Dominique Austin Bruno

Have you noticed how the promotion of AI use in the LinkedIn L&D sphere seems to be getting worse by the day? The latest trend usually consists of a few overly chirpy ‘L&D professionals’ discussing in excited tones a new piece of AI kit (I won’t name names, but there are a bunch of them and they all look awful) that allows them to create a course in minutes instead of days.

Organisations that can build capabilities faster than their competitors will seize opportunities others can’t respond to quickly enough. AI will shift from a productivity tool to a performance teammate, actively coaching and enabling work in real time. And the learning function itself will split into two distinct camps: those that evolve into strategic performance enablers, and those that face consolidation and increasing cost-containment.

In part one, I shared the four questions I ask myself in an attempt to challenge my own ‘obvious’ labelling and produce training that generates meaningful impact. Now, let’s look at how to overcome the root issue to allow that learning journey to take shape. Once I have had a chance to properly reflect, and determine the most likely root cause of my struggles, the road to a solution usually starts to feel as though it has materialised from the ether.