I feel like every time I blink, there’s another artificial intelligence (AI) tool or application demanding attention. It’s now a full-time job to keep up with emerging technology and how it could influence the way we work and learn.
Our June online-only issue focuses on training tools and delivery, but not surprisingly, the majority of articles submitted by potential contributors overwhelmingly featured AI in some way, shape, or form. We’ve gone beyond using AI to streamline tasks and help us be more efficient. It’s now affecting everything from HR; talent recruitment, development and retention; and upskilling to testing/certification, measuring ROI, and personalizing learning. Here are just a few examples from the articles in this month’s issue:
- Generative AI (genAI) can augment the capabilities of subject matter experts to make creating training and testing material more adaptable, dynamic, and cost-effective.
- AI allows Learning and Development (L&D) professionals to wrap each learning asset in contextual intelligence, creating small, meaningful pieces of learning content (aka, “atoms of knowledge”) that AI can assemble into “molecules of relevance”—personalized learning experiences shaped by a particular learner’s real-time needs, performance data, and goals.
- AI-powered simulations enable large-scale, high-quality role-play experiences tailored to employees across different roles, locations, and skill levels. Unlike static scripts or pre-recorded modules, these AI-driven conversations respond dynamically in real time, based on the trainee’s responses.
- AI is helping L&D professionals reimagine how they validate skills. Instead of pulling technicians out of the field for standardized tests in artificial settings, AI can help assess competence based on the actual workthey perform on the job, cross-referencing technicians’ actions against industry standards and best practices.
- Instead of building materials from scratch every time, HR and L&D teams can enter training objectives, policies, and brand guidelines into an AI platform and let it take care of the rest.
- With the support of a system of AI agents, HR professionals can receive automatically summarized resumes, build out personalized responses, tailor interview questions, and offer letters drafted based on interview transcripts with little to no prompting.
- L&D can prototype innovative learning solutions that blend human facilitation with intelligent tutoring, adaptive pathways, and sophisticated simulations reflecting real-world, AI-integrated workflows and automations.
“The most successful organizations are those that don’t just possess cutting-edge AI tools but use them effectively through an empowered, skilled workforce,” note Scarlett Howery, vice president of Public Workforce Solutions, and Chris Campbell, chief information officer at DeVry University, in “Navigating Workforce and IT Risks in the Age of AI Upskilling.” Ultimately, they believe, “AI is just a tool, not the solution itself. The true competitive advantage lies within the insights, creativity, and adaptability of teams that understand how to wield it.”
That will continue to bring change to L&D’s role, skills, and responsibilities, adds GP Strategies Chief Learning and Innovation Officer Matt Donovan. “L&D must let go of being the sole source of expertise and instead embrace the role of ‘learning ecosystem architect,’ he writes in “Envisioning an AI-Centric Approach to Design and Delivery.” “Learning practitioners will need to design with intentional negative space, leaving areas open for learners to inject their own insights and needs. It also means structuring systems to accommodate user-generated and user-curated content and for AI to act as a catalyst for discovery and personalization. That means learning won’t just be something employees consume because they have to. They will help build, iterate, and share it across the organization. L&D’s new job is to make that possible, not by controlling every detail but by designing the conditions for emergence, relevance, and co-creation.”
Explore More at TechLearn in New Orleans
Of course, there continue to be other non-AI-related advances in training tools and delivery methods, including those related to application simulation training, gamification, and microlearning. In addition to exploring these topics in this issue, we will take them to the next level in person at our TechLearn 2025 Conference October 6-8 in New Orleans. You’ll see the latest training tech in action at the Innovations in Training Test Kitchen, see how L&D experts are leveraging emerging technologies to enhance training and boost engagement during breakout sessions and hands-on clinics, and hear from keynoter Northeastern University XR Education Design Lab’s Eileen McGivney. Plus, there’s plenty of time to network and share best practices with your L&D peers during the kickoff reception, Dine Around event, and New Orleans experience tours.
Register today to get the Super Early Bird rate at: https://www.techlearnconference.com/2025/registration_form.cfm
Apply for the Training MVP Awards
I also hope you will showcase your game-changing training and innovation by applying for our 2026 Training MVP Awards, which recognize excellence in employer-sponsored training and development. Training MVP Awards winners are the organizations with the most successful and effective learning and development programs in the world. They are, indeed, the Most Valuable Players (MVPs) in the Training/L&D industry.
All applicants receive a comprehensive feedback report and qualitative scorecard to help identify training gaps and areas for improvement.
Download the application and quantitative and qualitative scoring guidelines at: https://mvpawards.trainingmag.com/
The deadline to submit is September 2—and I’m happy to answer any and all questions up until the deadline.
Winners will be notified the last week of November 2025; they will receive crystal awards and learn their ranking at the black-tie Gala held February 23, 2026, at Disney’s Coronado Springs Resort.
Perhaps your organization will be #1!
