The way we work—and learn—has changed forever.
Once upon a time, corporate training was a one-size-fits-all experience: long PowerPoint decks, static e-learning modules, and lecture-style workshops that employees attended simply to check a box. Today, we know better.
Modern employees crave engaging, relevant, and interactive learning experiences. They want opportunities to apply their knowledge, interact with peers, and receive guidance from mentors. And they expect organizations to invest in their development—not just as a compliance measure, but as a critical step in advancing their careers.
Yet, many companies still struggle with L&D effectiveness. The 2025 LinkedIn Workplace Learning Report highlights a growing skills crisis, with 49% of executives expressing concern that employees lack the right skills to execute business strategy. Meanwhile, 91% of L&D leaders agree that continuous learning is more critical than ever for career success, but time constraints and lack of managerial support remain key barriers.
The challenge? Many training programs prioritize convenience over impact.
New research from The Forem Benchmark Report 2024, which analyzed over 3,000 participants across 150 companies, reveals a powerful solution: live cohort-based learning, mentorship integration, and scalable automation. This model is proving to be a game-changer, driving higher engagement, stronger retention, and measurable ROI.
For HR leaders, talent managers, and L&D professionals, the message is clear: It’s time to move beyond passive learning experiences and invest in dynamic, interactive training models that truly move the needle.
If you want to build a learning culture, you have to build a community around it.
Why is live learning so effective? Because it mirrors the way we naturally absorb information—through discussion, role play, and collaboration. It is critically important to practice while being taught, which is a key feature of live training. Participants retain more information by reinforcing concepts in real-time. They feel accountable to peers, and better prepared to tackle new challenges or work, increasing engagement and retention.
Many organizations assume that e-learning or self-paced modules are enough to drive skill development. But a webinar – or absorbing videos in isolation – just won’t cut it.
Data tells a compelling story about live training:
Additionally, organizations with strong career development programs are 42% more likely to be frontrunners in AI adoption than those without structured career learning paths (LinkedIn Workplace Learning Report 2025).
Move away from passive, lecture-based training models. Emphasize interactive, discussion-based learning formats to boost retention and drive real business outcomes. Mixing departments in training programs pays dividends. According to The Forem’s data, not only do Product and Eng participants rate programs higher when participating alongside other orgs such as Sales, but GTM participants cite how strengthening cross-functional relationships enables them to support clients more holistically.