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Insight to help you focus on what really matters
Learning & people development is changing
Learning leaders are being asked to do more - often with less time, less certainty, and greater scrutiny on value.
People are stretched. Expectations are rising. And traditional approaches don’t always reflect the reality of modern work.
This space brings together thinking that explores how learning and people development are changing - and the questions many organisations are now grappling with.
How do you prove the impact of learning?
Demonstrating the value of learning has never been more important — or more challenging. Too often, impact is assessed at the end of a programme, when it’s already too late to influence outcomes or shape success.
This insight paper explores a different approach: designing learning for performance from the outset. Developed and refined with senior L&D professionals, it offers practical perspectives on moving beyond activity metrics to focus on behaviour change, performance, and business relevance.
More reading
Other insight papers
How do you engage learners who are short on time?
Lack of time is one of the most cited barriers to learning — but it’s rarely the whole story. Engagement depends just as much on relevance, focus, and support as it does on availability.
Explore why “lack of time” often masks deeper engagement issues, and what conditions help learning earn attention.
How should learning respond to uncertainty?
Ongoing change and uncertainty are reshaping what people need from learning. In uncertain environments, learning can either add to the noise or help people build confidence and clarity.
Explore how learning can support adaptability and decision-making, and what role development plays.
What were L&D teams prioritising last year?
Understanding what matters most to L&D teams requires more than opinion — it needs shared evidence. Our most recent L&D Impact Survey captured how learning leaders were responding to pressure around performance, impact, leadership, and AI.
Explore what L&D teams told us mattered most, where priorities were shifting, and how learning strategy was being shaped by real-world constraints and expectations.
What capabilities matter most as AI reshapes work?
As AI accelerates change, learning leaders are re-examining which human capabilities matter most — and how development needs to evolve alongside technology.
Explore the skills that remain distinctly human, and how leadership and learning strategy are adapting in an AI-enabled workplace.
The three pillars of engagement in learning
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Opportunity — Learners need genuine time and space to engage with learning alongside the demands of their role.
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Desire — Learning must feel relevant, valuable, and worth prioritising.
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Authority — Engagement increases when managers and the wider environment actively support and reinforce learning.
Engaging learning experiences account for all three pillars — focusing on experience rather than content alone, and applying these principles across face-to-face, virtual, and blended learning.
At Hemsley, we’re currently exploring this further through a new Unplugged approach, which prioritises human interaction and focus by deliberately limiting technology. This work is still evolving, shaped by experimentation, insight, and the realities of modern work.
How we support L&D teams
Our role is to help L&D leaders make sense of change and turn learning into something that genuinely supports performance, development and experience. We do that by listening carefully, using evidence to guide decisions, and designing learning that people engage with and apply.
Courses & digital learning
Powering up individuals and teams – boosting their skills, capabilities and performance – through training courses, learning experiences and digital learning.
Custom programmes
Delivering custom and large-scale global learning experiences – co-creating programmes across a blend of content, technology and services – to meet goals and performance improvements expectations.
Consulting & services
Partnering clients to transform their learning & performance development – helping them achieve the growth expectations of individuals, teams & the organisation.