Most leaders understand the value of investing in an onboarding process for orientation, productivity, and retention, but few associate onboarding with strong performance over the employee’s full tenure with the organization. By contrast, everboarding is a newer approach that prioritizes ongoing learning and development rather than only an initial commitment. Insights from Deloitte indicate organizations that establish an ongoing learning culture are 52 percent more productive with engagement and achieve retention rates 30–50 percent higher than those that don’t.
When implemented effectively, everboarding embraces proven elements of a coaching culture that establish an ongoing commitment to skill development, deepens understanding of the organization, and supports real-time feedback to prevent stagnancy in high-potential employees brought in through strong hiring practices.
What if, for example, the corporate learning system knew who you were and you could simply ask it a question and it would generate an answer, a series of resources, and a dynamic set of learning objects for you to consume? In some cases you’ll take the answer and run. In other cases you’ll pour through the content. And in other cases you’ll browse through the course and take the time to learn what you need.
And suppose all this happened in a totally personalized way. So you didn’t see a “standard course” but a special course based on your level of existing knowledge?
This is what AI is going to bring us. And yes, it’s already happening today.
“Knowing is not enough; we must apply. Willing is not enough; we must do.”
Johann Wolfgang von Goethe
Learning Transfer’s ultimate outcome is behaviour change, so we must understand the conditions that trigger a behaviour to start.
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According to Fogg, three specific elements must converge at the same moment for a specific behaviour to occur. Given that learning transfer is only successful when the learner starts behaving in the desired new ways, Fogg’s work is critical to understanding how to generate these new behaviours. The Fogg Behavioural Model [*1] states that B=MAP. That is, a specific behaviour will occur if at the same moment there is sufficient motivation, sufficient ability and sufficient prompt. If the behaviour does not occur, at least one of these three elements is missing or below the threshold required.
The prompt is, in effect, a call to action to do a specific behaviour. The prompt must be ‘loud’ enough for the target person to perceive it and be consciously aware of it. Once aware of a prompt, the target immediately, and largely unconsciously, assesses their ability to carry out the requested behaviour: how difficult would this be, how long will it take, who can help me, and so on. They base this on their perception of the difficulty of the requested behaviour, and their ability, as they see it, to achieve that behaviour.
Over the past year, many excellent and resourceful books have crossed my desk or Kindle. I’m rounding them up here so you can find a few to expand your horizons. The list below is in alphabetical order by title.
Each book is unique, yet as a collection, they reflect some common themes and trends in Learning and Development: a focus on empathy and emotion, adopting best practices from other fields, using data for greater impact, aligning projects with organizational goals, and developing consultative skills. The authors listed here are optimistic and forward-thinking—they believe change is possible. I hope you enjoy the books.
Outside of practicing their learning, there are many challenges to creating and delivering meaningful workplace L&D programs. Participants are busy and may struggle to free up even an hour or two on their calendars. Training could be delivered in the wrong format or at the wrong time. After they attend the training, they may not have an opportunity to apply what they have learned. This can lead to some participants not perceiving training as time well spent. As L&D professionals, our job is to create learning experiences that are meaningful and relevant to people’s day-to-day work.
Adults learn best when training is delivered when it is most relevant to their work, and they can apply what they have learned right away. They must be able to connect what they are learning with the work they are doing and the overarching goals and strategies of the organization.
One possible solution is to implement a microlearning strategy into workplace learning programs. In this article, I will discuss reasons why microlearning can be an effective tool in the L&D toolkit, things to think about when creating a microlearning strategy, cost-effective technology solutions to leverage and ideas to help your microlearning strategy feel exciting and engaging for your participants.
The AI era is here, and leaders across learning and talent development have a new mandate: help people and organizations rise to opportunity with speed and impact.
As AI reshapes how people learn, work, and chart their careers, L&D sits at the center of organizational agility, delivering business innovation and critical skills. This report combines survey results, LinkedIn behavioral data, and wisdom from L&D pros around the globe to help you rewrite your playbook for the future of work.
Accenture announced today that it would acquire the learning platform Udacity as part of an effort to build a learning platform focused on the growing interest in AI. While the company didn’t specify how much it paid for Udacity, it also announced a $1 billion investment in building a technology learning platform it’s calling LearnVantage.
“The rise of generative AI represents one of the most transformative changes in how work gets done and is driving a growing need for enterprises to train and upskill people in cloud, data and AI as they build their digital core and reinvent their enterprises,” Kishore Durg, global lead of Accenture LearnVantage said in a statement.
1. AI already plays a central part in the instructional design process A whopping 95.3% of the instructional designers interviewed said they use AI in their day to day work. Those who don’t use AI cite access or permission issues as the primary reason that they haven’t integrated AI into their process.
2. AI is predominantly used at the design and development stages of the instructional design process
When mapped to the ADDIE process, the breakdown of use cases goes as follows:
Analysis: 5.5% of use cases
Design: 32.1%
Development: 53.2%
Implementation: 1.8%
Evaluation: 7.3%
Speaking of AI in our learning ecosystems, also see:
The majority of educators expect use of artificial intelligence tools will increase in their school or district over the next year, according to an EdWeek Research Center survey.
Applying Multimodal AI to L&D — from learningguild.com by Sarah Clark We’re just starting to see Multimodal AI systems hit the spotlight. Unlike the text-based and image-generation AI tools we’ve seen before, multimodal systems can absorb and generate content in multiple formats – text, image, video, audio, etc.
“The world is adapting to seismic shifts from generative AI,” says Luben Pampoulov, Partner at GSV Ventures. “AI co-pilots, AI tutors, AI content generators—AI is ubiquitous, and differentiation is increasingly critical. This is an impressive group of EdTech companies that are leveraging AI and driving positive outcomes for learners and society.”
Workforce Learning comprises 34% of the list, K-12 29%, Higher Education 24%, Adult Consumer Learning 10%, and Early Childhood 3%. Additionally, 21% of the companies stretch across two or more “Pre-K to Gray” categories. A broader move towards profitability is also evident: the collective gross and EBITDA margin score of the 2024 cohort increased 5% compared to 2023.
Selected from 2,000+ companies around the world based on revenue scale, revenue growth, user reach, geographic diversification, and margin profile, this impressive group is reaching an estimated 3 billion people and generating an estimated $23 billion in revenue.
By 2027, businesses predict that almost half (44%) of workers’ core skills will be disrupted.
Technology is moving faster than companies can design and scale up their training programmes, found the World Economic Forum’s Future of Jobs Report.
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The Forum’s Global Risks Report 2024 found that “lack of economic opportunity” ranked as one of the top 10 biggest risks among risk experts over the next two years.
5. Skills will become even more important With 23% of jobs expected to change in the next five years, according to the Future of Jobs Report, millions of people will need to move between declining and growing jobs.
WASHINGTON, Feb. 6, 2024 /PRNewswire/ — While three-quarters of higher-education trustees (83%), faculty (81%) and administrators (76%) agree that generative artificial intelligence (GenAI) will noticeably change their institutions in the next five years, community college trustees are more optimistic than their community college counterparts, with (37%) saying their organization is prepared for the change coming compared to just 16% of faculty and 11% of administrator respondents.
Those findings are from the 2023-2024 Digital Learning Pulse Survey conducted by Cengage and Bay View Analytics with support from the Association of Community College Trustees (ACCT), the Association of College and University Educators (ACUE), College Pulse and the United States Distance Learning Association (USDLA) to understand the attitudes and concerns of higher education instructors and leadership.
From DSC: It takes time to understand what a given technology brings to the table…let alone a slew of emerging technologies under the artificial intelligence (AI) umbrella. It’s hard enough when the technology is fairly well established and not changing all the time. But its extremely difficult when significant change occurs almost daily.
The limited staff within the teaching & learning centers out there need time to research and learn about the relevant technologies and how to apply those techs to instructional design. The already stretched thin faculty members need time to learn about those techs as well — and if and how they want to apply them. It takes time and research and effort.
Provosts, deans, presidents, and such need time to learn things as well.
Bottom line: We need to have realistic expectations here.
AI Adoption in Corporate L&D — from drphilippahardman.substack.com by Dr. Philippa Hardman Where we are, and the importance of use cases in enabling change
The headline of the report is that we’ve never seen a technology adopted in enterprise as fast as generative AI. As of November 2023, two-thirds (67%) of survey respondents reported that their companies are using generative AI.
However, the vast majority of AI adopters in enterprise are still in the early stages; they’re experimenting at the edges, rather than making larger-scale, strategic decisions on how to leverage AI to accelerate our progress towards org goals and visions.
The single biggest hurdle to AI adoption in large corporates is a lack of appropriate use cases.
The future of corporate learning and development (L&D) is being profoundly reshaped by the progress we are witnessing in artificial intelligence (AI). The increasing availability of new technologies and tools is causing L&D leaders and their teams to rethink their strategy and processes, and even their team structure. The resulting shift, already gaining momentum, will soon move us toward a future where learning experiences are deeply personal, interactive, and contextually rich.
The technological advancements at the forefront of this revolution:
Allow us to create high-quality content faster and at a fraction of the cost previously experienced.
Provide us with a range of new modalities of delivery, such as chat interfaces, as well as immersive and experiential simulations and games.
Enable us to transform learning and training more and more into a journey uniquely tailored to each individual’s learning path, strengths, weaknesses, and confidence levels.
We are already seeing signs of the immediate future—one where AI will adapt not only content but the entire learner experience, on-the-fly and aligned with the needs and requirements of the learner at a specific moment of need.
AI-assisted design & development work: A dramatic shift This prediction was right. There has been a seismic shift in instructional design, and the role is evolving toward content curation, editing, and resource orchestration. Critical thinking skills are becoming more important than ever to make sure that the final learning asset is accurate. All of this is happening thanks to AI tools like:
Adobe Firefly…
ChatGPT…
Another tool, one that isn’t usually part of the L&D ecosystem, is Microsoft’s Azure AI Services…
Early estimates indicate these improvements save between 30 percent and 60 percent of development time.
As a reminder, meta-learning, in this context, refers to tools that serve up experiences to learners based on their preferences, needs, and goals. It is the superstructure behind the content assets (e.g., programs, courses, articles, videos, etc.) that assembles everything into a coherent, and purposeful, body of knowledge for the users.
OpenAI on Thursday announced its first partnership with a higher education institution.
Starting in February, Arizona State University will have full access to ChatGPT Enterprise and plans to use it for coursework, tutoring, research and more.
The partnership has been in the works for at least six months.
ASU plans to build a personalized AI tutor for students, allow students to create AI avatars for study help and broaden the university’s prompt engineering course.
The collaboration between ASU and OpenAI brings the advanced capabilities of ChatGPT Enterprise into higher education, setting a new precedent for how universities enhance learning, creativity and student outcomes.
“ASU recognizes that augmented and artificial intelligence systems are here to stay, and we are optimistic about their ability to become incredible tools that help students to learn, learn more quickly and understand subjects more thoroughly,” ASU President Michael M. Crow said. “Our collaboration with OpenAI reflects our philosophy and our commitment to participating directly to the responsible evolution of AI learning technologies.”
AI <> Academia — from drphilippahardman.substack.com by Dr. Philippa Hardman What might emerge from ASU’s pioneering partnership with OpenAI?
Phil’s Wish List #2: Smart Curriculum Development ChatGPT assists in creating and updating course curricula, based on both student data and emerging domain and pedagogical research on the topic.
Output: using AI it will be possible to review course content and make data-informed automate recommendations based on latest pedagogical and domain-specific research
Potential Impact: increased dynamism and relevance in course content and reduced administrative lift for academics.
Unlike traditional leadership, adaptable leadership is not bound by rigid rules and protocols. Instead, it thrives on flexibility. Adaptable leaders are willing to experiment, make course corrections, and pivot when necessary. Adaptable leadership is about flexibility, resilience and a willingness to embrace change. It embodies several key principles that redefine the role of leaders in organizations:
Embracing uncertainty
Adaptable leaders understand that uncertainty is the new norm. They do not shy away from ambiguity but instead, see it as an opportunity for growth and innovation. They encourage a culture of experimentation and learning from failure.
Empowering teams
Instead of dictating every move, adaptable leaders empower their teams to take ownership of their work. They foster an environment of trust and collaboration, enabling individuals to contribute their unique perspectives and skills.
Continuous learning
Adaptable leaders are lifelong learners. They are constantly seeking new knowledge, stay informed about industry trends and encourage their teams to do the same. They understand that knowledge is a dynamic asset that must be constantly updated.
Major AI in Education Related Developments this week — from stefanbauschard.substack.com by Stefan Bauschard ASU integrates with ChatGPT, K-12 AI integrations, Agents & the Rabbit, Uruguay, Meta and AGI, Rethinking curriculum
“The greatest risk is leaving school curriculum unchanged when the entire world is changing.” Hadi Partovi, founder Code.org, Angel investor in Facebook, DropBox, AirBnb, Uber
Tutorbots in college. On a more limited scale, Georgia State University, Morgan State University, and the University of Central Florida are piloting a project using chatbots to support students in foundational math and English courses.
Pioneering AI-Driven Instructional Design in Small College Settings — from campustechnology.com by Gopu Kiron For institutions that lack the budget or staff expertise to utilize instructional design principles in online course development, generative AI may offer a way forward.
Unfortunately, smaller colleges — arguably the institutions whose students are likely to benefit the most from ID enhancements — frequently find themselves excluded from authentically engaging in the ID arena due to tight budgets, limited faculty online course design expertise, and the lack of ID-specific staff roles. Despite this, recent developments in generative AI may offer these institutions a low-cost, tactical avenue to compete with more established players.
There’s a new AI from Google DeepMind called AlphaGeometry that totally nails solving super hard geometry problems. We’re talking problems so tough only math geniuses who compete in the International Mathematical Olympiad can figure them out.
