How to Adapt L&D Strategies Using AI

AI in HR—This Mercer article shares how GenAI will impact 3 HR roles, helping to unlock capacity and stakeholder value. The 3 roles are: (1) HR Business Partner (2) L&D Specialist (3) Total Rewards Leader The article identifies tasks within these roles that lend themselves to automation through GenAI. Using the L&D role as an example: (𝗮) 𝗖𝘂𝗿𝗿𝗲𝗻𝘁 𝗦𝘁𝗮𝘁𝗲. Much time is invested in program design and delivery, preparing learning content, interpreting training evaluation data, etc. (𝗯) 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆. AI aids in organizing content, scheduling training, and analyzing training evaluation data, among other tasks. (𝗰) 𝗨𝗻𝗹𝗼𝗰𝗸𝗲𝗱 𝗖𝗮𝗽𝗮𝗰𝗶𝘁𝘆. Time saved can be redirected towards learning enablement, strategy, governance, and more. HR leaders can utilize this framework to identify opportunities for tapping AI's potential across various HR roles. ***Link is in the first comment. As a bonus, I've included the recent BCG analysis on GenAI opportunities in HR and my playlist of AI in HR resources. Find value in this post? Reshare, comment, or tag someone who'll benefit. #hr #humanresources #ai

If your org is serious about AI, it's time to think more strategically about L&D. We need to break AI initiatives out of a tech-first mindset and recognize Learning & Development for the role it can play at the front line of transformation. The stark reality is that AI requires such a behavioral and mindset shift that your competitive future depends less on the “best” AI, but a workforce that knows how to use it well. >>>This also requires a strategic reframe for the L&D org. We have been talking for some time about how critical the CLO is as a strategic business partner who drives organizational change. In an age of AI it's even more important. Unlike traditional digital transformation initiatives, which could be centrally designed, deployed, and enforced, AI requires a change in how people think, decide, and create across the entire organization. It takes a new kind of decentralized, agile, and responsive learning program that’s less about learning a tool and more about how to help each person gain the muscle to integrate new capabilities into their role, purpose, and mission. >>> A recent report from Intelligent Enterprise Leaders Alliance in collab with Corporate Learning Network taps over a dozen wise thinkers to unpack the opportunity and challenge of this moment. It’s rich with insight: sit down and enjoy reading it over a cup of coffee this week! >>> Here is the reality: -> Only 1 in 6 companies have rolled out corporate AI training, and only a mere 4% are frequently running “experiments and hackathons”* (which btw are no longer just for techies, all we need is the natural language we learned as toddlers to do extraordinary things with AI). -> More than 56% of L&D leaders say their companies encourage learning but do not always prioritize it (more than 43% report that learning remains occasional and mostly limited to compliance training and onboarding).* *stats from the report We need change to meet this moment, to elevate L&D to what it truly is: strategic infrastructure which should be actively connected to the C-suite. Check out the report, and share what you think! I’ll end with a note from Ruth Gotian, Ed.D., M.S.: “Do not be afraid of AI. AI presents possibilities we weren’t aware of. It has the ability to make things go faster in ways that we had not considered.” ____ If this is helpful, ♻️ repost to help someone in your network! ____ Link to report in comments; includes perspective from Josh Bersin, Christopher Lind, Nick Shackleton-Jones, Elliott Masie, Julie Dirksen, Allison Brotman, David James, Ken Taylor, CPTM, Maggie Redling, Ed.D, Kevin O'Hara, Tom Whelan, Ph.D., Daniele Grassi, Brandon Dickens, Jagadeesh Sivadasan, Monica Worline, Rocki Basel, PhD, Parker Mitchell, Tom Stanfill, Dave Ulrich, Christine Janssen, PhD, Benjamin Campbell, Ethan Webb, Association for Talent Development (ATD), Training Industry, Inc. ____ 👋 Hi, I'm Alison McCauley. Follow me for more on using AI to advance human performance.

L&D leaders: if you're only using AI to scale content, you're missing out. Here's what's below the iceberg when it comes to AI use cases 👇 I was reading Ross Stevenson's "Steal These Thoughts" newsletter about "The Ferrari Dilemma" and it got me thinking. TL;DR, using AI for only content generation is like owning a Ferrari and only using it to drive around the block. Generative AI has a lot of use cases, many we don't hear enough about. Here are a few that I've seen L&D leaders explore so far: 🏔 Tip of the Iceberg: Content Generation 🏔 This is the most common advertised use case I've seen. Many L&D leaders use AI to write better course copy, video scripts, and graphics. It's powerful stuff, and allows learning leaders to do more with a team of one. 📊 Sub-level One: Analyzing Learning Data 📊 If you're having conversations with learners and compiling data to understand what to design next, it can be easy to lose track of key takeaways and insights. Gen AI can be your thought partner, summarizing so you don't miss a thing. 🤖 Sub-level Two: Expert Bots 🤖 GenAI allows you to instantly add a new expert to your team. Looking to soundboard your ideas off another L&D expert, performance consultant, or master facilitator? You can! You can also design specialized coaches to support your user base's learning goals. ⏳ Sub-level Three: "Just in Time" Learning ⏳ L&D leaders used to dream about being side-by-side with learners at work to offer them the exact right resources and frameworks at the moment of need. AI makes these dreams a reality. Learning leaders can offer relevant up-skilling like never before, and scale continuous skill assessment or live feedback. 👑 Sub-level Four: Personalized Learning 👑 Traditional learning content is generalized for wide swings of the organization's learning population and hopes to do everything. With Gen AI, courses can become more personalized than ever. Imagine auditing a learner's skill gaps and providing them with a completely personalized learning path, instantly. 👉 We need to expand our minds when it comes to Gen AI and go beyond what we've already seen it do. There's an extremely powerful tool in every learning leaders tool kit, waiting to be explored! If you're looking to follow other AI in learning experts, check out Ross Stevenson and Egle Vinauskaite who write brilliant stuff on the topic. And if you're interested in how Kona is pushing towards the future of manager development with AI, feel free to reach out. What AI use cases for learning did we miss? Let me know in the comments! #ai #learning #learninganddevelopment #peopleops #hr #leadership