Josh Bersin

Completion rates don’t equal impact. They only tell you who finished the program, not who changed because of it. Every week, I talk with L&D leaders across industries. Some have large, mature programs. Others are just getting started. Almost all ask the same question: “How can I prove the value of learning to the business?” It’s the right question. But to answer it, you have to separate three kinds of value: Engagement → Are people participating and finding value? Impact → Are they applying what they learned and performing differently? ROI → Is that change driving measurable business results? At Big Think+, we see the L&D functions that stand out don’t just track completion. They connect participation, impact, and ROI to build a clear story of how learning moves the business forward. I recently shared a few thoughts on how L&D teams can start connecting these dots in my latest article. You can read it here: https://hubs.li/Q03V3mVD0

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In reviewing the Korn Ferry 2025 CHRO Survey which was just released, the opportunities for CHROs and Chief Learning Officers to prioritize learning and education solutions/programs to achieve many of these goals was large and clear. Takeaways included: 1. According to the survey, CHROs are being asked to develop organizations that balance some key tensions including Perform vs. Transform, Efficiency vs. Growth, Excellence vs. Agility and Short term wins vs. Long term needs. Executive Education programs can create the environment, stimulus and opportunity for leaders to grapple with these key tensions and drive organizational impact through innovation. 2. Linked to the top 5 priorities for CHROs in 2025, all of these can be enhanced and embedded in learning solutions including 1) Culture and Organizational Change 2) Leadership Succession 3) Elevating HR Capability and Impact 4) Developing a Competitive People Strategy and Employment Proposition 5) Skills Development. 3. The topic of the CHRO and the HR function as a critical business partner that understands the business needs and therefore the people/talent opportunities was a key thread of the report. HR needs to both prioritize the business and also invest in their own capabilities in key areas to be able to thrive with their seat at the table. Thank you for publishing this report Korn Ferry! UVA Darden Executive Education & Lifelong Learning has a 50+ year history of working with global leading organizations to design and deliver transformational learning experiences that closely align to their strategic priorities and critical capabilities. We have worked with award winning organizations to help them drive organizational change, succession planning/leadership development and create business impact through applied learning. 2025 is shaping up to be a dynamic and shifting year therefore great to connect about how Darden EELL can help you and your organization be a future ready organization. Lisa Cannell Mike Sheerin Allison Sellman Ashley Williams Anne Trumbore

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Completion data was never meant to answer workforce questions. I spoke to Carol Warner at HRMorning about how LMS strategy is shifting from compliance to workforce infrastructure, and why using training completion as a proxy for capability creates risk for HR, finance, and leadership. When learning data can’t support planning, retention, or skills decisions, organizations fall back on spreadsheets and opinion. That’s when learning exits the strategy conversation. The article looks at why skills visibility matters, how governance changes as AI enters learning, and what HR now needs from LMS ownership. Read the full piece here: https://lnkd.in/d27N-m5F

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Last Thursday, I had the privilege of co-presenting with Laura Close at the Washington State SHRM Annual Conference, exploring the intersection of human resources and emerging technologies. The session, "HR as the Strategic Superhero: Leveraging Technology to Lead the Future of Work," attracted a diverse audience of HR professionals ready to understand how artificial intelligence is reshaping their field. Throughout our presentation, we examined three critical dimensions of the technological transformation occurring in human resources management. These insights emerged as particularly resonant with attendees: 💡First, regarding data utilization: "When your HRIS such as Workday isn't being used optimally, there are incredibly useful AI tools that can extract and report on the custom views your leadership team needs." Many organizations possess robust HR information systems but fail to leverage their analytical capabilities effectively—a shortcoming that contemporary AI solutions can readily address. 💡Second, on the necessity of strategic planning: "In 2025, an HR technology roadmap requires AI agents that enable leaders to directly interact with the data safely and easily." The democratization of data access represents a fundamental shift from traditional hierarchical information structures, facilitating more agile decision-making processes across organizational levels. 💡Third, concerning operational efficiency: "HR leaders have an incredible opportunity to lead the future of work, while assigning the 'grunt' work to automated workflows powered by AI." This paradigm shift allows HR professionals to transcend administrative functions and emerge as strategic partners in organizational development. The subsequent discussions were great—revealing both the challenges and opportunities HR departments face in this technological transition. Practitioners shared perspectives on implementation strategies, change management approaches, and the evolving competencies required of HR professionals in an increasingly digitized workplace. As co-founder and Chief Product Officer at Included, these conversations reinforce our mission to develop solutions that enhance human capabilities rather than supplant them. The enthusiasm and curiosity demonstrated by the SHRM community affirms that HR professionals are not merely adapting to technological change—they are actively shaping its trajectory within their organizations. I invite continued dialogue on this pivotal transformation. ➡️How is your organization navigating the integration of artificial intelligence within human resources functions? ➡️What strategic opportunities or ethical considerations have emerged in your experience? #IncludedAI #HRTransformation #WorkforceAnalytics #StrategicHR #AIImplementation #OrganizationalDevelopment

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Learning, Leading, and Elevating Executive Talent I recently had the privilege of joining SHRM’s #HonestHR Podcast, hosted by the insightful Nicole Belyna, SHRM-SCP. We explored a topic that is deeply close to my heart: executive recruiting and leadership development. During our conversation, I shared my belief that executive recruiting is fundamentally different from other levels of hiring — it’s not only about finding someone with the right experience on paper but about identifying a leader who can shape the organization’s direction, strengthen culture, and inspire people to achieve their best. We also discussed how critical it is for HR to take an active leadership role in the executive search process. While I deeply value the expertise that external executive search partners bring, I emphasized that HR should serve as the primary steward of the relationship between the organization and the search professional. By doing so, HR ensures alignment with strategic goals and maintains the authenticity of the employer brand throughout the process. Another key topic we covered was how HR leaders in small or lean teams can still have a powerful impact in executive recruiting. Even without large resources, HR can assert their influence by staying deeply connected to organizational needs, fostering strong relationships with key stakeholders, and embedding themselves in the process as strategic advisors rather than just facilitators. Finally, we touched on the importance of supporting leaders after they are hired — executive recruiting doesn’t end when the offer is signed. It’s the beginning of a journey to help new leaders integrate successfully and make a lasting impact. I’m grateful to SHRM, the SHRM Digital Production team and Nicole for the opportunity to share these insights and for hosting such a thoughtful discussion. If you’re interested in thinking more strategically about executive recruiting and how HR can lead with impact, I encourage you to listen to this episode. Thank you again to SHRM and Nicole for having me. (and boy, I don't know why I am blinking so much at the beginning of this video... maybe I was overwhelmed with the outstanding facilitation and interview skills of Nicole?) ------ https://lnkd.in/gtWiyuag #ExecutiveRecruiting #LeadershipDevelopment #TalentAcquisition #SHRM #HonestHR #HumanResources #StrategicHR

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"Why aren't there more HR executives on boards?" A question that was discussed at an event I attended recently. It is one I have thought about for a few years, after completing a board certification course and looking around at my cohort and other alumni. Lorri Lowe's recent article states "Almost every major board crisis of the decade has started with people." https://lnkd.in/gqy7RzqY Talent remains as a top challenge in many board studies, according to PwC. https://lnkd.in/g_Nj_sTf Heidrick & Struggles's points out that boards with HR expertise do better. https://lnkd.in/grFcvSJT The absence of HR executives in the boardroom is more than an oversight; it is a strategic risk. It’s time for nominating committees to look beyond the traditional financial and operational profiles and recognize that human capital is the ultimate capital. As board-ready HR leaders, we should continue to articulate our value and champion the future people agenda. Having resilient, high-performing organizations depends on it. Lockington People & Advisory

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The future of L&D is here, and it's powered by AI. The Association for Talent Development (ATD) just dropped an insightful report: "AI in Instructional Design: Transforming Workflows and Content Creation." I had the honor of serving as a subject matter expert alongside Danielle Wallace, and the findings are a must-read for every L&D professional. Here are the key takeaways you need to know: 𝗪𝗶𝗱𝗲𝘀𝗽𝗿𝗲𝗮𝗱 & 𝗥𝗮𝗽𝗶𝗱 𝗔𝗱𝗼𝗽𝘁𝗶𝗼𝗻 A massive 80% of instructional designers are already using AI tools. What's more, nearly two-thirds of them just started within the last year. The shift is happening fast. 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗔𝗜 𝗗𝗼𝗺𝗶𝗻𝗮𝘁𝗲𝘀 It's no surprise that 96% of IDs using AI are leveraging generative AI. Tools like ChatGPT and Microsoft Copilot are becoming standard for content creation. 𝗠𝗮𝘀𝘀𝗶𝘃𝗲 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 𝗚𝗮𝗶𝗻𝘀 The results speak for themselves: ▪️92% say AI reduces the time it takes to design a course. ▪️90% report their ability to design courses has improved. ▪️70% state the quality of their courses is now better. 𝗧𝗼𝗽 𝗨𝘀𝗲𝘀 & 𝗟𝗶𝗻𝗴𝗲𝗿𝗶𝗻𝗴 𝗖𝗼𝗻𝗰𝗲𝗿𝗻𝘀 Instructional designers are most frequently using AI for: ▪️Outlining courses and storyboarding. ▪️Writing learning objectives. ▪️Creating voice-overs and narration. However, valid concerns remain about the accuracy of AI-generated content and copyright/IP issues. This is where a human-in-the-loop is critical. Want to dive deeper into these findings? I'm joining a webinar next week with one of the report's lead authors, Tessa Guiv, to break down the data and discuss what it means for the future of our industry. I've dropped the link to the full ATD report in the comments below. Grab your copy and come ready with questions for the webinar!

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Just attended Hogan Assessments webinar "Accelerate Growth in Private Equity with Smarter Talent Strategies" – and it was packed with insight. Key takeaway? Talent has become the critical lever in value creation for PE-backed businesses. A deliberate talent strategy will move the needle on exit. Back in 2000, over 70% of PE value creation came from financial engineering. Today? That number is closer to 25%. The rest comes from operational improvement – and increasingly, from getting leadership and people strategy right. Great session. Timely reminders for PE leaders: value creation starts – and ends – with people. #PrivateEquity #ValueCreation #LeadershipStrategy #TalentStrategy #ExecutiveSearch #PortfolioGrowth

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Latest AI Mindset newsletter is for HR and Talent leaders: In the age of AI commoditization, your competitive edge isn't better tech—it's amplifying the authentic human expertise unique to your company. HR and Talent leaders, your mission is critical. You have to upskill everyone (yes, everyone) or risk losing what differentiates you. We've seen this immediate risk in the recent Stanford study showing just how much writing is now being done by AI. Those companies are destroying the very thing that makes them valuable. It's crazy. Stay real, friends! And HR and Talent friends - get on this. (If you need help, we have a digital course tailored to enterprise designed to upskill your organization at scale, from leadership on down.) And subscribe to our free AI Mindset newsletter! It's a labor of love I do with my colleague, the brilliant AI creative strategist Robert Haslam. We'll drop the link in the comments!

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