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Skillsoft

EmpathAI Learning Solutions

The modern corporate reality is simple: your employees are drowning in a sea of training options, yet starving for clarity and direction. The sheer volume of content, much of it irrelevant, actively slows down enterprise agility and wastes talent investment.

In this highly interactive session, leaders from Skillsoft and Empath.AI Learning Solutions tackled the chaos head-on, sharing a practical framework for designing smarter, simplified learning ecosystems that accelerate workforce readiness. The core challenge is clarifying what's "must-have" vs. "build-your-skillset" to create clear career momentum.
<h3>Key Takeaways for Talent Leaders:</h3>
<ul>
 	<li>The Clarity Framework: Attendees rolled up their sleeves to co-create practical career and skill maps for key enterprise roles. The key learning was how to ruthlessly filter content to define the essential path (mandatory knowledge) and separate it from the growth path (optional, personalized skill-building).</li>
 	<li>AI as the Simplicity Engine: The session explored how adaptive learning and AI-driven personalization are the primary tools for simplification. Instead of managing a large course catalog, L&amp;D can leverage AI to instantly curate content that is relevant at the moment of need, ensuring employees get guidance, not just more options.</li>
 	<li>The Plug-and-Play Template: Participants walked away with a tangible, plug-and-play template to immediately streamline development paths in their organizations. This template is the blueprint for moving away from generic content assignments toward a skills-based ecosystem designed to scale and evolve with emerging business needs.</li>
</ul>
This session proved that effective, modern L&amp;D is defined not by how much content you have, but by how skillfully you simplify the path for your people, directly fueling enterprise agility.

Simplifying Training | Designing Smarter Learning Ecosystems for Enterprise Agility

Integrated Talent Management

Digital &amp; AI

performance improvement

talent development

workforce readiness

future of learning

adaptive learning

CHIE2025

yolanda.mangram

Strategic HR

skills-based learning

HR Technology

Learning Ecosystems

L&amp;D strategy

heber.sambucetti

integrated talent

enterprise agility

AI personalization

skill maps

plug and play template

career momentum

talent investment

clarity framework

content curation

operational simplicity

Zurich North America

ELE Group, LLC

Journyz

Theme: Turning AI adoption into a culture of practice and shared learning.

<blockquote data-start="487" data-end="574">
“Practice, training, and sharing wins—that’s how we build momentum.” — <a href="https://www.ele.llc/members/kate-haney" target="_blank" rel="noopener">Kate Haney</a>, Zurich North America.
</blockquote>
This lab reminded us that the real differentiator in AI maturity isn’t the number of tools—it’s how people learn to use them, together.
As L&amp;D leaders, we often focus on technology readiness. But as the discussion showed, cultural readiness is what truly moves the needle. Momentum comes when teams have space to experiment, share early wins, and learn from one another’s prompts and missteps.

<blockquote data-start="984" data-end="1074">
“Make it OK to say things like, ‘I have no idea how to get started.’” —<a href="https://www.ele.llc/members/laura-ruff" target="_blank" rel="noopener"> Laura Ruff</a>
</blockquote>
That simple idea captures what every organization needs to unlock AI fluency: psychological safety. Before we can scale responsible AI use, we have to normalize not knowing—and create environments where questions are as valued as answers.

<blockquote data-start="1322" data-end="1439">
“L&amp;D’s role isn’t making content anymore—it’s enabling the organization’s adoption journey.” — <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a>
</blockquote>
The takeaway is clear: in this new era, L&amp;D is the architect of adoption. Our work isn’t just to teach tools—it’s to cultivate curiosity, reinforce responsible experimentation, and connect peer learning into enterprise workflows.
When learning becomes daily practice, AI stops being “another initiative” and starts becoming how work gets done.


<hr data-start="1797" data-end="1800" />

<h3 data-start="1802" data-end="1859">🔑 6 Key Takeaways for Talent Development Leaders</h3>
<ol data-start="1861" data-end="2736">
 	<li data-start="1861" data-end="1980">
Culture beats capability. True AI maturity grows from a culture of experimentation, not from a stack of tools.
</li>
 	<li data-start="1981" data-end="2101">
Psychological safety is the new prerequisite for learning. Curiosity thrives where leaders model vulnerability.
</li>
 	<li data-start="2102" data-end="2247">
Governance drives confidence, not control. Clear use policies and shared frameworks reduce fear while accelerating responsible adoption.
</li>
 	<li data-start="2248" data-end="2397">
Peer learning multiplies ROI. When employees share their AI experiments and “quick wins,” adoption scales faster than formal training alone.
</li>
 	<li data-start="2398" data-end="2564">
Iteration is the new instruction. Learning leaders should design systems that evolve—updating playbooks, prompts, and governance as the organization matures.
</li>
 	<li data-start="2565" data-end="2736">
L&amp;D’s role is shifting from teacher to orchestrator. We’re no longer just building courses; we’re building ecosystems for continuous learning and safe innovation.
</li>
</ol>

<hr data-start="2738" data-end="2741" />

<h3 data-start="2743" data-end="2773">⚙️ 6 Practical Actions</h3>
<ol data-start="2775" data-end="3619">
 	<li data-start="2775" data-end="2907">
Create an internal “AI Practice Lab.” Dedicate space for employees to test tools, share results, and surface new use cases.
</li>
 	<li data-start="2908" data-end="3040">
Host quarterly “Show &amp; Share” sessions. Celebrate practical wins from across teams to make learning visible and contagious.
</li>
 	<li data-start="3041" data-end="3178">
Develop a Responsible AI Playbook. Combine governance guardrails, example prompts, and decision frameworks to simplify adoption.
</li>
 	<li data-start="3179" data-end="3322">
Launch a manager toolkit. Equip people leaders with talking points, FAQs, and reflection prompts to lead AI conversations confidently.
</li>
 	<li data-start="3323" data-end="3460">
Build micro-learning paths. Deliver quick, contextual lessons on prompt writing, bias checks, and validation for real workflows.
</li>
 	<li data-start="3461" data-end="3619">
Measure adoption through stories. Track momentum not just by tool usage, but by examples of efficiency, creativity, and collaboration improved by AI.
</li>
</ol>

<hr data-start="3621" data-end="3624" />
Momentum doesn’t come from mandates—it comes from moments of learning shared across a community. And that’s exactly where L&amp;D leaders have the power to turn whiteboard ideas into real-world workflows.
👉 Continue the conversation: share your own AI experiments, prompts, or success stories with fellow ELE members in our <a href="https://drive.google.com/drive/folders/1-BgyQdBV4ixZKIZlUS6_KFq0Q1slyg2s?usp=drive_link" target="_blank" rel="noopener">AI collaborative workspace</a>.


<hr data-start="3621" data-end="3624" />

Skillsoft's AI Maturity Model: A Roadmap to Transformation outlines four distinct phases that organizations navigate as they move from initial learning to fully integrated, value-delivering AI operations.

Their approach emphasizes that achieving the full transformative potential of AI requires a concerted, strategic effort across four key dimensions: people, platforms, processes, and policies. By following this roadmap, organizations can chart a course to successfully embed AI into the core of their business.
<h3>Which Phase Describes Your Organization?</h3>
<ul>
 	<li>Phase 1 - Exploration: Nascent phase focused on learning and discovery; understanding AI applications with an opportunistic approach.</li>
 	<li>Phase 2 - Experimentation: Testing AI technologies through pilot projects and proofs-of-concept to validate use cases.</li>
 	<li>Phase 3 - Innovation: Moving beyond pilots to extensive implementation; AI becomes an integral part of business processes, actively driving innovation.</li>
 	<li>Phase 4 - Realization: AI is fully embedded across operations, delivering measurable value and driving strategic decisions; efforts are governed, measured, and optimized.</li>
</ul>
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/10/Skillsoft-Phases-of-AI-Maturity.jpg" alt="" />

<a href="https://www.skillsoft.com/blog/understanding-your-organizations-ai-maturity-a-roadmap-to-transformation">Understanding Your Organization’s AI Maturity: A Roadmap to Transformation</a> (Source: Skillsoft)

✨ AI Practical Lab: From Whiteboard to Workflow

future of work

Future of Work

digital transformation

dirk.tussing

learning culture

upskilling

leadership development

colin.hahn

psychological safety

kate.haney

guillermo.gutierrez

continuous learning

learning trends

peer-learning

AI tools

HR future

AI in HR

jesse.paplanus

GenAI

workflow optimization

ai practical lab

AI Adoption

Practical AI

owen.burns

nicole.defalco

4Q2025

Strategic L&amp;D

kathleen.yang-clayton

cindy.pinkstaffmiller

roberto.seif

deepa.kartha

annette.wehrli

holly.r.pyatt

learning innovation

cecilia.lillegard

terresa.bubbers

laura.ruff

HR tech strategy

L&amp;D workflow

tool bloat

AI maturity model

senior HR leaders

learning technologies

HR digital transformation

AI governance

AI authoring tools

AI maturity

L&amp;D transformation

responsible AI

talent development leadership

experimentation culture

change enablement

This session provided a hands-on look at how AI tools like Canva are reshaping the influence and agility of talent development teams—not just speeding up design, but elevating L&amp;D’s role as a strategic business partner.

<blockquote data-start="562" data-end="716">
“Something that used to take me 3–4 hours or a day, I can now do in Canva in half an hour.” -- <a href="https://www.ele.llc/members/deepa-kartha" target="_blank" rel="noopener">Deepa Kartha</a>
</blockquote>
That’s not just time saved—it’s a shift in power. With the right AI tools, L&amp;D no longer waits in line behind Comms or Marketing. It steps up with its own voice, brand, and business-ready story.
Key takeaways for leaders:

<ul data-start="728" data-end="1593">
 	<li data-start="728" data-end="902">
Combine tools like ChatGPT + Canva for smarter, faster workflows.
</li>
 	<li data-start="903" data-end="1063">
Build data-backed narratives to answer: “Why now?” and “What’s the ROI?”
</li>
 	<li data-start="1064" data-end="1235">
Elevate L&amp;D’s brand inside your org through credible, consistent outputs.
</li>
 	<li data-start="1236" data-end="1409">
Experiment with purpose—teams testing AI today are shaping tomorrow’s strategy.
</li>
</ul>
For leaders, the opportunity is clear: combine AI tools smartly, craft data-backed narratives that win over stakeholders, and build an L&amp;D brand that signals innovation. Most critically, don’t wait. The teams experimenting now will be the ones shaping how AI raises—not replaces—their strategic relevance.
Practical actions you can take now: ✅ Audit where AI can remove internal bottlenecks. ✅ Develop L&amp;D “pitch decks” tackling executive objections. ✅ Create brand-aligned Canva templates for your team. ✅ Run an internal AI lab session to build fluency. ✅ Maintain a shared “AI lessons learned” playbook for your function.
For talent development leaders, this isn’t just about adopting tools—it’s about reshaping how L&amp;D shows up: faster, sharper, and positioned to drive the business, not just support it.


<hr />

Ready to experiment with us?
👉 Share your Canva AI creations in our Collaborative Folder → <a href="https://drive.google.com/drive/folders/1RGZt-1hSN4oaQdbn0Adph8NpSLSo19x_?usp=drive_link" target="_blank" rel="noopener">AI Practical Lab: Canva Creations</a>

✨ AI in Action: How Smart Talent Teams Use Canva to Boost Speed, Influence, and Strategic Learning

learning strategy

edward.desrosiers

jason.davis

marty.murrillo

organizational agility

ChatGPT

AI in Learning

rachel.kaberon

canva

talent-talk

ashley.davis

3Q2025

adam.walleser

michael.kern

L&amp;D leadership

AI Experimentation

cathleen.cooke

business impact of L&amp;D

internal branding

agile L&amp;D

leadership influence

ELB Learning

Session Focus: Explore how AI can personalize microlearning experiences to optimize engagement and knowledge retention.

<blockquote>"AI, like a GPS for learning, guides each learner from their starting point, adjusting the path as they progress." -- <a href="https://www.ele.llc/members/kevin-adams" target="_blank" rel="noopener">Kevin Adams</a> ,ELB Learning</blockquote>
This session illuminated the transformative potential of integrating artificial intelligence with microlearning for talent development. The analogy of AI as a learning GPS perfectly captures how it personalizes the educational journey, adapting to each individual's unique pace and progress. This personalized approach maximizes engagement and knowledge retention, creating a more effective and efficient learning experience.

This session provided actionable insights for HR leaders looking to leverage AI-powered microlearning:
<ol data-sourcepos="13:1-24:0">
 	<li data-sourcepos="13:1-14:0">
Personalization Power: Harness AI to tailor learning experiences to individual needs and preferences. This targeted approach significantly boosts learner engagement and knowledge absorption compared to traditional, one-size-fits-all training. Action: Identify areas within current training programs where AI-driven personalization could have the biggest impact.
</li>
 	<li data-sourcepos="15:1-16:0">
Microlearning Mastery: Implement microlearning principles by delivering concise, focused learning modules. This caters to shorter attention spans and facilitates better knowledge retention and application. Action: Audit existing training content and identify opportunities to break it down into microlearning modules.
</li>
 	<li data-sourcepos="17:1-18:0">
Collaborative Intelligence: Foster a collaborative learning culture where employees can interact, share knowledge, and learn from each other. AI can play a key role in facilitating this dynamic environment. Action: Explore AI-powered platforms that support collaborative learning, such as discussion forums or knowledge-sharing wikis.
</li>
 	<li data-sourcepos="19:1-20:0">
Real-Time Feedback: Leverage AI tools to provide learners with immediate feedback. This allows them to quickly identify and correct errors, accelerating the learning process. Action: Research and pilot AI-driven feedback tools within existing microlearning programs.
</li>
 	<li data-sourcepos="21:1-22:0">
Continuous Learning &amp; Adaptation: Stay informed about the latest advancements in AI and learning technologies. This ensures your learning strategies remain cutting-edge and aligned with evolving organizational needs. Action: Subscribe to industry publications and attend webinars focused on AI in learning and development.
</li>
 	<li data-sourcepos="23:1-24:0">
Data-Driven Optimization: Use data analytics to measure the impact of AI-enhanced learning tools and programs. Regularly analyze this data to refine strategies and maximize learning outcomes and organizational performance. Action: Establish clear metrics for evaluating the effectiveness of AI-driven microlearning initiatives.
</li>
</ol>
By embracing these AI-driven approaches, HR leaders can significantly enhance the effectiveness of their learning and development programs. This will empower their organizations to become more agile, adaptable, and future-ready in today's rapidly changing business landscape. Investing in AI-powered microlearning is not just a trend; it's a strategic imperative for organizations looking to cultivate a highly skilled and engaged workforce.

Microlearning in the AI Age: Building Adaptive, Personalized Learning Experiences

microlearning

jean.ryan

learning experience

azizeh.constantinescu

employee engagement

sara.larson

ana.bedard

reskilling

learning and development

personalized learning

brian.richardson

jennifer.rainey

HR leadership

HR Innovation

Workplace Learning

AI integration

HR strategies

kevin.adams

training and development

organizational learning

team communication

teaming techniques

juliana.sobanski

AI in Education

Knowledge Retention

jacqueline.gargiulo

GP Strategies

In today's rapidly evolving workplace, building an internal talent marketplace that centers on skills, rather than traditional job roles, is becoming a critical strategy for organizations. Employees have diverse needs. Skills marketplaces require continual feedback and adaptation. Let's discover the future of internal talent management in this session.

We'll explore the intersection of skills and change management, offering valuable insights and actionable tips. Key points include:
<ul>
 	<li>Skills-Centric Marketplace: Shift from job roles to skills for enhanced transparency, employee agency, and career mobility.</li>
 	<li>Bridging Competency and Skills: Connect competency models and skills frameworks to measurable work results, aligning HR and L&amp;D.</li>
 	<li>AI's Influence: Rethink skills in the AI era, as AI reshapes job roles, emphasizing EQ and DQ (emotional and decency intelligence).</li>
 	<li>AI-Human Collaboration: Harness AI to boost skills and enhance employee performance.</li>
 	<li>Addressing Workplace Challenges: Solve issues like job satisfaction, role flexibility, and career growth through skills-focused strategies.</li>
 	<li>Change Management: Implement personalized, iterative change management in your skills framework.</li>
 	<li>Learner Education: Educate employees about the value of skills frameworks.</li>
 	<li>Business Involvement: Engage the business in defining work outputs and required skills.</li>
</ul>
In summary, a skills-based talent marketplace, supported by a flexible framework, drives transparency, mobility, and adaptability. Effective change management is key. Key takeaways:
<ol>
 	<li>Linking Skills to Results: Align skills with concrete work outputs.</li>
 	<li>Adapting Skills in an AI World: Redefine skills for the AI era.</li>
 	<li>Change Management Focus: Prioritize personalized change management.</li>
</ol>

Tips for Building a Skills-Based Internal Talent Marketplace: Explore Intersection of skills and change management

Change Management

talent management

matt.donovan

critical thinking

Learning Agility

skillsforthefuture

internal talent marketplace

CHIE2023

employee empowerment

skills marketplace

internal talent development

HR Strategy

workforce adaptability

Goodyear Tire & Rubber Company

Caterpillar

CNA Insurance

Developing an agile, skilled workforce is imperative as automation, off-shoring, and AI transform business operations. In this insightful session, Mary Pat Zolna and Paul Spears of CNA Insurance will share how they spearheaded skills-based learning to prepare their Operation employees for the future of work.

Drawing on a digital transformation strategic plan created by the business leaders, they will outline strategies for aligning skills development with strategic business goals to drive workplace agility. Attendees will learn best practices for assessing current capabilities, identifying skill gaps, and creating development programs that empower employees to adapt as roles evolve.

The presenters will provide examples of how the business is restructuring jobs, reducing non-essential tasks, and leveraging emerging technologies like AI to augment human skills. They will offer advice on change management and the importance of helping employees upskill soft and functional skills to create a continuous learning culture.

Attendees will engage in group discussions to gain insights on how to pivot their HR practices to be skills-first and future-focused. This timely session will equip HR leaders to cultivate organizational agility, accelerate digital transformations, and develop talent that thrives in the new world of work.

HR's Skillful Pivot: Preparing for the Future of Work

Strategy

julian.malnak

marti.konstant

paula.y..spears

mary.zolna

HR and learning trends

personalization of skills

kelly.wojda

Mercer

Fireside Chat: What is the Key to Creating the Future of Learning? with Ravin Jesuthasan, co-author of Work Without Jobs, and Shweta Srivastava.

Everyone wants to know the answer to this question.

“What skills will matter to you and your organization in the future?”

The answer to this question depends on your perspective, where you work in the organization, and your area of expertise.

If you don’t solve this riddle with agility, curiosity, and smart technology capabilities, your organization will risk irrelevance or fade from existence.

Organizations spend billions of dollars yearly on reskilling and upskilling for their employees to ensure corporate relevance and cultivate a competitive edge during accelerated change. In turn, they want to serve their customers and partners with products, offerings, and skills that create value in revenues and loyal relationships.

Solving the future skills puzzle requires a more practical approach than crystal ball gazing. The solution must transform the chaos of disparate spreadsheets, talent erosion, and skills gaps into smart skills planning.

Work Without Jobs Requires Perpetual Reinvention: Skills-First Talent Practices and Workplace Agility

evidence-based research

shweta.srivastava

organizational readiness

ravin.jesuthasan

workplace agility

Skills-First Talent Practices

organizational transformation

The Regis Company

Session Focus: Helping to prepare today’s workforce for tomorrow by L&amp;D  achieving their highest purpose–changing lives through learning.

The future of work is rapidly evolving, catalyzed by powerful forces like AI, automation and technological disruption. In this session focused on "Helping to prepare today's workforce for tomorrow by L&amp;D achieving their highest purpose–changing lives through learning", learning experts drove home a crucial message: L&amp;D professionals must proactively transform themselves into "trusted learning advisors" or risk becoming obsolete.

As Keith Keating, author of the upcoming book "The Trusted Learning Advisor" emphatically stated: "If L&amp;D does not evolve it will absolutely become extinct...we will no longer exist if we don't adapt to the future." The stakes have never been higher for the learning profession.

To thrive in this era of unprecedented change, L&amp;D needs to shed its traditional "order-taker" mindset and instead become indispensable strategic partners. "It is our responsibility as trusted learning advisors to have the largest toolkit possible I believe we need to have an awareness of everything that exists now," Keating urged.

Three key takeaways emerged as imperatives for L&amp;D's evolution:
1. Proactively evolve and embrace new technologies like AI instead of being reactive order-takers, or risk becoming obsolete.
2. Stay aware of the full toolkit of learning methodologies, technologies and develop expertise to strategically apply the right tools for the business needs.
3. Take the lead in anticipating future skills needs, facilitating discussions with business leaders, and proactively upskilling/reskilling the workforce for changing job roles impacted by AI/automation.
The reality is stark - as Keating cautioned, "There are still millions whose roles will be completely eliminated." Rather than awaiting instructions, L&amp;D must be the drivers - using research, prototyping solutions, and engaging business leaders proactively to "guide the discussions and learners through this change."

In this era of disruption, stasis means obsolescence for L&amp;D. Embracing the mindset and functions of "trusted learning advisors" is an existential imperative to create an adaptive, future-capable workforce and remain indispensable strategic assets.

Be a Trusted Learning Advisor | Help Prepare Today’s Workforce for Tomorrow

nick.allen

jill.mack

mike.kester

sean.stowers

michael.vaughan

keith.keating

Session Focus: Community-source tips for starting from scratch to create a skills database.

As learning leaders, we often find ourselves excited about initiatives like creating skills databases, but do the CEO and other business leaders truly understand the "why" behind it? In this insightful session, a panel of experts shared tips on how to approach this from the ground up while keeping the core business objectives in mind.

Key Takeaways:
1. Clearly define the "why" - link it to core business objectives beyond just HR/talent goals to get leadership buy-in.
2. Focus on the employee experience and career journey to drive engagement with the skills initiative.
3. Take an iterative approach, celebrate small wins, and get broad input - don't aim for perfection from day one.

A poignant quote that resonated: "While for us as HR practitioners and professionals this is really exciting and we get it and we know why it makes sense but does the CEO know, do they care just of marketing or sales like so it is the why are we doing this not just for HR but help the organization like does everyone get it is everyone on board with like the why and the impacts?"

Join us as we dive deep into practical tips shared by leaders who have been through this journey, from establishing a clear purpose aligned with business priorities to managing change effectively. Whether you're just starting out or looking to refine your approach, this session offers valuable insights to create a skills database that truly moves the needle for your organization.

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