BrazilLearning & Development in the GCC: 10 trends for 2025
As organizations across the Gulf Cooperation Council (GCC) navigate an ever-evolving business landscape, learning & development (L&D) has emerged as a cornerstone for driving employee engagement, organizational growth, and adaptability. Rami Fattal, Executive Director at Knowledge Group Consulting, shares 10 L&D trends that will shape the landscape in 2025.
Trend 1: Digital Transformation in L&D
Organizations are increasingly adopting digital tools. This shift enhances learning experiences. It also aligns with the tech-savvy workforce. Online platforms, mobile learning, and virtual reality are gaining traction. These offer flexibility and accessibility. They cater to diverse learning styles.
Accelerated Adoption
Virtual learning environments, mobile learning apps, and AI-powered training solutions have become mainstream, offering employees flexibility and personalized experiences.
Technology Limitations
Many organizations realized that technology alone is not a silver bullet. Without strong alignment between digital tools and organizational goals, investments in L&D can fail to deliver desired outcomes.
Lesson Learned
The success of digital L&D initiatives lies in combining technology with human-centric approaches, ensuring that training programs remain relevant, engaging, and impactful.
Trend 2: Localization of Content
Localization goes beyond mere translation; it involves tailoring L&D objectives and delivery to resonate deeply with the cultural sensibilities.
Cultural Relevance
In both the UAE and KSA, cultural and linguistic considerations have proven critical. Generic training materials often fell short in engaging employees, highlighting the importance of localized content.
Regional Nuance
Content that resonates with regional values and organizational contexts delivers better learning outcomes. Localization extends beyond translation to include cultural references, examples, and delivery methods.
Lesson Learned
Customizing training programs to reflect local culture and values not only enhances learning outcomes but also fosters a sense of belonging among employees.
Trend 3: Focus on Soft Skills
Soft skill training is often overlooked in curricula but forms an integral part of an effective L&D approach. Key areas of soft skills can include:
The 4Cs
Communication, Collaboration, Creativity, and Critical Thinking have become essential skills for workplace success.
Well-being
Organizational Health, Wellbeing, and Mindfulness are increasingly recognized as crucial for sustained performance.
Adaptability
Leadership, Resilience, and Adaptability skills are vital for navigating complex work environments.
Balance
Organizations must balance technical upskilling with soft skills development to build well-rounded talent pools.
Trend 4: Prioritizing National Capacity Building
The building of skills of nationals is an integral part of many vision agenda’s in the Gulf Cooperation Council.
Economic Diversification
The push for economic diversification in the UAE and KSA has highlighted the need to build national capacities across various sectors.
Targeted Initiatives
Reskilling programs and industry-specific training have been essential for enhancing the skills and employability of local talent to meet workforce demands.
Strategic Alignment
Fragmented efforts without clear alignment to national strategies often fall short of their potential impact.
Cohesive Approach
A cohesive approach integrating organizational initiatives with government frameworks is crucial for creating a sustainable and competitive workforce.
Trend 5: Adopt a Lifelong Learning Mindset
A lifelong learning mindset is a continuous and self-motivated approach to learning, embracing new experiences and knowledge throughout life, both formally and informally, for personal and professional growth.
Microlearning Modules
Organizations should offer bite-sized learning content that fits into busy schedules, making continuous education accessible and manageable for employees at all levels.
Self-directed Learning
Encouraging autonomous learning through access to curated resources empowers employees to take ownership of their development journey.
Recognition Systems
Recognizing and rewarding employees who actively pursue skill development creates positive reinforcement and demonstrates organizational commitment to growth.
Trend 6: Leverage Data for Personalized Learning
The use of data in learning & development can create personalized learning experiences tailored to individual students.
Data Collection
Gather comprehensive data on employee learning patterns, preferences, and performance to create a foundation for informed decision-making.
Analysis & Insights
Apply analytics to identify skills gaps, learning preferences, and effectiveness of current programs across different employee segments.
Personalized Pathways
Develop tailored learning journeys that address individual needs while aligning with organizational objectives.
Continuous Improvement
Measure outcomes, gather feedback, and refine approaches to ensure learning initiatives deliver maximum impact.
Trend 7: Strengthen Leadership Development Programs
With both the UAE and KSA focusing on visionary leadership to drive national transformation agendas, leadership development should be a top priority. Programs should emphasize strategic thinking and include mentorship opportunities to nurture emerging leaders.
Leadership initiatives must align with organizational and national goals, such as Saudi Vision 2030 and the UAE Centennial Plan, to create a coherent development framework that serves both immediate business needs and long-term national aspirations.
Areas that are relevant for leadership development include national transformation goals, strategic thinking, core management skills, innovation capabilities, and the ability to nurture emerging leaders.
Trend 8: Integrate Sustainability and ESG into Training
With sustainability and ESG now a key part of organizational strategies, L&D leaders need to ensure the topics are well covered in training initiatives:
Environmental Practices
Educate employees on sustainable operations, resource conservation, and environmental impact reduction strategies relevant to the Gulf region's unique challenges.
Social Responsibility
Build awareness around community engagement, diversity and inclusion, and ethical business practices that respect local values while embracing global standards.
Governance Standards
Develop understanding of transparency, compliance, and ethical decision-making frameworks that align with both international best practices and regional requirements.
Trend 9: Measuring L&D Impact
Effective learning and development initiatives deliver measurable results across multiple business dimensions. Organizations in the UAE and KSA are increasingly focused on quantifying the return on their L&D investments through comprehensive metrics.
Embrace Holistic Learning
Integrate technology, culture, and sustainability while prioritizing employee engagement and development.
Drive Innovation
Position learning as a catalyst for innovation and transformation, not just a support function.
Lead Change
The future of L&D in the GCC is not just about keeping up with change; it is about leading it.
Employee engagement typically shows the most immediate impact, while improvements in national talent ratios may take longer to materialize but represent critical long-term success factors for organizations operating in the Gulf region.
Trend 10: Collaborate with Educational Institutions
To address skills gaps and future-proof the workforce, partnerships between businesses and educational institutions are essential. These collaborations create sustainable talent pipelines while ensuring education remains relevant to market needs.
Curriculum Alignment
Ensure academic programs match industry requirements for immediate workforce readiness.
Research Access
Tap into cutting-edge research and academic expertise to inform training approaches.
Joint Programs
Develop collaborative initiatives that bridge theoretical knowledge with practical application.
About the author: Rami Fattal has more than 15 years of experience with a background in leadership development, vocational training, professional certifications, operations, project budgeting, business development and management for numerous industry sectors. He is a senior leader at Knowledge Group Consulting, a leading human capital consulting and training firm in the Middle East.
