Yesterday Speexx hosted Donald H Taylor online for a sharp walk-through of the annual 2025 AI in L&D report, published this fall by Don and Egle Vinauskaite. The signal is clear. We have passed the inflection point. AI is now part of the standard L&D toolkit, and the conversation has shifted from “if” to “how fast” and “where first.”
What I loved in the data is how practical the use has become. Four big buckets show up again and again. Content and design, where AI helps with research, writing, storyboards, and accessible formats. Operations, where teams use AI for comms, documents, and day to day productivity. Strategy and insight, where AI acts like a thinking partner for skills mapping, plans, and analysis. Workforce enablement, where simulations, coaching, and prompts support performance in the flow of work.
Progress is real, but the usual barriers still slow teams down. Trust in outputs, privacy and security, integration, and team skills keep showing up at the top of the list. The fix is not magic. Clear guardrails, smart data policies, integrated workflows, and targeted upskilling move the needle.
Don also offered a helpful lens for the journey. The Transformation Triangle names three winning patterns. Skills Authority, Enablement Partner, and Adaptation Engine. Pick the role that fits your business, then commit.
Where Speexx stands is simple. People development must show measurable impact on the job, not just in the LMS. Human in the loop is non negotiable. Coaches, managers, and SMEs keep context, judgment, and ethics front and center. We build for real work with role relevant conversations, feedback that is immediate and actionable, and support in the flow of work.
My takeaway for HR and L&D leaders: Start with one business problem. Wire AI into the workflow. Measure the change in performance. Then scale what works.
Revolution beats evolution, and strategy beats tactics - says Don.
For a full recording of the session, go to speexx.com.
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