1.What will be your top priority for employee training in 2026?

Leadership Development for emerging talent

Improving emotional intelligence and communication

Building team cohesion for hybrid/remote working

Upskilling for AI and digital transformation

Compliance and regulatory training

No budget for 2026

Other (please specify)

2.How do you anticipate delivering most of your training next year?

Primarily online, self-paced modules

Blended (virtual & in-person workshops)

In-person experiential team development

Internal delivery by L&D teams

Outsourced to training providers that we always use

We are looking for new ways to deliver learning

Other (please specify)

3.What is the biggest barrier to achieving full employee engagement in training? (In other words, knowing that the training improves knowledge and engagement equally)

Poor attendance due to competing work priorities

Learners fail to appreciate relevance to their roles

Poor delivery or uninspiring content (due to skills of trainer or type of topic)

Lack of psychological safety or trust

Inconsistent follow-up or reinforcement in the workplace

Other (please specify)

4.Which soft skill needs the most urgent attention in your organisation?

Emotional regulation & resilience

Listening & communicating

Accountability & ownership

Creative problem solving

Empathy & team collaboration

Other (please specify)

5.How will your 2026 Training budget be prioritised?

Strategic leadership development

Frontline management capability

Team wellbeing & engagement

Digital and AI readiness

External coaching & bespoke facilitation

Other (please specify)

None of the above

6.How likely are you to use psychometric tools (e.g. emotional intelligence assessments, personality profiles) to support learning outcomes in 2026?

Already use them regularly and will continue

Plan to integrate them more next year

Open to it, but need better understanding of the ROI

Not a priority for our organisation

We only use then for recruitment

Other (please specify)