Conventional training is officially extinct

Summary

Dr Mahmood Ahmed Khan argues that one-size-fits-all training no longer works. Personalised learning journeys — tailored to individual roles, capabilities and career goals — are now essential because skills evolve faster than traditional programmes can keep up. Technology (AI, learning experience platforms and analytics) makes personalisation scalable, but culture and human judgement remain the decisive factors. Organisations that personalise learning see higher engagement, faster capability building and better ROI; those that stick with standardised training risk mediocrity and wasted budgets.

Key Points

One-size-fits-all training produces uniform mediocrity and disengagement.
Personalised learning aligns capability gaps, career aspirations and business priorities into tailored development paths.
Real-world examples show targeted programmes increase internal mobility, reduce attrition and shorten time-to-competence.
Technology enables scale (recommendation engines, analytics), but human coaching and managerial decisions remain essential.
Personalisation increases ROI by reducing time on irrelevant content and accelerating on-the-job application of skills.

Content summary

For decades, training assumed identical starting points and outcomes. The article describes how diverse workforces, multi‑generation teams and hybrid models have exposed the limits of standardised programmes. It explains what genuine personalised learning looks like — not just more courses, but structured, adaptive journeys that change pace, format and depth for each learner. Case studies from multinational firms illustrate measurable benefits: higher promotion readiness, lower high-potential attrition and quicker new-hire competence. The piece warns organisations that technology is an enabler, not a strategy, and that the best systems amplify human judgement rather than replace it.

Context and Relevance

This is important for HR leaders, L&D professionals and line managers planning workforce development in 2026 and beyond. It ties directly into broader trends: rapid skills churn driven by AI and digitisation, hybrid work, and the need for internal mobility as external hiring becomes expensive and slow. The article provides practical justification for shifting budgets from standard programmes to personalised pathways, and for investing in analytics and coaching to make those pathways effective.

Why should I read this?

Because if your training still assumes everyone learns the same way, you’re wasting time and money. This piece is a quick wake-up call with practical examples — perfect if you want to stop running compliance-style courses and start building learning that actually moves the needle.

Author style

Punchy and direct: Dr Mahmood makes a clear, evidence-backed case that personalisation is not optional. If you care about measurable performance, this is worth reading in full — it explains the what, why and how without the fluff.