Microlearning and On-Demand Training Are Reshaping the Future of L&D with Liz Ramon of Castle Group

1. The Rise of On‑Demand, Micro, and Just‑in‑Time Learning

Ramon highlights a continued shift away from long, formalized training sessions toward short, targeted learning experiences accessible at the moment of need. She notes that platforms like YouTube and TikTok have shaped learner expectations by demonstrating how complex skills can be acquired quickly through concise video demonstrations. L&D teams are increasingly delivering microlearnings, job aids, brief e‑learning modules, and practical performance support that meet learners where they are. 

2. Learning in the Flow of Work Is Becoming the Norm

Modern learning tools now integrate directly into daily work tools and platforms, offering real‑time guidance, intuitive support, and step‑by‑step assistance. Ramon observes that this modern version of “help in the moment” enables employees to access the exact guidance they need without disengaging from their core tasks. This shift frees L&D professionals to focus more on creativity and strategy, since foundational guidance can now be automated or embedded. 

3. Multi‑Generational Learning Requires Flexible Design

With several generations working side by side, expectations about how people learn vary widely. Ramon stresses that “one size fits all” no longer works. L&D must design flexible, practical experiences that resonate across learning styles, comfort levels with technology, and workplace expectations. Meeting learners where they are ensures relevance and helps organizations accommodate evolving demographic realities. 

4. Capturing Institutional Knowledge Before It Leaves

As many tenured employees exit the workforce, organizations face the risk of losing deep institutional knowledge. Ramon emphasizes the strategic role of L&D in collaborating with subject matter experts to capture and preserve this knowledge through training programs, resources, and documentation before it’s lost. This captures organizational memory and ensures continuity of expertise. 

5. Leadership Expectations Are Shifting Toward Coaching and Human‑Centered Skills

Emerging leaders are now expected to coach, mentor, and support teams in ways they may never have been trained to do. Ramon anticipates a growing demand for leadership programs that develop coaching capabilities, emotional intelligence, and interpersonal skill sets. She also underscores the importance of human connection, even in an age of AI, because people still “connect with people,” and leadership development must address this deeply human aspect of work. 

6. Adaptability and Self‑Awareness Are Today’s Critical Workforce Skills

Ramon identifies adaptability paired with strong self‑awareness as the most essential skill combination for today’s workforce. With constant technological, organizational, and societal changes, leaders must understand how their behavior affects others, reflect on their impact, and adjust their approach accordingly. These qualities help sustain trust and stability in uncertain environments. 

7. The Pandemic Reshaped Learning Expectations Permanently

Both personally and professionally, Ramon saw how quickly people (especially younger generations) adapted to digital learning environments during COVID‑19. The experience highlighted the vast differences in comfort level with technology and demonstrated how resilient and adaptable learners can be when required. She views this period as a defining moment that accelerated the evolution of L&D. 

8. Mentorship Shapes Careers and Builds Confidence

Ramon attributes her career development to mentors who led with kindness, courage, and empathy. She values mentors who invest time not only in skill development but also in building confidence and judgment. She shares stories of mentors who encouraged her potential early in her career; experiences she now strives to pay forward. Mentorship, in her view, is central to individual and organizational growth.