Are We AI There Yet? Insights from the Fireside Chat

AI is making waves in L&D, but are we truly leveraging its full potential? This question was at the heart of a recent fireside chat hosted by Smartcat, where industry experts Markus Bernhardt of Endeavor Intelligence and Megan Torrance of Torrance Learning discussed the current state of AI in L&D, the challenges it presents, and the opportunities it offers.

Markus is a globally recognized AI strategist and technology consultant at Endeavor Intelligence, assisting organizations of all sizes, from Fortune 100 companies to smaller enterprises, in integrating AI to drive innovation and efficiency. As the AI Strategy Lead at The Learning Forum, Markus facilitates executive groups like the AI Strategy Council, bringing together senior executives to exchange cutting-edge insights, discuss challenges, and develop strategies and solutions.

Markus also co-leads The Thinking Effect, a not-for-profit serving L&D and Talent professionals, and is a founding member of the AI Learning Collective. A sought-after speaker at major industry events, he is known for his balanced, insightful views on AI strategy as well as in enhancing learning and talent development.

AI is no longer just a buzzword—it’s actively shaping how organizations approach L&D. However, as Markus and Megan discussed, the pace of AI adoption varies widely. Some organizations are just starting to explore its capabilities, while others are pushing the boundaries with advanced applications.

The conversation reflected a sense of transition. Many are moving from using AI to simply speed up processes—like content creation and translation —to exploring how it can fundamentally improve the quality of learning experiences. Yet, this journey isn’t without its hurdles.

Integrating AI into L&D isn’t straightforward. Markus highlighted the overwhelming nature of the AI landscape, comparing it to a ‘luxury car show’ of impressive tools—with often no touching allowed!—that aren’t always ready for practical, everyday use. Decision fatigue is real, as L&D professionals face an ever-growing array of AI tools, each claiming to be the next big thing.

Megan pointed out that slow organizational processes—especially in governance and decision-making—further complicate AI adoption. It’s one thing to identify a useful tool; it’s another to implement it effectively across an organization.

To illustrate this, consider a scenario where an L&D team spends months evaluating AI tools only to find that, by the time they’re ready to implement, the organization’s needs have shifted. This highlights the importance of agility in the decision-making process.

The advice from both experts was clear: Organizations need to streamline processes to keep pace with AI advancements. Developing a coherent AI strategy that prioritizes tools based on specific needs, rather than trends, is essential to overcoming these challenges.

Despite these challenges, the opportunities AI presents are immense. As Markus and Megan discussed, AI has the potential to revolutionize personalized learning. By analyzing vast amounts of data, AI can tailor learning experiences to individual needs, making training more relevant and effective.

For instance, imagine an AI tool that tracks employee progress and dynamically adjusts learning content based on individual performance. This not only improves engagement but also ensures that each learner is challenged appropriately.

The conversation also highlighted the rise of integrated AI platforms. These tools are no longer just add-ons—they’re becoming central to how organizations manage and deliver learning.

For global organizations, AI-driven multilingual content creation and real-time translation are game-changers, breaking down language barriers and ensuring consistency across regions.

For L&D leaders, the takeaway is clear: The right AI tools can enhance efficiency and elevate the quality of learning, making it more engaging and impactful.

The fireside chat wasn’t just about theory—real-world examples were front and center. AI is already being used to reduce the time-to-market for training programs, giving organizations a competitive edge. Markus and Megan shared examples of how AI-driven learning analytics uncover patterns in learner behavior, enabling more targeted and effective training strategies.

For example, one organization used AI to analyze feedback from thousands of learners across multiple regions, identifying common challenges and tailoring content to address these issues. This not only improved learner satisfaction but also reduced the time needed to onboard new employees.

These practical applications are not just about keeping up with technology; they’re about making a tangible difference in how learning is delivered. For L&D professionals, these examples offer a glimpse into what’s possible when AI is integrated thoughtfully and strategically.

While AI offers incredible potential, Markus and Megan were clear: The human element cannot be overlooked. AI should augment, not replace, the unique skills that humans bring to L&D. There was a strong emphasis on the ethical use of AI, particularly in avoiding biases that could negatively impact learners.

The consensus was that AI must be implemented in a way that enhances, rather than diminishes, the human touch. This means keeping ethical considerations front and center, ensuring that AI-driven decisions are transparent and fair.

For example, L&D teams can use AI to identify potential biases in training materials, ensuring that content is inclusive and representative of diverse perspectives.

Looking ahead, the conversation turned to the future of AI in L&D. Generative AI and predictive analytics were identified as key trends that could further personalize and enhance learning experiences. These technologies promise to create more interactive and immersive environments, potentially revolutionizing how training is conducted.

However, with these advancements comes the responsibility to integrate them thoughtfully. The experts agreed that staying ahead of these trends requires a mindset of continuous learning and adaptability. For L&D leaders, this means not just keeping up with the latest technologies but also being strategic in how they are implemented.

Imagine using generative AI to create immersive simulations tailored to each learner’s role within the company. This could transform the way employees experience training, making it more relevant and effective.

The fireside chat “Are We AI There Yet?” offered a deep dive into the current state of AI in L&D, the challenges it presents, and the opportunities it offers. While the journey is ongoing, it’s clear that AI has the potential to transform L&D—if it’s integrated thoughtfully and strategically.

As L&D professionals continue to navigate this evolving landscape, the key takeaway is this: Embrace AI, but do so with a clear strategy in mind. By prioritizing the right tools, maintaining the human element, and staying informed about emerging trends, organizations can harness AI to create more effective, engaging, and inclusive learning experiences.

Insights/Observations:

• AI adoption varies significantly across organizations, with some just beginning to explore its potential, while others are more advanced in their implementations.

• The industry is primarily using AI to increase speed and efficiency in processes like content creation and translation, but there is a growing recognition of its potential to improve quality and drive innovation.

Advice:

• Organizations at different stages of AI adoption should tailor their strategies to their specific needs and readiness levels, ensuring they are not overwhelmed by the available options.

• Leaders should encourage experimentation with AI, allowing their teams to explore both basic and advanced applications, while keeping an eye on long-term transformation goals.

Insights/Observations:

• AI adoption can be chaotic, exacerbated by the overwhelming number of tools available, leading to decision fatigue among L&D professionals.

• Organizational processes, particularly in governance, are often too slow to keep pace with AI advancements, making it difficult to implement AI effectively.

Advice:

• To combat decision fatigue, organizations should establish clear criteria for evaluating AI tools, focusing on those that align best with their strategic goals.

• Streamline governance and decision-making processes to enable quicker adaptation to AI advancements, ensuring the organization can remain competitive.

Insights/Observations:

• AI offers significant potential for personalizing learning experiences, particularly through integrated platforms that combine multiple functions into one solution.

• Successful AI adoption in L&D often requires cross-functional collaboration, ensuring that IT, business units, and L&D teams are all aligned in their goals.

Advice:

• Foster cross-functional collaboration to ensure that AI tools are implemented in a way that meets the needs of all stakeholders, leading to more successful outcomes.

• Explore integrated AI solutions that simplify workflows and enhance the ability to deliver personalized, effective learning experiences.

Insights/Observations:

• AI is effectively reducing the time-to-market for training programs, helping organizations stay competitive by delivering learning solutions more rapidly.

• Learning analytics powered by AI are providing deeper insights into learner behavior and program effectiveness, enabling more data-driven decisions.

Advice:

• Leverage AI to accelerate the delivery of training programs, reducing time-to-market and maintaining a competitive edge.

• Use AI-driven analytics to continuously improve learning programs, ensuring they are tailored to meet the evolving needs of the workforce.

Insights/Observations:

• AI introduces the risk of bias in learning content, and it’s crucial for L&D professionals to monitor and mitigate these risks to maintain fairness and inclusivity.

• The human touch remains essential in L&D, as AI should augment rather than replace the unique skills that humans bring to the learning experience.

Advice:

• Implement strict oversight and regular reviews of AI-generated content to identify and address any biases, ensuring that learning programs are inclusive and equitable.

• Encourage L&D professionals to focus on how AI can enhance their roles, using the technology to complement and expand upon human expertise.

Insights/Observations:

• AI has the potential to create more interactive and immersive learning experiences, such as simulations and virtual environments, which could revolutionize how training is delivered.

• The shift towards more integrated, comprehensive AI solutions is expected to continue, with these tools becoming central to L&D strategies.

Advice:

• Stay ahead of the curve by exploring AI-driven immersive learning technologies, which can significantly enhance engagement and knowledge retention.

• Prepare for the continued integration of AI into L&D by developing the necessary skills and infrastructure to support more complex, interactive learning environments.