Addressing AI Fatigue in Workplace Learning

𝐓𝐡𝐞 𝐔𝐧𝐜𝐨𝐦𝐟𝐨𝐫𝐭𝐚𝐛𝐥𝐞 𝐓𝐫𝐮𝐭𝐡 𝐀𝐛𝐨𝐮𝐭 𝐋&𝐃 𝐢𝐧 𝟐𝟎𝟐𝟔 🔍 Everyone is talking about AI upskilling. Nobody is talking about 𝐮𝐧𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠. The biggest barrier to workforce transformation isn't the lack of new skills. It's the old ones people refuse to let go of. We train employees on new tools while they still operate with 10-year-old mental models. We launch learning programs but never audit what needs to be removed from how people think and work. 𝐓𝐡𝐞 𝐦𝐨𝐬𝐭 𝐩𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐋&𝐃 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧 𝐢𝐬𝐧'𝐭: "What should we teach next?" 𝐈𝐭'𝐬: "What mindset is quietly blocking everything we've already taught?" Organizations that build 𝐮𝐧𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐜𝐮𝐥𝐭𝐮𝐫𝐞𝐬 alongside learning cultures will outpace everyone else in the next 3 years. Because in a world that changes this fast — holding on is the real skill gap. Are you designing for learning, or also for unlearning? Drop your thoughts below 👇 Espiratia #LearningAndDevelopment #WorkplaceCulture #PeopleStrategy #Unlearning #FutureOfWork #L&D #HRLeadership #GrowthMindset

🚀 Mentorship isn’t just helpful — it’s a career accelerator. A recent insight: professionals with mentors are 5x more likely to get promoted. But why? 🤔 It comes down to a powerful (and often ignored) feedback loop: 🔁 Action → Feedback → Reflection → Improvement → Repeat Most career plans miss this loop entirely. They focus on: ❌ Courses ❌ Certifications ❌ Job switches But skip the one thing that actually compounds growth 👉 guided feedback 💡 Mentors compress years of trial-and-error into months by: • Giving real-world context to your work • Helping you avoid blind spots • Challenging your thinking (not just validating it) • Accelerating decision-making ⚡ In the age of AI, where skills evolve fast, feedback velocity = career velocity 👉 The takeaway: Don’t just learn more. Learn faster — with feedback. Read the full article at https://lnkd.in/g-VZUzmZ #Mentorship #CareerGrowth #Learning #AI #ProfessionalDevelopment #Leadership #Upskilling #Careers #GrowthMindset #FutureOfWork #Supplychainoptimization #Analytics #AI #SupplyChain #MachineLearning

The "Leader Bandwidth" Bottleneck is Officially Over. What excites me most about AI in the workplace isn't the automation—it's the personalization and pace. For years, the speed at which a team could level up was often pegged to their leader's bandwidth. Development required heavy lifting, scheduling, and constant oversight. While growth still requires discipline and ownership, we now have a way to accelerate skillsets without disrupting the workflow of everyone around us. With LLMs, every team member has a 24/7 coach. They can instantly generate action plans by asking the right questions: "How do I specifically improve Customer Experience in this scenario?" "What steps can I take to jumpstart stagnant talent development?" "Where can I find frameworks for XYZ?" The future of workforce learning is here, and it's powered by AI-driven personalization. I’m excited to keep exploring how these tools can empower teams to own their growth. #Leadership #FutureofWork #AIforHR

𝗧𝗼𝗱𝗮𝘆’𝘀 𝗶𝗦𝗽𝗿𝗶𝗻𝗴 𝗗𝗮𝘆𝘀 𝘀𝗲𝘀𝘀𝗶𝗼𝗻 𝗹𝗲𝗳𝘁 𝗺𝗲 𝗲𝘃𝗲𝗻 𝗺𝗼𝗿𝗲 𝗰𝗼𝗻𝘃𝗶𝗻𝗰𝗲𝗱 𝘁𝗵𝗮𝘁 𝘁𝗵𝗶𝘀 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗺𝗮𝘁𝘁𝗲𝗿𝘀. One of the most revealing moments came when I asked: “𝗜𝗻 𝗺𝘆 𝘄𝗼𝗿𝗸, 𝗔𝗜 𝗵𝗲𝗹𝗽𝘀 𝗺𝗼𝘀𝘁 𝘄𝗵𝗲𝗻 𝗜 𝗿𝗲𝗺𝗮𝗶𝗻 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗹𝗲 𝗳𝗼𝗿 ______.” What came back from the room was powerful: 𝗱𝗶𝗿𝗲𝗰𝘁𝗶𝗼𝗻 𝗾𝘂𝗮𝗹𝗶𝘁𝘆 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰𝗶𝘁𝘆 𝗱𝗲𝘀𝗶𝗴𝗻 𝗰𝗼𝗻𝘁𝗲𝘅𝘁 𝗹𝗲𝗮𝗿𝗻𝗲𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗮𝗰𝗰𝘂𝗿𝗮𝗰𝘆 That told me something important. Even in a conversation about AI, what people most want to protect is not just output. It is judgment. Meaning. Standards. Responsibility. The human capacity to decide what belongs, what matters, and what is ready. Yes, AI can help us move faster. But as I said in the session, 𝗮 𝗳𝗮𝘀𝘁𝗲𝗿 𝗱𝗿𝗮𝗳𝘁 𝗺𝗮𝘆 𝗯𝗲 𝘂𝘀𝗲𝗳𝘂𝗹. 𝗔 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗰𝗼𝗻𝘁𝗲𝘅𝘁𝘂𝗮𝗹𝗹𝘆 𝗴𝗿𝗼𝘂𝗻𝗱𝗲𝗱 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗶𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗴𝗼𝗮𝗹. I appreciated the honesty, thoughtfulness, and energy people brought into the session today. You helped make it meaningful. If you joined the session, I’d welcome your perspective: 𝗪𝗵𝗮𝘁, 𝗶𝗻 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸, 𝗺𝘂𝘀𝘁 𝗿𝗲𝗺𝗮𝗶𝗻 𝗵𝘂𝗺𝗮𝗻-𝗹𝗲𝗱 𝗻𝗼 𝗺𝗮𝘁𝘁𝗲𝗿 𝗵𝗼𝘄 𝗰𝗮𝗽𝗮𝗯𝗹𝗲 𝗔𝗜 𝗯𝗲𝗰𝗼𝗺𝗲𝘀? In tomorrow's #FridayLighthouseReflection post, I’ll share a longer article on what surfaced in the room and why 𝗱𝗶𝘀𝗰𝗲𝗿𝗻𝗺𝗲𝗻𝘁, 𝗱𝗶𝗿𝗲𝗰𝘁𝗶𝗼𝗻, 𝗮𝗻𝗱 𝗾𝘂𝗮𝗹𝗶𝘁𝘆 feel more important than ever. #LearningAndDevelopment #InstructionalDesign #AIinLearning #WorkplaceLearning #Leadership #iSpringDays #LighthouseLDConsulting

The Future of Work Isn’t Technical. It’s Human A few years ago, the biggest question employees asked in learning sessions was: “What skill should I learn next?” Today, the question sounds very different. “Will my skills still matter?” I see it often—in conversations with managers, in workshops, and sometimes even in moments of quiet self‑reflection. AI is advancing rapidly. Tools are getting smarter. Tasks are getting automated. And with that comes uncertainty. But here’s what I’ve noticed. While AI is changing what we do, it’s amplifying the importance of how we do it. The professionals who thrive aren’t just the ones who know the latest tools. They are the ones who can: Think critically when answers aren’t obvious Adapt when roles and expectations shift Communicate with clarity and empathy Lead themselves before leading others Work effectively across cultures, teams, and change That’s where Learning & Development steps into a far more meaningful role. Not as a function that simply delivers training. But as a partner that helps people build confidence, context, and capability in uncertain times. In the age of AI, learning is no longer about keeping up. It’s about helping people pause, reflect, unlearn, relearn—and move forward with intention. The future of work won’t be won by technology alone. It will be shaped by humans who know how to work with it. And L&D has the privilege—and responsibility—of being the bridge. What human skill do you believe will matter most in the years ahead? #FutureOfWork #LearningAndDevelopment #HumanSkills #AIAtWork #Leadership #ContinuousLearning

Don’t sleep on the importance of a strong learning culture! No matter how appealing this tired kitten makes it look. 🥹  A strong learning culture doesn’t cultivate itself. It takes energy, dedication, and participation from every level. Leaders leading by example and employees growing through personalized development that fits right into their daily work. And the impact? Improved productivity, adaptability, and it can even result in cost savings, and revenue growth. Don’t know where to start? We can help! Here are 10 learning culture examples (with AI assists) that change behavior: https://absorbl.ms/unyan  #LearningAndDevelopment #training #workplaceculture

The people who grow the fastest are not always the smartest in the room. They are the ones who stay curious. The ones who keep asking questions. The ones who are willing to unlearn, relearn, and adapt. In today’s world, knowledge becomes outdated quickly. What truly matters is not what you already know — but how fast you can learn what comes next. That is why organizations need to build learning agility, not just knowledge. Employees today are expected to handle ambiguity, work with new technologies, collaborate across teams, manage stakeholders, and take decisions in situations they have never faced before. Traditional learning often gives people information. But information alone does not build confidence, judgment, or adaptability. This is where simulations create real impact. Simulations place people in realistic, high-pressure situations where they must think, decide, adapt, fail safely, and improve continuously. They help people experience consequences, reflect on mistakes, understand blind spots, and build the confidence to handle similar challenges in the real world. The more people are exposed to different situations, the better they become at navigating uncertainty. Because learning is not built by listening alone. It is built by experiencing, reflecting, and trying again. The future will not belong only to the most intelligent. It will belong to the fastest learners. #LearningAgility #LeadershipDevelopment #ExperientialLearning #Simulations #FutureOfWork #LearningAndDevelopment #Upskilling #Leadership #AI

"Content is becoming a commodity. Watching videos doesn’t automatically mean people learn or change behavior." We recently saw this comment come up in a LinkedIn discussion about the future of AI in corporate training. An experienced L&D leader had recently tried Meta-Skills and shared her takeaways in the thread of that discussion. Seeing her feedback in that context was great, because she perfectly captured the exact shift we are trying to create and support in the industry. For years, L&D has been focusing heavily on creating and delivering content. But as she pointed out, the real value lies in designing practice environments at scale to drive actual behavioural change. In her review of our AI-conversational avatars, she highlighted exactly why a safe, contextual practice space is so important: - Realistic: Having distinct roles (teacher, coach, or trainer) makes it feel incredibly close to a real conversation. - Psychological Safety: It provides a zero-judgment zone to try things out, fail, and get actionable feedback immediately afterward. - Relevant Context: Scenarios aren't generic. They are shaped by the actual competencies, values, and daily realities of the organization. We couldn't have said it better ourselves. The future of corporate learning isn't just about giving employees more information to consume and then forget. It's about giving them a safe space to rehearse behavior so that their performance actually improves when it counts. To the L&D leaders out there: How are you currently navigating the shift from content delivery to active practice environments? #CorporateLearning #LearningAndDevelopment #AIinHR #EdTech #SoftSkills #ActiveLearning

Companies spend $340 billion annually on learning…yet nothing seems to change. We’ve turned development into theatre. Everyone performs progress, completes programmes, and reports metrics. But when people return to their roles, they face the same systems, same processes, same constraints. The environment wins every time. We’re teaching AI capabilities to workforces while leaving decision frameworks untouched. Risk structures unchanged. Performance metrics rooted in yesterday’s assumptions. Three forces keeping learning stuck: ✅ Input obsession: We measure courses completed, not outcomes created ✅ System inertia: Legacy processes override new capabilities ✅ Performance gaps: We teach skills but don’t redesign the environment they sit within Because if we don’t shift focus…we’re not building capability. We’re creating structural risk. Talent develops in theory but remains constrained in practice. Are you seeing real application of what your people learn…or just better performance reviews? #Learning #AI #Leadership #FutureOfWork #OrganisationalChange #Talent #Performance #HumanResources #OurMoment

EdTech 1.0 was about centralization. It was about creating massive, top-down course libraries and tracking compliance. But the modern workforce moves too fast for that. Welcome to EdTech 2.0: bottom-up, Employee-Generated, Just-in-Time Learning. As the table below highlights, traditional systems are failing to capture where real growth happens. Up to 90% of workplace learning is informal, what we call "Shadow Learning." Employees are independently upskilling through external AI tools and videos, leaving organizations with a massive blind spot in their workforce management and career growth planning. At Plynn, we are building the infrastructure for this new generation of EdTech. We believe learning should be: 1. Autonomous: Driven by the employee's immediate, real-world problems. 2. Integrated: Happening in Slack and Teams, not on a separate destination site. 3. Measurable: Automatically giving leadership real-time clarity on the actual skills being developed across the company. When you give employees the right tools to build their own personalized learning paths using internal videos, AI, and YouTube, the engagement solves itself. Our latest data shows 83% of users return to Plynn without a single mandatory reminder, and over half of self-directed learning goes straight to mastering new AI tools. The future of L&D isn't about dictating what people learn. It's about illuminating and accelerating how they already learn. #EdTech2 #HRTech #CorporateTraining #AI #SkillBuilding #Plynn