Executive summary. Since 2020, the world of professional learning has undergone a profound transformation. Remote work and online learning have shifted from emergency solutions to permanent capabilities, redefining how international organisations train and support their staff. Drawing on my experience as a trainer and coach for European institutions and agencies, this article explores how practices have evolved before, during, and after COVID-19, and what these changes mean for the future of learning.

1) Before COVID-19: all in-person

Before 2020, nearly all soft-skills training within European institutions took place entirely in person, often over one or two full days. Participants based abroad took flights to join sessions held in central locations—typically in Brussels or Luxembourg—with travel costs covered by the organisation.

These sessions offered strong human interaction and rich group dynamics, but also came with significant logistical costs, long travel times, and dense, high-intensity content compressed into short periods. While the human connection was invaluable, the overall format was demanding and resource-heavy for both participants and organisers.

2) During COVID-19: the rise of remote learning

The pandemic changed everything overnight. In-person sessions were cancelled, and training became 100% remote. Trainers and participants had to learn, often in a hurry, how to use new digital tools such as Zoom, Miro, Teams, …

Training formats were redesigned: sessions became shorter, typically half-day modules, focusing on key behavioural objectives. Breakout rooms replaced small group discussions, and virtual collaboration boards replaced paper flipcharts. This period showed that high-quality behavioural learning is possible online, provided that sessions are carefully designed and interaction is maintained throughout.

3) After COVID-19: towards a hybrid and flexible model

Once restrictions were lifted, the old format did not return. Organisations adopted a hybrid model, combining in-person and remote learning depending on the objectives, audience, and context.

Today, most training sessions last half a day, whether online or on site, and are often followed by individual coaching sessions to extend the learning process. This new model offers several major advantages:

• It reduces pressure for participants already overloaded with work.
• It saves time and money by avoiding travel to the organisation’s headquarters.
• It makes learning more regular, progressive, and integrated into daily life.

However, the human connection behind a screen remains more limited. This is why it has become essential to amplify interpersonal connection during online training and create genuine moments of interaction and trust between participants.

4) Key advantages and new needs

This new model has made learning more flexible, sustainable, and accessible, but it also requires new skills from trainers:

• Mastering collaborative digital tools and platforms.
• Managing group dynamics remotely.
• Encouraging active participation and emotional engagement online.

In my own practice, I have developed training approaches that integrate AI tools and interactive learning boards, enabling personalised follow-up and more effective post-training coaching.

5) Perspectives: training towards 2030

By 2030, professional learning in international organisations will operate through a dual ecosystem:

• In-person sessions will remain key for emotional intelligence, team-building, and interpersonal communication.
• Digital and hybrid formats will dominate for behavioural learning, reflection, and ongoing professional development.

Artificial Intelligence will further strengthen this evolution, with personalised learning paths, virtual simulations, and real-time feedback. Yet, the human dimension will remain central: trainers will continue to bring meaning, trust, and transformation to the learning process.

In summary

We have moved from a model that was centralised and event-based to one that is continuous, distributed, and integrated. What began as a constraint during a global crisis has become a new culture of learning — more human, more flexible, and better suited to a world in constant evolution.