Christy Doneff

While #HR is racing ahead with #AgenticAI, too many #L&D teams are still stuck debating course formats and LMS features. Deloitte’s HR Reimagined Report (link in comments) makes it clear: AI agents aren’t just automating tasks, they’re orchestrating workflows, personalizing experiences, and supporting continuous learning. That’s not just an HR story, it’s an L&D wake-up call. AI won’t deliver the future of learning. Instead, it will be co-created with agents. The report highlights how HR roles are shifting toward AI fluency, critical thinking, and insight generation. L&D needs to mirror this shift. Why? Because building agentic AI literacy is no longer optional if we want to: ✅ Anticipate skills gaps before they widen ✅ Personalize learning at scale ✅ Orchestrate human + machine collaboration in real time So here’s my question to you: Is your L&D team preparing to design learning ecosystems with agentic AI at the core? Or are you still stuck debating formats and LMS features? The organizations that win will be the ones whose L&D teams move from content creators to AI orchestrators. It's time to #Upskill. Not later. Now. Thanks, Diana B., for sharing the report with me. #AI #LnD #EdTech #FutureOfWork

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Our sponsor Workday joins us on the Behavioral Health Tech blog to share how some of their leaders, like Kathy Pham, VP of AI at Workday, and their clients, like Mike Harmer, VP Workforce Intelligence & Planning at Intermountain Health, are using AI to boost operational efficiency within healthcare orgs. Did you know over 70% of healthcare organizations report pursuing or having already implemented generative AI capabilities, according to a 2024 McKinsey & Company survey? Learn more about the AI platform for people, money, and agents in this exclusive article about in AI in behavioral health systems and beyond, link in comments!

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 Employees don’t want a new platform. They want answers. The best L&D teams are embedding learning in tools people already use - Slack, Salesforce, Teams, Notion. The shift is from “log into LMS” to: - Watch this 90 sec video in Slack - Search a keyword inside your CRM - Ask an AI agent to summarize the last onboarding session When video is searchable, snackable, and right where people are working — it works. The era of clunky, standalone learning portals is ending. DM me if you’re building learning in the flow of work. It’s where everything is headed. Hashtags: #WorkflowLearning #Enablement #LearningExperience #AIChatbots #InContextTraining

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Gamification in learning isn’t about Candy Crush. It’s about changing behavior. 🏆 When done right, it taps into progress, feedback, and friendly competition to make learning stick. With tools like Absorb LMS, organizations can use badges, leaderboards, and skill mastery quests to drive engagement, retention, and measurable performance. Geotab’s experience shows the impact: higher course completions, stronger adoption, and real business results. The key? Align game mechanics to meaningful outcomes, keep it inclusive, and iterate based on learner feedback. How are you using gamification to make learning more than a checkbox?

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How can CFOs make the case for mental health benefits? By showing the numbers. 📊 This new resource from Spring Health breaks down the ROI of mental health benefits—covering cost savings, productivity gains, and long-term business impact. Worth a read for any finance or HR leader looking to align benefits spend with business goals. 📖 Download here: https://bit.ly/45BKpNQ

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Change is hard. Especially in HR and L&D, where initiatives impact every part of the org. This article breaks down the 4 biggest blockers to successful change—and how to remove them without causing chaos: https://lnkd.in/gVxpUciD

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I've seen brand perception challenges cripple L&D leaders in my 20+ year career. If you want to avoid this fate, do NOT defend your org's reputation. Instead, build programs that make defense unnecessary altogether. Cole Bastian, MSIOP, Sr. Director of Learning and Culture at HOA Brands (aka Hooters), asks one simple question when people share their preconceived notions about the brand: "When was the last time you visited one of our restaurants?" The answer is usually "not recently" or "never." This disconnect drives everything Cole's team does in learning and development. They're intentional about every program they design, every delivery method they choose, and every piece of content they create... Because they want to prove the naysayers wrong. The results speak for themselves: - 60% are promoted from within the organization - Over 50% of restaurant operation leadership is female In an industry where female leadership is rare, these numbers are unprecedented. Cole's approach is simple but brilliant: Let the outcomes do the talking. When people see promotion rates and leadership demographics that outperform most restaurant chains, assumptions start to crumble. Sometimes the best way to change minds is to exceed expectations so dramatically that old assumptions become impossible to maintain. Cole breaks down how Hooters builds world-class learning programs that drive these industry-leading results in his full conversation on the They Learn, You Win podcast. Check it out below 👇

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Here’s what we’re seeing inside outpatient rehab right now. Most programs aren’t struggling with quality of care. They’re struggling with visibility. Directors know their teams are driving meaningful outcomes. But when finance asks for cost-per-case data, or IT flags duplicate workflows, or turnover spikes again, rehab ends up back in the penalty box. Not because the care is wrong, but because the systems around it weren’t built to show the impact. What outpatient rehab actually enables is pretty clear: faster discharge readiness, fewer bounce-backs, smoother coordination with physicians and case management, and stronger retention of clinicians who feel supported. The hospital and clinic teams we partner with are changing how they report value. They’re using technology to connect therapy activity with metrics that matter upstream. And in doing so, they’re earning the influence they should have had all along. If this sounds familiar, let’s compare notes. (PHOTO: Top of Mount Major, Alton, New Hampshire)

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"We’re done tracking only completion rates and satisfaction scores." So are HR leaders from Humana and the State of Washington. In our latest on-demand webinar, they shared with Guild the data that matters, what’s working, and how they’re proving value. 3 lessons that stood out: 👉 Build dashboards business leaders care about 👉 Tie skilling to turnover and promotion rates 👉 Show how L&D supports OKRs, not just learning outcomes Watch the On-Demand Webinar: https://lnkd.in/et635N7A

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Welcome calls and scheduling are table stakes for voice AI. The care management journey requires more than surface interactions. Members need benefit design explanations, program value clarification, clinical assessments for enrollment, and care plan development, all through conversation. Most voice technology stops at "schedule your appointment" or "welcome to the program." The question these healthcare executives asked: can AI handle the full clinical journey, including the complex conversations that determine whether members actually engage? Chester (Chet) Ho, MD, Physician and Executive Advisor to Ellipsis Health, and Courtney Henchon, Chief Nursing Officer of Ellipsis Health, discuss why they joined Ellipsis: the ability to go deep in clinical care delivery, not just automate administrative touchpoints. This short conversation explores the gap between voice automation for tasks and voice AI that functions as a care manager across the entire patient experience.

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