As a CLO, VP, or Head of L&D, the pressure is rising. Budgets are under scrutiny. AI is reshaping expectations. Skills gaps are widening. And your executive peers want measurable business impact, not program activity.
Completion rates and satisfaction scores won’t protect your seat at the table in 2026.
What will? Proving that learning drives capability, mobility, and revenue.
Too many L&D functions are still operating as content providers—optimizing catalogs, piloting disconnected AI tools, and building static skills libraries that don’t influence workforce strategy.
That approach won’t survive the next planning cycle.
The shift is structural. You must move from delivering programs to architecting capability ecosystems tied directly to business outcomes.
JR Burch, Director of Learning Experience Design at Intrepid, has been building exactly that. He works with enterprise learning leaders to transform L&D from a service function into a strategic growth engine by embedding AI into workflows, connecting skills data to workforce strategy, and tying learning directly to business KPIs.
This session breaks down the five non-negotiables learning leaders must get right in 2026.
What You’ll Learn
- How to evolve from content provider to capability architect
- How to embed AI as operational infrastructure, not isolated pilots
- How to use skills intelligence to inform workforce planning and mobility
- How customer and partner education become revenue multipliers
- What CFO-grade measurement looks like and how to deliver it
If 2026 is going to demand more from L&D leaders, this is where you get ahead of it.
