Why learning influencers are the next big shift in L&D

Top-down training is outdated. Yes, we said it. Employees tune out on mandatory programs, leaving L&D teams struggling to drive adoption and engagement. The solution? Learning and development influencers: trusted peers who make learning relatable, practical and inspiring. By sharing knowledge in ways that resonate, they transform training from a checkbox into a movement that employees actually want to join.

In this article we’ll explore:

• The rise of learning and development influencers

• The power of peer-to-peer learning in organisations

• How user-generated content can shape your L&D programs

• The challenges of maintaining quality

• And how learning influencers will reshape L&D in the years ahead
  

The rise of learning and development influencers

For decades, corporate learning has relied on formal, top-down programs: scheduled trainings, rigid LMS modules and one-size-fits-all on-site training courses. While these methods provided structure, they often struggled to engage employees and connect learning to real-world challenges.  

Or as Benjamin Jaksch, Learning Catalyst and Content Creator explains:

“Think about where people normally go if they have a question. Often, they’ll ask a peer—they won’t start searching online or the learning management system.”

The rise of learning and development influencers addresses this gap between L&D programs and learning in the flow of work. As these trusted peers are no longer just “trainers”; they’re advisors who guide colleagues through challenges and opportunities they’ve personally navigated. A learning influencer can shed light on change, share practical solutions and make knowledge both accessible and relevant. Turning everyday work interactions into powerful learning moments.

“It’s easier and more direct if you have an individual’s contact—they can instantly tell if they shared the same challenge and how they overcame it.“

How learning influencers are reshaping L&D today

Learning influencers are already active in many organisations (even if their impact isn’t formally recognised). Colleagues naturally share advice, answer questions and guide peers through challenges. By identifying and supporting these trusted individuals, organisations can turn informal influence into a strategic driver for learning and development.

This peer-to-peer learning in action boosts adoption and relevance. Employees are far more likely to engage with programmes recommended by peers who understand their daily work.

Examples include:

• Quick problem-solving: A team member shares a shortcut or tool tip that saves time and prevents repeated mistakes.

• Mentorship moments: Peers offer guidance on applying new skills to ongoing projects.

• Content recommendations: Influencers point colleagues toward specific courses, videos or articles that directly relate to their role.

• Social learning nudges: Informal discussions spark interest in learning topics, creating a ripple effect across the team.

These actions may seem small, but collectively they transform learning from a top-down requirement into an embedded, peer-driven experience. In the next section, we’ll explore how this shift fuels the growth of peer-to-peer learning and user-generated content, and why these trends are critical for the future of L&D.

User-Generated Content and peer influence: the next frontier

User-generated content (UGC) is emerging as a powerful driver of workplace learning. Rather than relying solely on formal training modules, organisations can now use the knowledge that employees create and share every day. Learning influencers play a key role in this shift, turning informal insights into content that spreads across teams and becomes part of the organisation’s learning culture.

As one challenge, Benjamin Jaksch and Maike Telaak, account executive at GoodHabitz note, there is often a misconception that knowledge sharing has to be formalised. This mindset can create a culture of reluctance, where employees hesitate to share their discoveries widely.  

As Maike explains:

“Ease your way into it. It could be a little shortcut you’ve just learnt—share it via Teams or Slack.”

Benjamin adds that L&D teams are crucial for scaling these efforts:

“L&D can provide the frameworks, such as a team learning board, to make these learnings (however big or small) visible and readily available for employees. A hub that is easy to follow, and provides different formats of content, can ensure that individuals can get straight to the point of learning.”

By enabling employees to share insights with one another, organisations can maximise the value of user-generated learning content.

The quality question: can peer content be trusted?

User-generated learning content comes with undeniable benefits, but it also raises important questions about quality. Peer contributions can vary in depth, accuracy and relevance. L&D teams need to make sure that this content remains trustworthy and valuable. No two employees consume or learn in the same way, and this should always be top of mind to prevent the quality of user-generated learning from declining.

Maike illustrated this with a practical example around a software change:

“Someone might have figured out how to use the software. It’s important then for that person to think about the best format to display this piece of knowledge. Is it a video or a slide deck?”

She emphasised that context matters:

“The software change might not be applicable to all teams across an organisation—so being cautious if the topic is relevant and being shared to the correct audience is also important.”

To support quality and consistency, L&D teams can implement several practical measures:

• Provide clear frameworks: Offer guidelines on how to structure and present content, including recommended formats (video, slides, documents) and levels of detail.

• Set relevance boundaries: Encourage contributors to consider the audience and context for each piece of content, ensuring that it reaches the right people.

• Curate and moderate: Review submissions for clarity, accuracy and applicability before sharing widely.

• Encourage transparency: Advise contributors to be honest about their level of expertise or experience to build trust among learners.

• Offer training, feedback and recognition: Provide training in content creation, constructive feedback and recognise valuable contributions to motivate ongoing participation from internal learning champions.

By providing learning and development influencers with these frameworks, L&D teams can guard the integrity and quality of user-generated content while harnessing its engagement, relevance and real-world impact.

From consumers to co-creators

Building on the rise of peer-driven content and the frameworks L&D provides to ensure quality, the future of workplace learning is shifting from passive consumption to active creation. Employees are no longer just recipients of training. They are shaping the learning culture itself.

Learning influencers act as catalysts for self-directed learning, inspiring colleagues to take initiative, share insights and apply new knowledge in real time.

This shift transforms learning from a series of one-off courses into an ongoing conversation. By actively contributing, sharing and responding to the learning needs of their peers, employees help create a culture that is agile, collaborative and deeply connected to real work challenges.

Culture the future of L&D: what will influencer-driven learning look like?

Over the next three to five years, learning and development influencers will become a central design principle in workplace learning strategies. Organisations will increasingly leverage peer influence to shape what employees learn, when they learn it and how they apply it in on the job.  

User-generated content, social learning and microlearning will become core components of L&D programmes, with learning influencers driving adoption, relevance and engagement at every level.  

L&D teams will shift further into curators, guides, and facilitators, creating frameworks and environments where knowledge sharing flourishes naturally.

The shift is clear: learning influencers represent the next big transformation in L&D. Tomorrow’s L&D strategy won’t be built on courses, but on conversations.

By embracing this approach now, organisations can already foster a culture of continuous learning, agility, and collaboration today.  

Want to stay ahead of the shift?
Book a demo to discover how GoodHabitz helps organisations harness influencers to transform workplace learning.