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Choosing the Right Learning Partner for the Right Job
MCE shares key insights from the Nexed & UNICON research and invites you to explore the full study.
The Nexed & UNICON research, “Choosing the Right Learning Partner for the Right Job”, gathers insights from over 200 HR and L&D leaders around the world and shows what matters most when choosing a learning partner, where different provider models work best, and where the biggest gaps remain. The report also includes interview insights from companies such as SAP, Amazon, Aramco, and Airbus, providing practical guidance for anyone making learning decisions that have real impact. MCE highlights the key questions the research answers* and invites you to explore the full study.
Source: Nexed Insight and UNICON research | Choosing the Right Learning Partner for the Right Job
Key questions the research answers:
What matters most when choosing a learning partner?
According to the research the top priority for learning buyers is clear: alignment with business goals. Nearly one in four leaders (24%) ranked it as their top priority when choosing a learning partner. Organizations are looking for partners who really understand their context — their strategy, challenges, and people. For many leaders, the best learning partnerships start with a shared understanding of what success looks like for the business, not just for the programme.
The second key quality is adaptability. In a world where business priorities shift constantly, flexibility isn’t just a nice-to-have — it’s essential. Leaders want providers who can adjust quickly, respond to feedback, and co-create solutions that stay relevant.
Interestingly, while cost-effectiveness and reputation still matter, they are no longer decisive. Instead, trust, curiosity, and genuine partnership have become key differentiators.
“Providers must be aligned with our business goals and culture. If theyʼre not curious about our company or willing to adapt, we’re unlikely to work with them”. Global HRD & Chief People Officer (Osmo, Epic and WHJ US), US & India
Source: Nexed Insight and UNICON research | Choosing the Right Learning Partner for the Right Job
Which capabilities make a learning partner effective?
When it comes to capabilities, the research highlights a strong shift toward learning that is experiential, personalized, and scalable.
The top-ranked capability is experiential learning (21%), where participants learn by doing — through simulations, roleplays, and real-world challenges. Leaders believe that lasting learning happens through application, not just theory.
Coaching follows closely, appearing in the top three for 37% of respondents. Once reserved for senior executives, coaching is now viewed as a core capability for supporting behavioural change, reflection, and growth at all levels of leadership.
Customization and personalization were also highly valued (34% ranked them in their top three). Companies want providers who take the time to understand their context, culture, and goals — and who can tailor programmes with both speed and relevance.
“Leaders are quick to differentiate between providers who merely adjust off-the-shelf content and those who engage meaningfully with their unique context, culture, and goals. True customization is not just about making programs different, itʼs about making them fit—thoughtfully, creatively, and collaboratively.”
Source: Nexed Insight and UNICON research | Choosing the Right Learning Partner for the Right Job
Finally, the ability to scale emerged as a defining capability. Many organizations are global, yet they expect learning to feel local. Scaling leadership and development programmes across geographies — without losing quality or human connection — remains one of the biggest challenges in the market.
What skills and challenges are leaders focusing on?
The research also sheds light on the skills organizations are prioritizing as they navigate an increasingly complex business environment.
At the top of the list is crisis and risk management (19%), followed by entrepreneurship (18%) — reflecting a growing focus on resilience, innovation, and strategic thinking. Leadership development remains consistently important, ranked among the top three priorities for 44% of respondents, while digital and data literacy is rapidly rising as organizations embrace AI and new technologies.
These skill areas tell a clear story: leaders are expected to guide teams through uncertainty, adapt quickly to change, and make informed decisions in a digital-first world. Learning partners who can help organizations develop these capabilities are likely to remain in high demand.
Which learning priorities guide decisions today?
Beyond skills, the research identifies the broader learning priorities driving decisions. Change management and compliance and regulatory learning tied as the most frequently cited top objectives (both at 19%), showing how organizations are balancing strategic transformation with operational stability. Employee engagement and retention also featured prominently, with 42% of leaders ranking it among their top three priorities.
For providers, these findings underline the importance of connecting learning solutions to real business challenges — from supporting change and compliance to building engagement and leadership strength.
The Nexed Insight and UNICON report paints a clear picture: today’s organizations seek learning partners who are aligned, flexible, and capable of delivering meaningful, applied learning experiences. Success is no longer about content or reputation alone. It’s about partnership — understanding the client’s reality, adapting quickly, and creating learning that makes a measurable difference.
To explore the complete findings and better understand what organizations value most in their learning partnerships, you can download the full Nexed Insight and UNICON report “Choosing the Right Learning Partner for the Right Job.” It provides detailed data and recommendations for Talent and L&D leaders shaping the future of learning in their organizations.
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