As the world of work shifts, so too are our roles in learning and development (L&D). L&D professionals must evolve by acquiring new skills while refining the foundational competencies that will remain essential. Given this issue’s focus on skills, I’m using this column to explore the key competencies and skills that L&D professionals will need in the future.

New Skills for the Future

Digital Literacy and Tech Savviness

The importance of technical skills is only growing. L&D professionals must master digital tools and technologies, from artificial intelligence (AI) to data analytics. Preliminary results from Training Industry’s latest Career and Salary Survey indicate that those using AI across key responsibilities earn, on average, 11% more. Embracing these tools allows for personalization, scalability and data-driven training, enhancing our effectiveness and positioning L&D as strategic partners.

Development Tips: To stay ahead, prioritize learning the basics of AI and data analytics. Take online courses and attend webinars and other events to build a strong foundational knowledge. Experiment with small projects to get hands-on experience, and don’t underestimate the power of peer learning. Stay curious about new tools in the L&D space, ask your friends and colleagues about the tools they’re using and how they’re using them, and share what’s working — and what’s not.

Adaptability and Agility

With rapid technological change, L&D professionals must adapt quickly. Agility in mindset and execution is essential, from pivoting training formats to embracing new tools. A flexible approach helps L&D leaders not only keep up with change but drive it.

Development Tips: Schedule time to regularly assess your current strategies and processes. Cultivate a growth mindset by seeking feedback, testing new approaches and reflecting on your lessons learned. Practicing flexibility in day-to-day tasks will help develop the agility you need when bigger changes come.

Timeless Soft Skills for L&D Professionals

Strategic Thinking

Strategic thinking remains a cornerstone of L&D success. It enables professionals to align training initiatives with broader organizational goals, driving both business results and L&D’s strategic impact.

Development Tips: Engage in cross-departmental discussions. Understand your company’s overall goals and ask stakeholders for concrete examples that demonstrate success in each business objective. Regularly review your training programs to ensure they address the long-term vision of the organization, not just immediate needs.

Collaboration and Communication

L&D professionals must collaborate with HR, IT and business leadership to ensure training programs align with goals. Strong communication is vital for advocating for L&D initiatives and building trust across the organization.

Development Tips: Be proactive in engaging in discussions with other departments. Focus on developing listening skills and articulating how L&D initiatives can support broader business objectives. Practice asking clarifying questions, repeating back what you heard to ensure you got it right and probing to understand deeper meaning. Ensure your message is understood as well by asking for understanding, using common language (no L&D jargon) and revising your most critical messages until they are succinct.

Emotional Intelligence

Emotional intelligence is essential in adapting programs to the needs of learners and stakeholders. This human element drives better engagement, understanding and outcomes.

Development Tips: Build your emotional intelligence by practicing self-awareness and self-regulation. Empathize with stakeholder challenges, asking yourself, “What is motivating for them? How are they feeling about this challenge?” Adjust your approach accordingly.

Continuous Learning and Growth

L&D professionals must invest in their own development, staying current with trends, technologies and best practices. Committing to continuous learning ensures that you remain effective and ready to meet new challenges in the future.