, generational inclusivity, transparency, purpose-driven organizations, workplace as a community, decentralized autonomous organizations.

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In a world where change is the only certainty, lifelong learning is the key megatrend. The question is how can organizations support lifelong learning? Conversations move toward the importance of learning how to learn, supporting employees in the flow of work, going back to the fundamentals through social learning, or looking past traditional degrees and to microcredentials.

Trends: microlearning, on-demand learning, cohort-based learning, learning in the flow of work, learning paths, social learning, microcredentials, self leadership, learning how to learn.

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There are two things to keep in mind about the Digital Workplace. One is that new technology is being used in the workplace, which will affect everyone’s lives, including ours. The second one is about the effect of this technology on new organizational capabilities such as advanced digital skills, power skills, and cross-cultural communication.

Trends: automation, digital skills focus, cross-cultural competence, remote & hybrid workplace models, artificial intelligence, power skills focus, virtual reality, augmented reality, metaverse.

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As we're facing changing environments, the need for organizations to clearly identify the competencies they need, the ones they already hold through their employees, and to become more flexible and fluent in how they use them is increasing. Although now we're seeing more frequent conversations about transparent career paths and the talent marketplace, the trend of rapid teaming will also catch us as things progress.

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This megatrend is all about us, L&Ds, and the way we approach our roles. All the trends here are supporting us to move from order-takers to strategic partners.

Trends: data analytics, learning science, behavior change practices, strategy-led L&D, marketing for L&D, systems thinking.

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We don't have the time. That's something we hear in L&D quite frequently. The solution to this problem is not more content, is not more programs, but rather a more careful personalization of what learners receive on their plate. While we have started employing methods such as coaching and content curation, these methods need to be made more scalable through the use of technology, and this is where the future is going.

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