2026 Is a Professional Development Game
Can your team adapt quickly to change and transformation in the workplace? That’s the question defining 2026.
Earlier this year, we surveyed leaders across industries and found that leadership development and professional development are the top two priorities heading into 2026. The takeaway is clear: growth doesn’t stop at client goals… it’s embedded in how your people learn, evolve, and lead.
Amidst a rapidly changing and uncertain workplace, your organization’s success next year will depend on how intentionally you invest in your people today. And according to our data, your workforce is ready for it: Gen Z and Millennials consistently rank development opportunities among their top three reasons to stay at a company.
The New Face of Professional Development
The world of learning at work has shifted. We’ve moved to a hybrid of formal training mixed with continuous, real-time development.
Professional development is not only about certifications or one-off workshops; it’s about building capability through innovation, communication, adaptability, and accountability that fuels performance and retention.
But not everyone learns the same way. For example…
- Gen Z favors mentorship and interactive formats like videos and peer learning (think: digital nativeness).
- Millennials are often motivated by collaborative learning and conference settings (the social aspect matters), paired with clear, near-term opportunities to put new skills into practice
- Gen X often prefer self-paced, flexible learning opportunities.
- Baby Boomers often seek practical, application-driven learning that leverages experience and autonomy.
When leaders tailor professional development to these differences, they are not just building skills – they build buy-in.
What Generational Data Tells Us About Growth
Across generations, one truth stands out: people want to grow, but they want to grow their way.
Our research shows:
- Boomers and Gen X are motivated by mastery of a topic and prefer less frequent feedback.
- Millennials and Gen Z crave consistent feedback, skill growth, and visible pathways for advancement.
(FYI… If you want to see specific feedback data, check out our keynote and workshop: The Accountability Crisis: Fixing What’s Dragging Teams Down.)
If your current development strategy assumes one size fits all, which might have worked in workplaces with less technological change, you’re leaving engagement (and retention) on the table.
Understanding how each generation learns best allows leaders to design experiences that actually create change, not just attendance.
Turning Insight Into Action for 2026
To equip your team for what’s next:
- Define your learning priorities. Focus on what drives both individual and business performance – leadership, communication, technical mastery, or client experience.
- Customize development. Move away from one-track programs. Instead, match learning styles to generational preferences, life stages, and individual goals.
- Promote cross-generational mentorship. Encourage experienced leaders to share institutional knowledge while empowering younger employees to bring new ideas and digital fluency.
The organizations that win in 2026 will be the ones that make learning a habit, not an event.
What’s Next?
As you plan for 2026, consider this: The organizations that thrive in change aren’t those with the “best” tools… they’re the ones that never stop developing their people.
Now’s the moment to turn your professional development plans into a competitive advantage – one grounded in data, adaptability, and the unique strengths of every generation on your team.
If you’re ready to take that next step, start with one of these 2026 initiatives:
- Book a workshop tailored to your team’s goals and challenges.
- Join one of our leadership programs across three tracks that cater to various stages of life, designed with generational learning styles in mind — Emerging Leaders, Multigenerational Managers, and Executives.
- Build a cohesive professional development plan with our Workforce Planning team to ensure lasting impact.
- Co-design a customized learning program with generational content using our licensing and facilitator training partnership.
There are many ways to get ahead of your professional development goals in 2026 – so what are you waiting for? Let’s work together to bring out the best in your people.
