{"id":7157,"date":"2026-05-26T11:10:25","date_gmt":"2026-05-26T18:10:25","guid":{"rendered":"https:\/\/www.visla.us\/blog\/?p=7157"},"modified":"2026-05-26T14:55:44","modified_gmt":"2026-05-26T21:55:44","slug":"what-atd26-made-clear-for-ld-teams-in-2026","status":"publish","type":"post","link":"https:\/\/www.visla.us\/blog\/editorials\/what-atd26-made-clear-for-ld-teams-in-2026\/","title":{"rendered":"What ATD26 Made Clear for L&D Teams in 2026"},"content":{"rendered":"\n

ATD26<\/a>, the 2026 conference from the Association for <\/a>T<\/a>alent Development<\/a>, was unsurprisingly full of AI.<\/p>\n\n\n\n

If you work in learning and development, that probably doesn\u2019t shock you. AI is showing up everywhere: in learning platforms, content tools, vendor demos, strategy decks, and internal conversations about how training teams can keep up with constant change.<\/p>\n\n\n\n

But one of the clearest takeaways from ATD26 wasn\u2019t simply that AI is becoming more common. It was that L&D teams are becoming much more practical about what they actually need from it.<\/p>\n\n\n\n

The short version: L&D teams don\u2019t need more generic AI tools. They need practical systems that help them create training faster, update content more easily, keep learning human, connect content to outcomes, and get more value from the materials they already have.<\/p>\n\n\n\n

As Gabe, Visla\u2019s Head of Growth, put it after the show, \u201cA lot of the people are looking for output-based solutions and workflows.\u201d<\/p>\n\n\n\n

That feels like the right lens for the whole event. For L&D teams, the question is no longer \u201cDoes this use AI?\u201d It\u2019s \u201cDoes this help us deliver better learning?\u201d<\/p>\n\n\n\n

\n

Key takeaways for L&D teams from ATD26<\/h2>\n\n\n\n

ATD26 pointed to five practical takeaways for L&D teams:<\/p>\n\n\n\n

    \n
  1. AI fatigue is real, but useful AI still has a place.<\/li>\n\n\n\n
  2. L&D teams are under pressure to scale without lowering quality.<\/li>\n\n\n\n
  3. Video matters, but it needs to fit into LMS, SCORM, quiz, and analytics workflows.<\/li>\n\n\n\n
  4. Human control and human connection are still central to effective learning.<\/li>\n\n\n\n
  5. SOP videos, screen recordings, repurposing, and scenario-based training may create the most immediate value.<\/li>\n<\/ol>\n<\/div>\n\n\n\n

    L&D teams are being asked to scale without losing quality<\/h2>\n\n\n\n

    One of the clearest themes our team heard at ATD26<\/a> was that L&D teams are under pressure to do more.<\/p>\n\n\n\n

    More onboarding content. More compliance materials. More process documentation. More enablement resources. More updates when a policy, product, tool, or workflow changes. And all of it needs to be clear enough, useful enough, and engaging enough for employees to actually pay attention.<\/p>\n\n\n\n

    That\u2019s a hard balance.<\/p>\n\n\n\n

    Zach, who works closely with clients and potential clients on our sales team, summarized it well: \u201cEspecially in the L&D space, [teams] seem to be somewhat lean and so they\u2019re always looking for ways to basically scale their processes but also drive more engagement.\u201d<\/p>\n\n\n\n

    The external data points in the same direction. The TalentLMS 2026 L&D Benchmark Report<\/a> found that time is the single biggest barrier to learning for HR leaders, and that 50 percent of HR managers say heavy workloads leave little room for training even when it\u2019s needed.<\/p>\n\n\n\n

    That\u2019s the core L&D problem. It\u2019s not just that training teams need more content. It\u2019s that people have less time to create it, less time to take it, and less patience for content that doesn\u2019t feel immediately useful.<\/p>\n\n\n\n

    So the real pressure isn\u2019t \u201cmake more.\u201d It\u2019s \u201cmake more useful learning, faster, with less friction.\u201d That means L&D content needs to be easier to produce, easier to update, easier to distribute, and easier for learners to absorb.<\/p>\n\n\n\n

    AI fatigue is really a demand for practical value<\/h2>\n\n\n\n

    There was definitely some AI fatigue at ATD26. Our team could feel it in the way people reacted to generic AI messaging. \u201cAI-powered\u201d is no longer enough to make someone stop and listen.<\/p>\n\n\n\n

    But that doesn\u2019t mean L&D teams are done with AI. In many cases, it means the opposite. They\u2019re thinking more carefully about where AI actually belongs in their workflows.<\/p>\n\n\n\n

    The questions have become more specific: What does this help our team create? What manual work does it remove? Where do we still have control? How does it fit into our LMS or learning stack? How do we know the output is accurate, useful, and ready for learners?<\/p>\n\n\n\n

    Those are good questions. They\u2019re also a sign that the market is maturing.<\/p>\n\n\n\n

    ATD\u2019s own research suggests AI is still moving deeper into talent development. In its 2025 State of the Industry report<\/a>, 55 percent of respondents said their organization provided AI technical skills training in 2024, and 64 percent expected that training to increase. That doesn\u2019t sound like a field walking away from AI. It sounds like a field trying to use AI more responsibly and more practically.<\/p>\n\n\n\n

    The next phase of AI in L&D probably won\u2019t be defined by the loudest AI branding. It\u2019ll be defined by tools that help teams move from a learning need to a usable training asset more quickly, while still keeping humans in charge of the message, quality, and final decisions.<\/p>\n\n\n\n

    Video in L&D needs to connect to learning systems and outcomes<\/h2>\n\n\n\n

    ATD26 also reinforced that video remains a critical format for learning and development.<\/p>\n\n\n\n

    That makes sense. Video can show a process, demonstrate a tool, model a workplace conversation, explain a policy, or make a dry topic easier to follow. For many learners, video is simply easier to consume than a long document or slide deck.<\/p>\n\n\n\n

    Huipin, Visla\u2019s CEO, said, \u201cVideo becomes a very critical content type.\u201d He also noted that video \u201cmakes it much easier to digest and understand content in a different way.\u201d<\/p>\n\n\n\n

    That feels right, but it\u2019s only part of the story.<\/p>\n\n\n\n

    For L&D teams, video can\u2019t sit off to the side as a disconnected asset. It needs to fit into the broader learning experience. That means thinking about LMS<\/a> delivery, SCORM<\/a> packaging, quizzes, analytics, interactivity, branching workflows, and ways to measure whether people actually understood the material.<\/p>\n\n\n\n

    Greg, our video marketing lead, noticed the same thing across the vendor landscape: \u201cThese video companies were very focused on talking about and addressing their integration capabilities within LMS systems.\u201d<\/p>\n\n\n\n

    That\u2019s an important signal. L&D teams don\u2019t just need videos. They need learning assets that can be deployed, tracked, updated, and connected to outcomes.<\/p>\n\n\n\n

    This also lines up with LinkedIn Learning\u2019s 2025 Workplace Learning Report<\/a>, which emphasizes measuring the ROI of learning and using more agile approaches to upskilling. For L&D teams, that means content creation is only one part of the job. The bigger question is whether the learning experience actually supports business goals.<\/p>\n\n\n\n

    A video file by itself can be useful. A video that fits into a measurable learning workflow is much more powerful.<\/p>\n\n\n\n

    Human control and human connection still matter most<\/h2>\n\n\n\n

    For all the attention around AI, ATD26 also reinforced something L&D teams already understand: learning is still human.<\/p>\n\n\n\n

    Learning isn\u2019t just content delivery. It\u2019s trust, context, feedback, motivation, practice, and connection. That\u2019s especially true when training touches behavior change, leadership, customer conversations, safety, compliance, or culture.<\/p>\n\n\n\n

    Huipin put it simply: \u201cNo matter how many courses you have developed\u2026 what is more important is the human connection.\u201d<\/p>\n\n\n\n

    That\u2019s one of the most important lessons from the event.<\/p>\n\n\n\n

    The best use of AI in L&D shouldn\u2019t be to remove people from the process. It should give L&D professionals more room to do the work that requires judgment. What does this audience actually need? What\u2019s confusing? What needs reinforcement? What should be practiced live? Where does a manager, facilitator, coach, or subject matter expert need to step in?<\/p>\n\n\n\n

    Deloitte\u2019s 2026 Global Human Capital Trends<\/a> makes a similar point from a workforce angle. It argues that traditional training and change management may be too slow for the pace of change, and that AI is reshaping how workers learn, adapt, and apply skills in the flow of work.<\/p>\n\n\n\n

    That\u2019s useful context, but it also raises the bar for L&D teams. If learning is becoming more continuous, then human judgment matters even more. AI can help draft, edit, structure, summarize, repurpose, and produce. But learning strategy still needs people behind it.<\/p>\n\n\n\n

    Practical L&D workflows may create the most immediate value<\/h2>\n\n\n\n

    Some of the most useful opportunities for L&D teams aren\u2019t necessarily the flashiest ones.<\/p>\n\n\n\n

    There\u2019s real interest in AI-generated scenario training, especially role-playing videos, simulations, and realistic workplace conversations. Greg said, \u201cWe had at least 6 people come to our booth and ask whether or not our software was able to develop situational role-playing videos for training.\u201d That points to an exciting direction for the future of training.<\/p>\n\n\n\n

    But the more immediate value may come from everyday workflows: SOP videos, screen recordings, step-by-step process guides, document-to-video projects, and repurposing existing training materials.<\/p>\n\n\n\n

    Zach heard a lot of interest in \u201cSOP, the screen step recorder, screen recording, document to video style videos.\u201d He also noticed that many teams wanted to take \u201cstale content\u201d and turn it into something more engaging.<\/p>\n\n\n\n

    That makes total sense. Most organizations already have a lot of training material. The problem is that much of it lives in PDFs, slide decks, long recordings, old webinars, scattered documents, or internal folders employees rarely open.<\/p>\n\n\n\n

    For L&D teams, one of the biggest opportunities is turning that existing knowledge into content people can actually use. A long webinar can become a short refresher. A meeting recording can become a training clip. A process document can become a step-by-step video. A slide deck can become something easier to follow and easier to update.<\/p>\n\n\n\n

    Greg captured that need nicely: \u201cThey\u2019re trying to use one training or one meeting and then turn it into several pieces of content.\u201d<\/p>\n\n\n\n

    That\u2019s where a lot of L&D work is headed. Not just creating new content, but getting more value from what already exists.<\/p>\n\n\n\n

    What L&D teams can do next<\/h2>\n\n\n\n

    A practical next step is to look at your current training library and separate content into three groups.<\/p>\n\n\n\n

      \n
    1. First, identify the content that needs measurement. Compliance, safety, onboarding, and role-critical training may need quizzes, SCORM packaging, LMS tracking, or manager visibility.<\/li>\n\n\n\n
    2. Second, identify the content that needs clarity. SOPs, tool walkthroughs, internal processes, and screen-based workflows are often easier to understand when employees can see the steps instead of reading a long document.<\/li>\n\n\n\n
    3. Third, identify the content that needs repurposing. Webinars, live trainings, meetings, long recordings, and slide decks may already contain useful knowledge. The opportunity is to turn them into shorter, more focused assets.<\/li>\n<\/ol>\n\n\n\n

      That\u2019s also where platforms like Visla can add value. Not by asking L&D teams to care about AI for its own sake, but by helping them record processes, turn existing materials into clearer videos, repurpose long-form content, collaborate on updates, and keep human control over the final result.<\/p>\n\n\n\n

      The future of L&D is outcome-focused<\/h2>\n\n\n\n

      The biggest takeaway from ATD26 isn\u2019t \u201cAI video is the future of everything.\u201d That\u2019s too simple, and it\u2019s not how strong L&D teams think.<\/p>\n\n\n\n

      The better takeaway is that L&D teams need systems that help them create, update, measure, and improve learning content with less friction. Video is a major part of that, but it has to work alongside the rest of the learning ecosystem.<\/p>\n\n\n\n

      ATD26 made the direction feel clearer. L&D teams don\u2019t need more noise. They need practical ways to help people learn, adapt, and do their jobs better.<\/p>\n\n\n\n

      That\u2019s a much better future for AI in learning than another round of buzzwords.<\/p>\n\n\n\n

      \n
      Use Visla for L&D workflows<\/a><\/div>\n<\/div>\n\n\n\n

      FAQ<\/h2>\n\n\n\n
      What were the biggest L&D takeaways from ATD26?<\/strong>

      The biggest takeaway from ATD26 was that L&D teams want practical outcomes, not generic AI tools. Teams are looking for ways to scale training, improve engagement, repurpose existing content, measure learning outcomes, and keep human control at the center of AI-assisted workflows.<\/p> <\/div>

      How is AI changing learning and development in 2026?<\/strong>

      AI is becoming more useful in L&D when it supports real workflows, such as drafting training content, repurposing long recordings, creating SOP videos, summarizing materials, and helping teams update content faster.<\/p> <\/div>

      Why does video still matter for L&D teams?<\/strong>

      Video helps L&D teams make training easier to understand, especially for onboarding, SOPs, compliance, software walkthroughs, and scenario-based learning. But video is most valuable when it connects to the larger learning ecosystem, including LMS delivery, SCORM, quizzes, analytics, and measurable outcomes.<\/p> <\/div> <\/div>\n","protected":false},"excerpt":{"rendered":"

      ATD26, the 2026 conference from the Association for Talent Development, was unsurprisingly full of AI. If you work in learning and development, that probably doesn\u2019t shock you. AI is showing up everywhere: in learning platforms, content tools, vendor demos, strategy decks, and internal conversations about how training teams can keep up with constant change. But […]<\/p>\n","protected":false},"author":9,"featured_media":7169,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_eb_attr":"","footnotes":""},"categories":[21],"tags":[],"class_list":["post-7157","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-editorials"],"yoast_head":"\nWhat ATD26 Made Clear for L&D Teams in 2026 - The Visla Blog<\/title>\n<meta name=\"description\" content=\"ATD26 takeaways for L&D teams: practical AI, scalable training, human control, video workflows, and measurable learning outcomes.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.visla.us\/blog\/editorials\/what-atd26-made-clear-for-ld-teams-in-2026\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"What ATD26 Made Clear for L&D Teams in 2026 - 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