Learning and development teams are facing a turning point. Ravinder Tulsiani explains what needs to change to stay useful and effective. From using smart technology to making learning quicker and easier to access, it is time to move on from the old ways and build something that really works today
Learning and Development professionals are facing an existential choice – evolve or become obsolete. Just as Netflix revolutionised entertainment by leveraging AI, data and on-demand content while Blockbuster clung to outdated models, L&D must decide whether to embrace innovation or fade into irrelevance.
L&D must embrace on-demand, AI-powered and immersive learning to stay ahead
The rapid advancement of AI, quantum computing, humanoid robotics and immersive technologies is reshaping how people learn. Traditional training methods – static e-learning modules, lengthy instructor-led sessions and rigid LMS-based structures – are no longer sufficient. Employees and learners now expect on-demand, personalised and intelligent learning experiences that adapt to their needs in real-time.
The question is: will L&D professionals seize this moment to innovate, or will they hold on to outdated strategies, much like Blockbuster did in the face of streaming services?
The technologies driving the shift
New tools are transforming what’s possible in L&D – here are five leading the charge.
1. AI and machine learning: The era of personalisation
AI-driven algorithms can predict learning needs, curate content and personalise training experiences – similar to how Netflix suggests shows based on user behaviour. Imagine AI-powered adaptive learning paths that analyse an employee’s skills and automatically recommend courses tailored to their role and career aspirations.
- AI-generated learning content reduces development time.
- Smart chatbots and virtual tutors provide real-time support.
- AI-powered analytics identify skills gaps before they become business risks.
2. Quantum computing: The next leap in learning analytics
Quantum computing, though still emerging, has the potential to process complex learning data at unprecedented speeds. This could redefine adaptive learning models, allowing for real-time adjustments based on employee performance and engagement.
- Hyper-accurate learning predictions.
- Advanced simulations that can process massive datasets instantly.
- Faster decision-making in workforce upskilling.
3. Humanoid AI and robotics: The future of coaching and training
Humanoid AI and embodied AI assistants will soon become learning companions, guiding employees through complex decision-making processes, leadership development and hands-on technical training.
- AI-driven mentors for soft skills development.
- Humanoid robots for realistic simulations in high-risk environments.
- Real-time coaching and feedback, removing the need for human trainers in repetitive learning scenarios.
4. Blockchain and decentralised learning credentials
Traditional credentialing systems are slow, fragmented and prone to fraud. Blockchain can revolutionise skill verification by providing tamper-proof, decentralised learning records.
- Digital wallets for lifelong learning credentials.
- Instant verification of skills for hiring and promotions.
- A shift from degree-based hiring to competency-based hiring.
5. The end of the LMS-only era: The rise of learning ecosystems
The traditional LMS model – centralised, rigid and course-driven – is being replaced by learning experience platforms (LXPs), AI-driven tutors and immersive AR/VR environments. The future is about learning in the flow of work, not forcing employees to leave their tasks for training.
- Smart content recommendations based on job role and performance.
- Mobile-first, voice-assisted and embedded learning experiences.
- Augmented and Virtual Reality (AR/VR) for hands-on skills training.
How traditional L&D is becoming the next Blockbuster
Blockbuster’s downfall wasn’t just about failing to adapt – it was about actively resisting change. Many L&D teams today are making the same mistake. Signs of a failing L&D strategy include:
- Static, one-size-fits-all courses that ignore individual learning needs.
- Heavy reliance on traditional LMS platforms without AI-driven recommendations.
- Slow course development cycles that don’t keep up with industry changes.
- Limited use of real-time learning analytics and data-driven decision-making.
- A lack of integration between learning and daily work.
Just as Netflix thrived by making content easily accessible, relevant and personalised, modern L&D must embrace on-demand, AI-powered and immersive learning to stay ahead.
The Netflix approach to L&D: A blueprint for the future
Learning and development can take inspiration from Netflix by making learning more personalised, more flexible and easier to access. Here is how to start making that shift.
1. AI-driven adaptive learning
Instead of pushing generic training programmes, L&D must use AI to curate personalised learning paths. Imagine a system where:
- Employees receive recommendations tailored to their performance.
- AI-driven coaching bots provide real-time feedback.
- Learning adapts dynamically – similar to how Netflix recommends content based on user behavior.
2. Microlearning and continuous learning
Long courses are becoming obsolete. Employees prefer short, focused learning bursts embedded in their workflow.
- Microlearning modules of between three and five minutes delivered on demand.
- AI-powered nudges and reinforcement learning to boost retention.
- Voice-enabled learning assistants that provide quick answers.
3. Data-driven insights and predictive analytics
L&D teams must leverage real-time learning analytics to make better decisions.
- AI-driven insights can predict future skill gaps.
- Learning platforms must analyse engagement and retention rates dynamically.
- Business impact should be measured beyond course completions, focusing on real performance improvements.
4. AR, VR and simulated learning environments
Instead of passive videos and slideshows, immersive learning using AR/VR simulations will redefine hands-on training.
- VR-based leadership training where managers practice difficult conversations.
- AR overlays for technical skills training, allowing employees to learn on the job.
- AI-driven simulations that adapt based on learner behavior.
5. Just-in-time and embedded learning
Rather than asking employees to take a course, learning must be delivered when and where it’s needed.
- AI chatbots integrated into Slack, Teams or workflow tools.
- Contextual learning experiences triggered by real-time tasks.
- Knowledge management systems that auto-suggest relevant training based on what employees are working on.
How L&D professionals can stay ahead
To avoid becoming the Blockbuster of L&D, professionals need to:
- Conduct a learning strategy audit – are your methods still relevant?
- Embrace AI and automation – personalisation is key to engagement.
- Move beyond the LMS mindset – think ecosystems, not standalone platforms.
- Invest in immersive learning (AR/VR) – interactive experiences drive deeper learning.
- Integrate learning into the flow of work – minimise friction for learners.
- Rethink credentialing with blockchain – future-proof skill verification.
- Stay ahead of quantum computing – it’s coming faster than we think.
Be the Netflix of L&D, not the Blockbuster
The L&D industry stands at a crossroads. Those who embrace AI, data-driven learning and emerging tech will thrive – becoming the Netflix of corporate learning. Those who cling to outdated methods will struggle, much like Blockbuster. The choice is clear: Innovate now, or risk becoming irrelevant.
Ravinder Tulsiani is Director SE Learning
