‍(Photo by Learning Conference)

At this year’s Swedish Learning Conference, we hosted the main stage’s very first live hackathon. Together with over 400 L&D professionals, we explored where Learning & Development is heading and what it will take to get there.

The session focused on identifying the behaviors we need to let go of, the ones we need to embrace, and how we can bridge the gap between today’s reality and tomorrow’s vision. Thank you everyone who participated!

Download the presentation and results (PDF)

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Where am I in relation to the future?

We began with a simple but powerful check-in: Where are you in relation to the future of L&D? Using our favorite nautical metaphor, participants placed themselves in the scene. Some were already steering confidently toward the horizon, others felt like they were just climbing aboard, while a few were still treading water.

This exercise sparked immediate conversations. Where we see ourselves today says a lot about the opportunities – and challenges – we experience in our organizations.

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The future of L&D

Next, we asked everyone to distill their vision of the future into just three words. The result? A collective word cloud that reveals what matters most to the L&D community right now.

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1. Learning is in the flow of work

Learning moves from the classroom into the heart of daily work.

2. Learning is personalized & human-centered

One-size-fits-all is over. Learning is shaped around people not the other way around.

3. L&D is creative, curious & collaborative

Fuelled by curiosity. Driven by co-creation. Energized by experimentation.

4. L&D work AI-powered, but not AI-only

AI enhances what we do but humans remain at the center.

5. L&D is a strategic partner

L&D is not support, it’s a strategic force for performance and change.

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Behaviors to let go of – and to embrace

Visions only become reality when behaviors change. So, we split the room in two: one half focused on the behaviors L&D needs to let go of, the other on the ones we must embrace.

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5 Behaviors L&D Needs to Let go of

1. One-size-fits-all thinking

Too often we default to the same formats, the same timelines, the same everything, assuming one solution fits all. That leads to disengagement and irrelevance.

2. Control and perfectionism

Let go of rigid control, tick-the-box rituals, and the hunt for perfect execution. Stop measuring what’s easy instead of what matters.

3. Reactive training mindsets

Courses are not a cure-all. Reacting with training when performance drops, or packaging change into isolated "learning events," won't lead to behavior change.

4. Working in silos and waterfall

Working alone, in silos, or through waterfall processes makes L&D slow, disconnected, and ineffective.

5. Fear and fixed mindsets

Avoiding risks, clinging to old truths, or copy-pasting past solutions keeps L&D stuck. Fear of failure and rigid thinking hold us back.

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5 Behaviors L&D Needs to Embrace

1. Be curious and dare to experiment

Be open-minded, ask questions, test ideas, and explore new perspectives and technologies. Be willing to try new things, even when the outcome is uncertain.

2. Personalize with empathy and tech

Tailor learning to the needs of individuals and teams. Use data, AI, and dialogue to make learning relevant, timely, and meaningful — not one-size-fits-all.

3. Design with, not for, people

Listen actively to the business, to learners, and to each other. Work across silos, share knowledge, and co-create solutions with colleagues,  and stakeholders.

4. Act like change-makers

Understand the future of your organization and shape it. Don’t wait to be invited. Initiate, influence, and create the conditions for learning and behavior change.

5. Make it real, practical, social, and in the flow of work

Design learning that supports daily work and drives real outcomes. Anchor learning in behaviors, habits, and routines and follow up to make sure it sticks.

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What’s next?

The real challenge now is translating inspiration into concrete action back in your own context.

Feel free to use our design to spark conversations in your own team. Ask yourselves:

• Where are we on the boat?
• What three words define our future of L&D?
• Which behaviors will we let go of – and which will we embrace?

Together, we’re not just imagining the future. We’re building it.

And if you were part of the session, thank you for hacking with us!