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Artificial Intelligence (AI) is once again the standout trend in Learning & Development (L&D), according to Donald H. Taylor’s highly anticipated 2025 Global Sentiment Survey. Yet, beneath the spotlight of AI’s dominance, there’s a fascinating shift shaping the future of workplace learning. As the regional partner of this influential survey, Biz Group has closely examined the implications of these findings for organisations across the Middle East. Here’s what HR and L&D professionals in the region need to know to stay ahead of the curve.
Last year, many expected AI’s popularity to peak and then fade. However, the 2025 survey shows AI’s influence is still growing, with 22.6% of respondents globally identifying it as the most critical trend. Its rise can be largely attributed to practical, widespread adoption in content creation and personalised learning.
Yet, as Donald Taylor highlights, AI is more than just another technology; it’s rapidly becoming a general-purpose tool integral to almost every aspect of workplace learning. The survey findings reinforce that organisations not using AI strategically risk falling behind. This means embracing AI not just for operational tasks but using it to enhance decision-making, automate routine processes, and drive deeper analytics on learning impact.
While AI’s dominance grabs headlines, three other notable areas have significantly gained traction. ‘Consulting more deeply with the business,’ ‘Showing value,’ and ‘Performance support’—collectively called the “value trio”—have made an impressive comeback.
Why the resurgence? As budget pressures and economic realities tighten, demonstrating tangible business impact has become critical. HR and L&D teams must now show clear, quantifiable results. The survey shows an increased urgency among professionals to deliver value through strategic alignment and practical, measurable outcomes. Organisations are increasingly expecting their L&D teams to clearly articulate how training initiatives support business objectives and enhance performance at all levels.
‘Upskilling and Reskilling’ and ‘Skills-Based Talent Management’ remain firmly in the top five, reflecting a regional and global understanding that people’s skills are the currency of the future. HR and L&D teams across the Middle East, particularly in UAE and KSA, are investing heavily in building agile, future-ready workforces. This isn’t just about individual development; it’s about securing organisational resilience and competitiveness.
Organisations in the Middle East recognise that aligning learning initiatives with strategic business goals creates a clear pathway for sustained success. As Biz Group consistently advises, meaningful skill development requires focused investment in technology-enabled, human-led learning experiences. This strategic approach is essential to navigate the rapid digital transformation and shifting economic landscapes in the region.
Personalised learning experiences, closely linked with AI, continue to hold their ground. With adaptive delivery systems becoming mainstream, expectations around highly tailored learning pathways are higher than ever. For professionals in the Middle East, the integration of personalised learning not only enhances employee engagement but directly improves learning outcomes and workplace performance.
This year, the survey highlighted a stark contrast in how personalisation is perceived globally—particularly strong in markets like Italy, yet still emerging in others. Organisations in the UAE and KSA have a significant opportunity to lead in personalised L&D, leveraging advanced AI capabilities to create unique, impactful learning journeys. Businesses investing in personalised learning platforms can gain a competitive edge by ensuring that employees receive precisely the training they need, exactly when they need it.
The 2025 survey posed the critical open-ended question: “What is your biggest L&D challenge in 2025?” Responses pointed to a strategic shift away from tactical training issues towards broader organisational challenges, such as budget constraints, resource optimisation, and the need to prove the effectiveness of learning interventions.
Organisations must focus not only on how learning is delivered but on demonstrating how learning directly contributes to organisational goals. As the survey suggests, L&D must evolve into a business partner role, deeply consulting with leadership, aligning learning solutions to business challenges, and providing clear, measurable results. This evolution is vital for demonstrating L&D’s strategic importance and justifying continued investment in learning initiatives.
Based on insights from the survey and our expertise at Biz Group, here are key recommendations for organisations looking to leverage these trends:
The future of L&D is strategic, measurable, and intrinsically linked to organisational performance. While AI continues to shape the landscape, the renewed focus on demonstrating value and aligning closely with business priorities presents the most substantial shift.
At Biz Group, our commitment remains clear: to empower organisations in the Middle East with human led, technology enabled learning solutions that deliver tangible results. As regional leaders, the insights from the 2025 Global Sentiment Survey aren’t just interesting data points—they’re a strategic roadmap for success in an increasingly complex business environment.
Stay informed. Stay strategic. Stay ahead.
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