A new Kyndryl study reveals a stark disconnect in the AI era: while 95 percent of businesses have invested in AI, 71 percent say their workforce isn’t ready to use it. This is the disconnect costing companies their AI investment—and their competitive edge.
Leaders are grappling with the reality that infrastructure alone won’t drive outcomes. They need to rethink how they support human adaptability at scale. But what does that mean in practice? It means moving beyond traditional, archaic ways of driving development and shifting to a learning space that is designed to be smarter, simpler, and human-centered.
The workforce readiness challenge
One-size-fits-all learning no longer works. Traditional training models are falling short because legacy systems are static, siloed, and simply too slow to keep up with AI innovation. Meanwhile, the pace of change across the workforce keeps accelerating.
According to the Boston Institute, 90 percent of employees will need new skills by 2030. Research from ServiceNow and Pearson shows that more than eight million roles in the United States alone will be transformed by agentic AI.
Think about it: we’re asking people to adapt to technologies that are evolving monthly, sometimes weekly or even daily, while providing them with learning experiences that were designed for a world where change happened gradually. The mismatch is obvious, and the consequences are real.
Organizations are beginning to realize that readiness isn’t just about access to training. It’s about trust. When people don’t feel supported or safe enough to learn while work is changing around them, they hesitate to experiment. And when experimentation slows, reskilling slows with it.
From learning to readiness
As AI reshapes how work gets done, learning and development have to evolve, too. The question is no longer whether someone completed a course. The real question is whether they’re ready to perform with confidence.
That shift changes everything.
AI-native learning systems make it possible to move from reactive training to continuous skill building. They support learning through real-world application, immersive practice, and ongoing validation — measuring progress through demonstrated capability over time, not course completions.
Done right, this actually makes learning more human, not less. AI can handle personalization, skill mapping, and recommendations. People — coaches, managers, mentors — bring context, judgment, and confidence. Learning moves closer to the flow of work, where it can actually make a difference.
This is the thinking behind ServiceNow University, which was designed to support readiness through personalized learning pathways, real-time feedback, and practical skill validation. When learning is aligned to readiness, organizations move faster, and the business impact follows.
Creating the conditions for learning
Reskilling at scale doesn’t start with technology. It starts with the environment.
People learn best when they feel trusted. Psychological safety gives employees permission to ask questions, try new tools, and make mistakes without fear. When leaders create space for experimentation, learning accelerates.
Joy matters too. Learning that feels engaging and exploratory leads to deeper retention. Social learning, hands-on practice, and timely feedback help people build confidence alongside competence.
Structure still matters — but issues of flexibility just as much. Clear learning paths should guide people forward without constraining them. Skill data and readiness signals help connect individuals to the right opportunities at the right time.
This is how learning shifts from a transactional activity to a continuous experience embedded in everyday work.
Mind gyms and cognitive confidence
Here’s another shift we’re starting to see, especially among early-career talent: their biggest concern about AI isn’t job loss. It’s something more subtle and human.
Many worry that over-reliance on AI could weaken foundational skills like critical thinking, creativity, focus, and judgment before those skills are fully developed.
That concern forces an important rethink. If AI increasingly handles the routine, where do people build the cognitive strength that drives good decisions?
This is why the idea of mind gyms is emerging. Mind gyms are short, immersive learning experiences designed to strengthen cognitive fitness. They create space to practice judgment, problem-solving, and decision-making — while also learning how to work effectively with AI.
Mind gyms aren’t about limiting AI use. They’re about building confidence in human capability alongside AI fluency. Mentorship plays a critical role here, helping people understand when to lean on AI and when human judgment matters most.
The goal isn’t to slow innovation. It’s to ensure long-term progress doesn’t come at the expense of independent thinking.
An AI playbook for people leaders
As AI reshapes work, it’s becoming clear that HR and learning leaders have a much bigger role to play because successful AI transformation starts with people.
At ServiceNow, we built an AI playbook to guide this shift. It focuses on embedding AI into everyday work, redesigning roles around human strengths, and making skill development a continuous part of the employee experience.
The principles are simple. Treat AI as part of the talent ecosystem, not just a tool. Break down silos between learning, HR, and IT so skills data and systems reinforce one another. Redesign roles so people spend more time on the truly human work.
Moving from catch-up to competitive edge
The AI era is raising the bar for what it means to be future-ready. The organizations that thrive won’t be the ones with the most tools. They’ll be the ones with the most adaptable workforces.
Technology investments alone won’t get us there. Companies have to invest just as deliberately in their people — building learning experiences that are dynamic, personalized, and designed for readiness.
AI creates extraordinary potential. But it’s human adaptability that ultimately turns that potential into results. With the right approach, organizations can stop playing catch-up and start leading with confidence.
