L&D Training Must Shift from On-Paper Certificates to In-Practice Skills

These days, a degree or a fancy certification isn’t the golden ticket that it used to be. Your skills are really what sets you apart. And most L&D teams are already aware of that. 91% of L&D professionals believe that human skills like adaptability, communication, and problem-solving are more important than ever.

This is where the employer-employee dynamic comes into play. Employers want problem solvers, team players, and quick thinkers who can keep up with change, while employees are eager to grow and need learning materials that will help them do that. However, as workplaces change and new challenges come up, it’s getting harder to bridge the gap between what’s taught and what’s actually needed in the workplace.

And that brings us to the real question for workforce development leaders: How can they ensure the skills they’re teaching align with what employers are looking for?

To answer this, I had a chance to sit with Juanita, Head of Impact at Cengage, on our latest Tech in EdTech episode. We had a really insightful conversation about something that’s been on my mind lately—the struggles edtech companies face in workforce development.

With industries moving fast, how do we ensure the skills being taught match what employers need? With changing rules, diverse learners, and new technology, how do we keep content relevant? I’m excited to share the questions and answers with you!

 

How Can Workforce Leaders Ensure They’re Teaching the Skills Employers Want?

One of the biggest challenges in the labor market is keeping up with the trends. What employers want today might be outdated in six months. This is exactly why staying connected is extremely important. Companies need real conversations with hiring managers, industry leaders, and policymakers to figure out what’s actually valuable. Do you know what matters just as much as expertise? Adaptability. It’s not just about technical skills anymore, employers want problem-solvers.

Micro-credentials and stackable learning are catching on for a reason. Not everyone has the time or need for long, one-size-fits-all programs. Breaking learning into smaller, skill-focused certifications gives people a way to upskill without putting their careers on hold. It’s flexible, practical, and, most importantly, directly tied to what’s needed on the job.

 

What Makes Building Workforce Training Content so Challenging?

EdTech companies have a lot to juggle. Especially when it comes to keeping the content current, engaging, and accessible to a wide range of learners. Even if everything else is on point, the one thing they often miss is relevance. Juanita put it perfectly—” If I take my knitting program to a place with no yarn, it won’t work.” The same goes for workforce training. If it doesn’t match what people really need, it’s not going to work.

Then there’s engagement. No one wants to sit through training that feels pointless. If it doesn’t connect to real challenges, people lose interest. That’s why hands-on content, real-world scenarios, and case studies that actually reflect what employers need to make such a huge difference.

 

How Do EdTech Companies Keep Up with Ever-Changing Standards and Regulations?

Regulations are always shifting, and keeping up (without saying) is a must. Whether it’s new industry standards, government training mandates, or accessibility rules, workforce training providers have to stay ahead. If they don’t, their programs risk becoming irrelevant fast.

The smartest way of handling this is by building flexibility right from the start. Static courses get outdated quickly, but a modular design makes it easier to swap in new content when rules change. That way, updates don’t mean starting from scratch. She also emphasizes that collaboration is just as important. Working closely with industry groups, policymakers, and employers keeps training aligned with the latest requirements. It also makes sure that compliance doesn’t come at the cost of practicality and that learners still get content that’s useful.

 

What Role Does Technology Play in Changing the Game for Workforce Training?

Technology isn’t there just to deliver training, however, to make training more easier, smarter, and engaging. AI can spot skill gaps and recommend exactly what someone needs to learn, instead of forcing them through a one-size-fits-all course. VR and AR are making hands-on training feel real, which is a game-changer, especially for industries like healthcare and manufacturing. And something as simple as mobile-friendly content means people can learn on their own time, wherever they are.

But then you need to make sure that this technology is simple. If it’s clunky or overwhelming, no one’s going to use it. Hence, the goal is to make learning feel natural, real, and accessible and not just pack interactive fancy features just for the sake of it.