With the 2026 HR and L&D Trends Survey now open through November 16, I sat down with two of the minds behind the research: David Witt, Research Partner and Director of Content Marketing at Blanchard; and Dr. Jay Campbell, Principal Researcher and Chief Product Officer. Together, they shared insights into why this year’s study is so pivotal, what they’re curious to learn, and why professionals across HR, L&D, and executive functions should take part before the survey closes.
Framing the Research Purpose
What inspired you and your team to conduct this year’s HR & L&D Trends Survey?
David Witt: This year marks our seventh consecutive annual survey, and each iteration builds on what we’ve learned before. We’re continuing to ask questions that give us longitudinal data while also introducing new topics that reflect emerging needs. For instance, we’re exploring learning design, measurement, and how organizations evaluate the effectiveness of leadership development content across different employee groups.
What excites me is that this is a global effort. We expect several hundred HR and L&D professionals from more than 70 countries to participate, which creates a rich cross-section of perspectives. It’s a way to step out of our organizational silos and see what peers around the world are doing: what’s working, what’s changing, and where challenges align.
Dr. Jay Campbell: I love that this survey offers a unique window into both stability and change. Some questions remain constant year after year, allowing us to see how trends evolve, while others shift to capture emerging priorities. The result is a powerful blend of continuity and discovery—we can watch buying patterns and learning strategies evolve and also catch new hot topics as they materialize.
Areas of Curiosity and Emerging Trends
What trends or shifts are you most curious to see emerge in the 2026 results?
Witt: For me, two things stand out: leadership competencies and learning modalities. We’ve tracked both for years, and I’m especially interested to see how they’re evolving under the influence of artificial intelligence. AI is reshaping how work gets done, not just for knowledge workers but also for leaders. The question is how to balance automation with the human side of leadership—empathy, listening, and support. We want to understand where organizations are drawing that line and how they’re preparing their leaders to adapt responsibly.
I’m also watching how learning delivery continues to shift. We’ve seen the pendulum swing from classroom to virtual during the pandemic, and now back toward blended approaches. Each year, that ratio changes. It’ll be fascinating to see how organizations are striking the right balance between in-person, virtual, and self-paced learning going forward.
Campbell: I’m curious about the two categories of questions—the longitudinal ones and the new ones. On the long-term side, I’m eager to see how buying expectations and training modalities continue to evolve. On the new side, we’re asking about how L&D professionals make purchasing decisions, who’s involved, and how those decisions vary across departments. We’re also exploring how the rise of subscription and access-based learning models is changing the field. That’s an emerging area that could reshape how organizations think about learning investment and scalability.
Anticipating Surprises
What results do you think might surprise people once the findings are released?
Witt: Every year, the surprises come from the diversity of experiences across industries. Some organizations are thriving while others are struggling with retention or engagement, and those contrasts reveal how much context matters. I’m also watching for how respondents describe burnout and well-being. There’s been so much change in recent years, I suspect we’ll see new nuances in how people are experiencing fatigue, adaptation, and resilience.
Campbell: I think people might be surprised by what the data shows about microlearning and other bite-sized approaches. Early results suggest that even though many organizations are offering these just-in-time learning options, they may not be as effective as hoped. We’ll explore whether microlearning truly delivers the desired outcomes or there’s still a gap between convenience and impact.
Benefits of Participating
Why is it important for HR and L&D professionals to participate in this survey, which is open through November 16?
Witt: The biggest benefits of participating are early access to the full report and invitations to exclusive debrief sessions with peers from around the world. This is not just about filling out a form—it’s about joining a global learning community. Each response adds another perspective to the larger story. You never know when an insight might spark the next big idea. The survey helps professionals test their own assumptions against what others in their industries are seeing.
Campbell: Taking part in the survey takes about ten minutes. In return, participants get actionable insights. You’ll receive a summary of results you can compare directly with your own organization’s experience—what’s working, where the challenges are, and how you stack up against your peers. It’s a quick, high-value opportunity for reflection and benchmarking.
Anticipated Take Aways
Once the findings are in, how will you share them? What do you hope readers will take away?
Witt: We’ll publish the full report and follow it with focused webinars and briefings that explore specific aspects such as training design, measurement, and leadership competencies. Participants will have access to deeper dives into topics such as engagement, retention, burnout, and the evolving skills leaders will need most in the years ahead.
Campbell: My hope is that these findings inspire conversation. This kind of data helps leaders realize they’re not alone; others are wrestling with similar challenges. It also fuels creativity—seeing where others are focusing can help organizations recognize blind spots and new opportunities. In short, the report is both a mirror and a map for HR and L&D leaders planning for 2026.
A Final Word
How would you sum up the value of this research in one sentence?
Witt: It’s a chance for HR, learning, and talent professionals to look up, see the big picture, and engage with a global community of peers to shape the future of leadership development.
Campbell: And it’s an invitation to contribute to that future—to make sure your voice and your organization’s experience are part of the story we tell about where the field is headed.
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Want to join in the conversation? The 2026 HR & L&D Trends Survey is open until November 16. Take the survey now: 2026 HR / L&D Trends Survey
Spend just ten minutes today to add your perspective and help shape the conversation around leadership, learning, and organizational success for the years ahead.
About the Author
More Content by Vicki Stanford
