So hot right now – E-Learning Provocateur

The hottest topics among L&D geeks right now are artificial intelligence and skills-based learning, so it was my pleasure to co-host the latest IDeL Meetup to discuss the intersection of the two trends with peers in the profession.

I promised to share a summary of our proceedings with those who couldn’t make it, so here goes. For curiosity’s sake, I also posed the same questions to ChatGPT.

What skills do employees need to survive and thrive in an increasingly digitalised workplace?

The robot replied: “In an increasingly digitalized workplace, employees need digital literacy to navigate technology effectively. Adaptability is crucial as the digital landscape evolves rapidly. Critical thinking helps in analyzing vast information, while problem-solving addresses complex digital challenges. Creativity fosters innovation, and collaboration skills facilitate teamwork across virtual platforms. Clear communication, both written and verbal, is essential for remote work settings. Awareness of cybersecurity safeguards against threats. Data literacy enables employees to interpret and use data effectively. Emotional intelligence fosters healthy work relationships in virtual environments. Time management ensures productivity amidst digital distractions. Finally, a commitment to continuous learning helps employees stay updated in this dynamic landscape.”

The humans covered most of these skills, but with nuance. For example, while we recognised the obvious need for technical skills to work with data and technology, we also recognised the need for people skills to make the most of that expertise. An extra skillset we recognised was leadership – not only for leaders to get up to speed themselves, but also to inform their business strategy and cultivate the right culture in their team.

How does the nature of human intelligence change in the age of artificial intelligence?

The robot replied: “The age of artificial intelligence (AI) shifts the nature of human intelligence by emphasizing complementary strengths. Human intelligence becomes more focused on creativity, emotional intelligence, and complex problem-solving — areas where AI currently struggles. Humans increasingly leverage AI as a tool to augment their cognitive abilities, enhancing productivity and decision-making. This requires a deeper understanding of AI systems and how to integrate them effectively into various domains. Additionally, there’s a growing need for ethical reasoning and oversight to ensure responsible AI deployment. While AI can handle repetitive tasks and data analysis efficiently, human intelligence remains essential for contextual understanding, empathy, and ethical decision-making. Thus, the relationship between human and artificial intelligence becomes symbiotic, with humans adapting to leverage AI’s capabilities while retaining their unique cognitive strengths.”

The humans similarly acknowledged our need to adapt to the emergence of AI, principally by using it to augment our own intelligence rather than replace it. We no longer necessarily need to know “what” because the robot will tell us; instead we need to know “how” to work with that information. This cognitive shift requires us to leverage our uniquely human talents as cited by the robot, with an emphasis on critical thinking to safeguard against the robot’s biases and hallucinations.

What are the risks of using artificial intelligence in the workplace?

The robot replied: “The use of artificial intelligence (AI) in the workplace introduces several risks:

• Job Displacement: AI automation can lead to the displacement of jobs, particularly those involving repetitive or routine tasks, potentially resulting in unemployment or the need for reskilling.
• Bias and Fairness Issues: AI algorithms may inherit biases present in training data, leading to unfair treatment or discrimination, especially in hiring, promotions, and performance evaluations.
• Privacy Concerns: AI systems often rely on vast amounts of data, raising concerns about privacy breaches and unauthorized access to sensitive information.
• Ethical Dilemmas: AI decision-making may raise ethical dilemmas, such as determining accountability for AI-generated outcomes or balancing efficiency with human welfare.
• Security Risks: AI systems are susceptible to hacking and manipulation, posing cybersecurity risks to sensitive data and critical infrastructure.
• Reliance on Technology: Overreliance on AI systems without human oversight can lead to errors, system failures, or a lack of human judgment in critical decision-making processes.
• Employee Disengagement: Excessive automation without adequate consideration for human involvement can lead to employee disengagement and reduced job satisfaction.
• Social Impact: The widespread adoption of AI may exacerbate societal inequalities, widen the digital divide, and create economic disparities if not implemented equitably.”

The humans raised most of the above concerns, plus another: intellectual property violations… sparking a hearty debate about remixing and creative inspiration. Personally I’m surprised the robot didn’t mention it – perhaps it was biased?

Can artificial intelligence help L&D professionals implement a skills-based learning strategy?

The robot replied: “Yes, artificial intelligence (AI) can greatly assist Learning and Development (L&D) professionals in implementing a skills-based learning strategy. AI-powered tools can analyze vast amounts of data to identify skill gaps within an organization, recommend personalized learning paths for employees based on their roles and career goals, and provide real-time feedback and assessments to track skill development progress. Natural language processing (NLP) algorithms can also facilitate interactive and adaptive learning experiences through chatbots and virtual assistants, offering on-demand support and resources tailored to individual learning needs. Additionally, AI-driven analytics can measure the effectiveness of skill-based training programs, allowing L&D professionals to iterate and improve learning initiatives continuously.”

The humans recognised opportunities along similar lines, such as identifying priority skills for the organisation, matching individual employees to the skills they should develop, helping us design training and produce content to develop those skills, and assessing skill proficiency at scale.

All up I thoroughly enjoyed the conversation with my fellow practitioners. It was fun from a social perspective, and I took advantage of the opportunity to add some seriously smart people to my professional circle.

Their diverse insights have helped me shape my thinking as we head into the future. I can’t wait for our next meetup!