In previous articles, we saw that training no longer competes for "more content," but for better execution. The next step is moving from "delivering learning" to "activating performance" at the exact moments where the business wins or loses. In 2026, the problem isn’t a lack of training. The problem is that, even with training, execution remains inconsistent: everyone solves problems "their own way," errors are repeated, and results depend on who handles the case. Smart training shifts the focus: it doesn't design to cover topics; it designs to standardize critical decisions that drive business KPIs.

In 2026, training stops being measured by completed courses and starts being measured by execution. Organizations achieving real impact don’t train by topic: they design learning around the critical moments where decisions are made, errors happen, and business results are defined. The Real Problem L&D Faces Today In this new stage of L&D, the conversation no longer revolves around “what course is missing,” but around a much more relevant question for the business:

In 2026, organizations are rethinking a key question: How should training support real work and business results? For some companies, this means optimizing what they already have. For others, it means taking the first step toward digital training. But the starting point is the same: the focus is no longer on producing more courses or expanding catalogs, but on training smarter. We are talking about learning experiences designed to be relevant, timely, and directly aligned with business objectives, not academic agendas or vanity metrics. When Instructional Design expertise is combined with AI-driven technologies, training teams can boost performance, improve decision-making, and generate insights that actually matter to the organization—without adding unnecessary complexity or losing the human side of L&D.