HR & L&D Leaders' Challenges (2026): what 130+ interviews revealed
A report summarizing recurring themes from 130+ conversations with HR and L&D leaders: feedback subjectivity, ROI clarity, feedback frequency, LMS fit for soft skills, and the gap between learning and on-the-job behavior.
2026 edition • based on 130+ interviews documented in the report.
Key insights
Selected highlights from the report.
Subjectivity in feedback
The report notes that feedback on soft skills is often subjective; manager standards and evidence of impact vary.
Measuring ROI
The report describes challenges in linking L&D spend to business outcomes and behavior change.
Feedback cadence
The report discusses how feedback frequency relates to whether new behaviors are sustained.
LMS and soft skills
The report outlines limitations of LMS tools for soft-skills delivery, practice, and support.
Practice gap
The report describes the gap between what people learn in training and how they apply it under pressure.
What the report covers
- Subjective feedback in assessment
- ROI and L&D budgets
- Feedback cadence and behavior
- LMS fit for soft skills
- Practice vs. application under pressure
From the report's "What actually worked" / "What did NOT work" (p.11) · Open PDF
What actually worked
- Structured feedback frameworks (e.g. templates like "Radical Candor")
- Focus on ONE specific skill per quarter
- Custom content tailored to company culture and context
- Real practice environments (simulations, role-plays, real scenarios)
- Consistent measurement over time (completion + behavior + business outcomes)
- Integration with business goals (tied to quarterly objectives)
What did NOT work
- One-off external trainers
- Generic off-the-shelf training
- Training without measurement
- Feedback alone (without a development path)
Recommended for
- •HR Directors — interested in assessment and feedback themes
- •L&D Leads — interested in cadence, practice, and impact themes
- •Heads of Department — interested in the development and effectiveness of their teams
- •Customer Support / Sales Ops — interested in quality and consistency themes
- •People Analytics — interested in what to measure beyond completion
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