Personalized Approaches to Skill Development

Remember when we all used the same sales script or email template, no matter who we were talking to? And then we tried something new - actually listening and adapting our pitch to what each person really needed. Turns out, this wasn't just better for sales; it made our clients happier too. It's a lot like what's happening in learning and development (L&D) right now. Instead of everyone getting the same training, programs are shifting to focus on what each person needs to learn, just at their own pace. It's about making it fit for the person, not making the person fit the training. Whether it's selling a product or teaching a new skill, the message is clear: one size doesn't fit all. Understanding what each person needs makes everything more effective. Let's keep it personal. It makes a world of difference. How have you seen personalized approaches impact your work or learning experiences? Share your stories below! #LearningAndDevelopment #salesdevelopment #skillsdevelopment

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

So you do manager training. But it doesn't seem to actually help your team the way you think it might. So how do you increase the transfer of information from a training session to someone's day-to-day job? Sarah Cannistra and I had a super fun conversation about using multi-modal approaches to leadership development. What is multi-modal learning? Let's go through an example: Training managers to give feedback. A multi-modal approach is more than just one training class about how to give feedback. Instead, it uses multiple modalities or methods to help people explore new ways to give feedback and grow. It might include: 1. A 360 survey to understand how other people receive their feedback style. 2. A short video that introduces a way to give feedback. 3. An experiential live learning class that reinforces the new way of feedback and gives them space to practice in class. 4. Drip content that reinforces beliefs in class and gives asynchronous space for people to ask questions. 5. A peer coaching circle that allows people to talk about what they're trying, how it's going, and real-time support as they make mistakes. 6. Templates on ways to ask and give feedback in 1-on-1 meetings, team meetings, or other regular communication points. So many manager learning programs aren't as successful because the knowledge can't transfer from a theoretical training class to their day-to-day job. Increase effectiveness and give your teams real support by meeting them where they are at and provide real-time resources right when they need it. I want to know from you, LinkedIn friends: What is your favorite way to learn? What kind of modality (e.g. classes, podcasts, books, mentorship, etc.) do you think helps you learn the best? PS: Link to podcast in comments!

Why Personal Development Is Becoming the New Superpower for 2025 I recently read this inspiring article on the evolving landscape of personal development—an area I believe will define successful leaders and thriving organizations in the years ahead. Here are the top trends reshaping how we grow and why they matter: 1️⃣ Personalized Learning Journeys One-size-fits-all training is out. In 2025, personal development will be about creating tailored experiences, using data and AI to meet individuals where they are and guide them toward meaningful growth. 2️⃣ Emotional Intelligence as a Core Skill Empathy, self-awareness, adaptability—these aren’t soft extras anymore. They’ve become essential. Teams led by emotionally intelligent individuals are healthier, more innovative, and more resilient. 3️⃣ Microlearning & Continuous Growth The old-era “one-and-done” workshops are giving way to bite-sized learning, integrated into daily workflows. Ongoing, real-time development is how we stay agile in a fast-changing world. 4️⃣ Well-Being and Resilience Personal growth now includes mental and emotional health. Approaches like mindfulness, stress management, and balanced living are no longer optional—they’re foundational to sustainable performance. Why this matters to leaders today: Growth is strategic. Investing in tailored development isn’t just HR—it’s key to building cultures where people thrive. Connection over isolation. A focus on emotional intelligence bridges gaps, fosters trust, and improves collaboration—especially in global or hybrid teams. Development isn’t episodic—it’s ongoing. When learning flows seamlessly into daily life, we create environments where improvement never stops and adaptability becomes the norm. Well-being drives performance. When individuals are healthy and balanced, they bring their full potential to work—innovation, resilience, and leadership follow. At Cumorah Academy, we’ve prioritized these trends—through mentoring, immersive learning, and tools that support holistic growth. If you're designing development strategies for 2025, keep these trends at the center: personalization, EQ, continuous learning, and well-being. Because in a world that won't slow down, our growth shouldn't either. Question for you: Which of these emerging trends have you embraced personally or with your team? #PersonalDevelopment #Leadership #EmotionalIntelligence #LifelongLearning #FutureOfWork #GrowthMindset #WellBeing #ContinuousImprovement #PatrickSedivy #CumorahAcademy

Skill building can strengthen your team’s capacity to collaborate, communicate, and unravel complex problems. But ramping up everyone’s communication skills is not as simple as implementing generic training across the organization. You can’t check a box by delivering the same training to every employee. 💡 Instead, it’s about meeting people where they are to offer personalized pathways to development. Where are they experiencing friction? What skills could you help them develop to increase their impact at work? You also need to bridge the generational gap at work. Today’s workforce can consist of FIVE generations, so figuring out how to lead and support them is huge. Focus on upskilling, but with clear recognition of employees’ diverse talents, experiences, and skill gaps. Be sensitive to how different generational groups like to engage with training, take in new information, and embrace new tools and tech. HBR offers a few strategies to help bridge generational divides: ➡️ Build and capitalize on a shared sense of purpose ➡️ Use team launches to highlight how differences matter ➡️ Launch and sustain a reverse mentoring program What do you think? Would these be effective in your company? What’s missing from the conversation? I’d love to see your thoughts in the comments! #humanresources #hr #hrcommunity