The document provides predictions for learning and training trends in 2019 based on observations from consultants working with diverse clients. Some of the key trends predicted include: 1) Increased use of mobile learning as employees have less time for dedicated training and prefer learning on their own schedule using mobile devices. 2) Continued growth of microlearning, which breaks programs into shorter pieces suited for mobile and shorter attention spans. 3) Emergence of personalized learning using technologies like AI to offer customized content based on user profiles and preferences. 4) Immersive technologies like augmented and virtual reality becoming more common in blended training approaches without replacing other methods.

1. 2019 Outlook
As I look out over the beautiful colors of fall and wind my clock back an hour, I can’t help
but reflect on the year that was and think about what next year might have in store.
Apparently, I am not alone because my inbox is filled with predictions on the trends and
technologies that will shape learning in 2019, along with inquiries from clients who want
to know which to adopt…and which to drop. While I don’t have a crystal ball to turn to
for answers, I do work with a team of talented consultants who employ a wide range of
tools in service of a diverse client base. So allow me to add myTop 10 predictions for 2019,
based not on academic research, but gathered from the front lines.
Mobile Learning
This trend should be obvious to anyone with kids glued to their smartphone for hours a
day, but it’s not just about millennials and Gen Z. All employees have less time available
to spend on dedicated training programs and skills development outside of their core
responsibilities. Mobile training allows anyone to train on a schedule that suits them, us-
ing the convenience and portability that their mobile device offers. While many eLearning
programs are being redesigned to be responsive (work equally well on mobile screens),
I predict that more training programs will be developed specifically for deployment on
mobile devices to take advantage of the unique platform.
Microlearning
Breaking large learning programs into smaller pieces is nothing new; I’ve recommended
this approach many times over the years, but it has been increasing in popularity in recent
years for several reasons. One is the increased use of in Learning Management Systems
(LMS) that allow a participant to save their place as they step in and out of the program.
A second is mobile learning where shorter interactions – and shorter attention spans –
are the norm. Both are a result of a generational shift in the workplace that prefers to
receive training at the time of need instead of everything up front. I predict that training
programs will continue to be segmented into shorter components because of their added
convenience and increased retention rates.
Whitepaper
TrainingTrendsfor2019
Observations and predictions for the technologies
and techniques that will shape our world in 2019
• Ancient Times:
On-The-Job Training
• Middle Ages:
Apprenticeship
• Industrial Revolution:
The Classroom
• Turn of the Century:
Vestibule Training
• The World Wars:
Systematic Training
• After World War II:
Individualized Instruction
• End of the 20th Century:
Job Support
A History of Training

2. Abreon Capabilities
• Organizational Change
Management (OCM)
• Training & Knowledge
Transfer
• Learning Content
Development
• Communication Strategy
• Executive Alignment
• Process Documentation
• End-User Enablement
- Microlearning
- Performance Support
• Localization & Translation
• Social Learning & Online
Communities
• Performance Improvement
Personalized Learning
Another shift in philosophy that has grown out of changing demographics in the work-
place is the growth of personalized learning. Building on the convenience of eLearning,
mobile learning, and microlearning, a user can now choose what they wish to learn and
when they want to learn it. Emerging technologies, such as Artificial Intelligence (AI),
Intelligence Augmentation (IA), and Machine Learning (ML), are used to offer the
appropriate content based on user profiles and preferences, and to adjust training based
on the performance of participants. We are all accustomed to personalized suggestions
from our television content providers and streaming music services, and I predict that
training options will follow a similar path.
Augmented Reality, Virtual Reality, and Mixed Reality
Whatever your reality, be it Augmented, Virtual, or Mixed, these immersive technolo-
gies have long been touted as the future of training and have been poised to take over
for several years now. While I am seeing some very interesting applications out there
(check out www.worksitevr.com to see how VR is helping train operators of Caterpillar and
Komatsu heavy equipment), the domination promised by VR has not really happened.
However, Apple, Samsung, and other mobile-device manufacturers are building more
AR capabilities into their mobile devices. I see this as the more promising technology,
especially as mobile learning continues to grow. I predict that VR, AR, and MR will become
fixtures in the blended training approach without displacing other methods.
Learning as an Incentive
With training becoming increasingly self-directed, some learning professionals worry that
comprehension may suffer if users are not led through the programs. What I am seeing,
however, is that the training itself is the incentive. Especially true among millennials, who
make up 75% of today’s workforce, personal development is a top priority. Well-devel-
oped training resources are becoming a factor in attracting and retaining quality employ-
ees. Companies who offer enhanced training also benefit from the development of tal-
ent and future leaders from within their own organizations. I predict that companies that
use learning tools as a resource for their employees will more easily overcome staffing
challenges and ensure long-term stability.
Soft Skills
Training has traditionally been associated with hard skills - ones that are measured in
speed, accuracy, or comprehension. Today, many companies have identified a need to
develop intangible soft skills among their employees as well, such as communications,
leadership, and analytics. I predict that as more and more young people enter the work-
force with outstanding technical skills but limited interpersonal skills, soft skills training
will continue to grow in popularity.

3. About the Author:
Michele Snead
As Director of Performance
Consulting, Michele offers
deep experience helping
our clients manage large
technology-change efforts;
SAP, Oracle, Dynamics,
SuccessFactors, Ariba, Office
365, Workday, SharePoint,
and more.
© 2018 Abreon WP-19TRENDS-111518
About Abreon
With more than 30 years of change management and technology adoption experience,
Abreon has helped more than 1,200 Fortune 5000 companies overcome human-behavior
challenges that are unique to their specific sectors. Our vendor-agnostic approach and proven
processes give you the best-in-class skills and tools to prepare your people for any change.
Social Learning
One of the reasons we spend so much time on our phones is to stay connected with
others.This desire to be social and share our experiences can benefit training programs as
well. Companies that allow training programs to be social see increased adoption rates,
better retention of information and improved employee engagement. I predict that
programs will no longer target single users, but seek to foster collaboration between users.
Gamification
Presenting a training session as a game has been an effective approach for some time, but
what I am seeing lately is entire training programs being gamified. With training being
both more personalized and more social, adding a competitive component allows users
on vastly different educational paths to compete for recognition and rewards. I predict
that companies will increasingly employ incentives to participate in training and track and
report on user’s progress by using badges, points, or leaderboards and that training will
be more fun than ever!
Pay-to-Train
I am not suggesting employees pay to get the training required for their job… that would
not boost retention! Rather, I see more and more companies offering a deeper level
of training to their customer base on a paid basis. Companies are introducing training
platforms available on a subscription basis, live training events to attend, audiobooks to
purchase, and even plug-ins to their products that offer training on demand. I predict this
trend to continue, with more companies deciding not to let third-party companies profit
from training that they are better equipped to provide.
Top Down
I have saved what I think is the most important trend for last. In years past, convincing
management of the importance of investing in training was a constant struggle. I am
happy to report that I am seeing a reversal of this attitude in recent years, with C-Level
executives not only getting involved with HR to map out training priorities but taking an
active role in driving adoption company-wide. When everyone is on the same page from
the top down, it creates a culture of learning that pays dividends in all areas. I predict that
management will continue to include learning as a pillar for success.
Additional Sources
originlearning.com
roundtableLearning.com
Suresh Kumar DN
Suhana Williams
knowledgecity.com Forbes
Gartner Research
trainingindustry.com
Deborah Alpert Sleight (MSU)
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