Change means learning something new, so I am always interested in what I can learn from my colleagues in Learning and Development, sourcing new ideas and hearing about how learners want to learn, which informs my change plans.
Change means learning something new, so I am always interested in what I can learn from my colleagues in Learning and Development, sourcing new ideas and hearing about how learners want to learn, which informs my change plans.
I was listening to a webinar explaining the results of the latest L&D sentiment survey. Donald H. Taylor is a respected source in this area, and his remarks about the trends and challenges in L&D are always worth listening to.
What caught my eye was that over a fifth of respondents stated that AI is their biggest challenge but that there was little understanding of how it might be used.
Ideas about how it might be used for personalisation of the content; using it to reduce the costs of running L&D and using it for content creation were the top 3 ideas. But…the audience when asked didn’t have many examples to share.
This aligns with my own experiences of change initiatives at the moment, there are few ideas about how to incorporate AI, but it is appearing in the scope of initiatives because sponsors want to ensure that the changes they are endorsing are future proofed.
In the latest Capability for Change survey, 9% of respondents said that AI was the biggest change in their organisation in the last year, but I suspect the figure is much higher because 18% said increasing digitisation was their focus and 17% increasing operational efficiency was the big change, both of which often incorporate AI.
I have experience of applying AI, as I have developed an AI driven platform that enables managers to find and learn techniques for leading themselves and their colleagues through change. This brings me into contact with developers working to apply AI to statistical analysis, to content generation and to streamlining and automating work.
From my experiences, we need to research, share ideas and keep talking to each other so we can develop our understanding. If we don’t have ideas about how AI can be used to create new ways of working it will be harder for us to add value to change initiatives that include AI.
Later this week the Change Capability Community is hosting a free event to summarise some of the tools we are seeing for learning and coaching relevant to change management. Join us and have your say about the impact these tools might have and what you think the trends are.
