In today’s rapidly evolving workplace, the traditional Learning Management System (LMS) is increasingly showing its limitations. As organizations strive to develop new skills and capabilities for their workforce, many are discovering that one-size-fits-all training programs no longer meet the needs of diverse, multi-generational employees working across various environments.
According to recent research, 91% of organizations report needing to develop new skills for their workforce, while 58% of the workforce needs new skills to perform their jobs effectively. This skills gap presents both a challenge and an opportunity for forward-thinking L&D leaders.
The traditional LMS was designed for a different era—one where training primarily focused on compliance and standardized skill development. Today’s workplace demands more flexible, adaptive approaches that recognize individual needs and career aspirations.
During Brown Leadership’s April 17, 2025 Executive Roundtable on “Beyond the LMS: Personalizing L&D for a New Era of Work,” senior learning and development leaders shared their experiences and strategies for creating more personalized learning environments. The discussion revealed that many organizations are finding innovative ways to supplement or replace traditional LMS platforms with more flexible, human-centered approaches.
Many current LMS platforms have become “dinosaurs with lipstick on them”—bulky, expensive systems that create significant administrative overhead without delivering proportional returns. Some organizations have found success by moving to more nimble solutions, with one company saving $100,000 by eliminating their traditional LMS in favor of more flexible tools.
The shift to remote and hybrid work has created new challenges for learning engagement. Successful organizations are implementing innovative strategies including:
Perhaps the most significant insight from our roundtable discussion was the irreplaceable value of human coaching in talent development. Even short 30-minute coaching sessions have demonstrated significant impact for high-potential leaders, with many organizations now integrating dedicated coaches into their L&D teams.
Rather than viewing technology as a replacement for human connection, successful organizations are creating hybrid models that leverage digital tools while preserving the personalized support that only human coaching can provide.
To create truly personalized learning experiences at scale, leading organizations are implementing several key strategies:
As we continue to navigate the new era of work, L&D leaders must balance efficiency and scale with individual needs and learning preferences. The future of learning is not about abandoning technology but creating thoughtful, blended approaches that combine the best of digital innovation with the irreplaceable value of human connection.
By implementing personalized learning strategies that address diverse learning styles, career aspirations, and work environments, organizations can develop the agile, skilled workforce needed to thrive in today’s rapidly changing business landscape.
Are you a senior L&D leader looking to connect with peers and exchange innovative strategies for talent development? Brown Leadership hosts exclusive Executive Roundtables that bring together forward-thinking leaders to share insights and best practices in a confidential, collaborative environment.
Our upcoming sessions will explore emerging trends in learning & development, providing you with actionable strategies to transform your organization’s approach to talent development.
Request your invitation today at brownleadership.com/executiveroundtables
