For a time, the landscape for learning seemed to have reached a steady state: Traditional instructor-led training remained the go-to option for priority programs, alongside classic coaching and mentoring initiatives for one-on-one (personal) development. E-learning courses, supported by a learning management system, provided self-directed alternatives where scalability or cost concerns dictated. Nagging questions about usage and impact remained, with some resources grossly underused and key metrics on such areas as leadership pipeline remaining stubbornly unchanged. But there was at least a degree of predictability, and learning functions had shifted their staffing and structures to manage the work. Now those days are gone. The pace and high demands in today's global organizations are forcing us to...