In most corporations across Bangladesh, the Learning and Development (L&D) function typically offers a standard range of training programs. These include Excel refreshers, customer service training, sales techniques, and new-joiner induction sessions, where various departments often overwhelm new hires with too much information, leaving them with little to remember beyond a brief break from their workstations.

These sessions are valuable, some even argue they are critical. However, these traditional courses also reflect an L&D system that focuses on current needs rather than preparing for future ones. 

If organisations truly want to build cultures rooted in trust, innovation, and inclusion, L&D must evolve from a logistical function into a strategic driver of transformation.

The process is straightforward: while we focus on training for the present, we must give more weight to what the organisation will require in the future.

The pace of change across industries is quickening. Whether it is the rapid rise of AI, evolving customer expectations for personalised services, the increasing importance of ESG and sustainability, or the need for digital literacy, the skills that will matter tomorrow will not be the same as those today. However, many L&D calendars look remarkably similar each year. They tend to address existing skill gaps but rarely consider the competencies an organisation will need five years from now.

A more constructive approach would see L&D acting as an early warning system—spotting trends, identifying emerging capabilities, and preparing colleagues before the need becomes urgent. When people perceive that their organisation is investing in their future, not just their present, trust naturally begins to grow.

Another issue that needs attention is how knowledge flows—or does not—within organisations. Each year, companies send some of their promising colleagues to conferences, seminars, and training programmes, both locally and internationally. These trips offer valuable learning opportunities. Yet, too often, the insights stay confined to the attendee’s inbox or notebook. The organisation funds the learning, but the teaching itself does not spread.

Imagine if every returning participant shared their insights with colleagues—through a structured session, a short write-up, or even a casual discussion. This simple practice can foster a culture where knowledge becomes a communal asset rather than a personal advantage. 

At one of my previous organisations, our then-CEO shared on an internal TED-talk-like platform with his next-level colleagues what he had learned from his prestigious Harvard Leadership Course, which helped enhance his thought process, decision-making, and leadership abilities. These sessions allow other colleagues to feel valued, heard, and intellectually included. When people experience this kind of openness, innovation becomes more organic.

L&D must also ensure it selects the right people for the right course. I once worked on disaster management in an organisation, aiming to learn how technology can be used to rescue people during natural disasters. However, there was an actual cross-country training on this; one of my superiors, with no experience or intention of working in disaster management, was sent to the neighbouring country. The learning, of course, was never achieved by anyone.

There is also a misconception that only sales teams, relationship managers, or frontline staff deserve the majority of training resources because their roles are directly linked to revenue or customer engagement. 

But innovation rarely starts at the most visible levels of an organization. It often emerges from quieter areas—communications teams exploring new digital narratives, procurement teams learning about sustainable sourcing frameworks, marketing teams analyzing customer behavioral insights, general services testing global operational practices, or CSR teams enhancing their expertise in project management and impact measurement.

Even office assistants should know how to serve coffee to guests properly, and cleaning staff should be trained to position toilet paper correctly in its holder.

When only a few departments receive comprehensive learning opportunities, the organisation develops unevenly, and its innovation potential becomes imbalanced. A culture of inclusion ensures that every department, regardless of its direct impact on the bottom line, has the chance to grow, explore, and redefine its role.

This is where L&D must take on a transformative role. Instead of acting as event managers who organise training rooms, track attendance, and share photos on internal platforms, L&D should function as cultural architects. They should embed learning into everyday organisational life—through mentorship groups, cross-functional collaboration, peer knowledge exchanges, and leadership practices that foster curiosity rather than mere compliance.

When learning becomes part of the organisation’s rhythm, colleagues feel trusted without needing to earn it through a hierarchical structure. They feel confident enough to experiment because they know the organisation supports them. They also feel included because their growth does not depend on their department’s budget or visibility.

Ultimately, organisations that succeed in rapidly changing environments are those that encourage colleagues to be lifelong learners—curious, adaptable, and willing to rethink old habits. This is where trust develops, innovation accelerates, and inclusion becomes truly meaningful.

The future of L&D is not about adding more training sessions to the calendar. It is about cultivating a workforce that feels empowered to learn, experiment, and evolve. When L&D takes on this broader role, it becomes not just a support function but one of the most powerful engines of organisational growth.