AI offers more than just faster ways to build courses. It gives L&D a chance to rethink its role entirely. But first, we have to stop clinging to old processes.
That was one of the loudest recurring themes at Learning Technologies 2025: if we only use AI to speed up what we already do, we’re missing the real opportunity.
Across keynotes, panels, and side conversations, the message was consistent. L&D can no longer afford to simply optimize outdated models. AI isn’t just another tool to add to the stack. It’s a shift that demands a rethinking of how learning drives performance, business value, and growth.
Read our top 10 takeaways from Learning Technologies 2025
Where most L&D teams are getting stuck
It’s tempting to use AI to make old processes faster. Automating course creation, moving classroom sessions online, or adding a chatbot here and there. But if that’s the strategy, we’re not changing much. We’re just speeding up a system that was already showing cracks.
Dani Johnson, co-founder and principal analyst at RedThread Research, pointed this out clearly: even as new technologies reshape the workplace, most L&D teams are still stuck in the “consume, manage, create” cycle. Instead of stepping back to ask how AI could reshape learning at a fundamental level, we’re often busy figuring out how to squeeze a little more efficiency from what we already do.
David Kelly, former CEO and chairman of the Learning Guild, sees the same pattern. He notes that most teams focus on using AI to make existing tasks more efficient. A mindset that risks missing the bigger opportunity entirely. Instead of asking yourself, "How do I do things faster with AI?" he suggests a better question: "How does this new technology change what I do?"
The real risk? If L&D focuses solely on efficiency, we miss the larger shift that's happening around us. AI isn’t just helping us work faster. It’s redefining how work gets done. The teams that step back, reassess their role, and align more closely to business outcomes will be the ones leading.
See how you can boost your upskilling programs with AI
What AI makes possible for L&D
So when it comes to AI, the opportunity isn’t just doing the same work faster. It’s reshaping how L&D delivers value across the business. Let’s look at three of the biggest shifts AI makes possible for L&D.
1. Move from content creation to performance enablement
One of the biggest changes AI makes possible is moving L&D’s focus from content production to performance support. Instead of measuring success by the number of courses built or hours completed, L&D can link learning directly to business outcomes. This includes results like improved skills, better task execution, and increased readiness for new roles.
With AI, it’s easier to align learning with the real work that needs to get done. It makes development more targeted, relevant, and valuable to the organization.
2. Enable dynamic, personalized learning in real time
AI also opens the door to dynamic, real-time learning support. Instead of relying on static, prescriptive learning paths, organizations can use AI to recommend development activities. Training that’s based on employees’ current performance, project needs, or skills gaps.
It’s not about delivering more learning. It’s about delivering the right learning at the right time, tied to what matters on the job.
3. Expand coaching and feedback opportunities
AI is already reshaping how organizations deliver coaching, not by replacing human coaches, but by expanding how coaching happens.
Over the last few years, AI has helped match employees with coaches based on their goals, needs, and training objectives. But as Sam Isaacson, a thought leader in coaching technology, pointed out in an interview, advances in conversational AI are taking things further. Now, it's possible to have coaching-like conversations with AI tools that listen, understand, and ask thoughtful questions to help guide reflection.
These three shifts are making one thing clear: AI isn’t just a tool to streamline learning. It’s changing how, when, and why we develop people to meet real business needs.
Why mindset is the first move (not more tools)
It’s easy to think the next step is picking the right AI tool or platform. But before you start evaluating technology, you need to rethink your mindset about what L&D is here to do. Here are a few recommendations on where to start.
Reframe your role from building programs to enabling growth
Before L&D can rethink how to use AI, we need to reconsider how we talk about learning itself. Stella Lee from Paradox Learning explained: “We have to think about how we're going to reframe the conversation about learning. Then we have to understand why in business there's a lack of vision or strategy about where things are at.” Without that bigger picture, no AI tool will fix what's missing.
AI creates urgency. It forces L&D to move beyond the status quo and get much clearer about our role and impact. That means looking beyond just our team and thinking across functions, customers, and even technology vendors. Reframing the conversation isn’t just about strategy. It’s about action.
To start, L&D teams need to identify pilot projects where learning and AI could come together. Then, seek out the expertise you need, whether that's inside or outside your organization. And most importantly: start using the tools. You don’t learn AI by reading about it. You learn by doing, testing, and seeing firsthand where the opportunities (and limits) are.
Inaction comes with a cost. Trying, learning, and adjusting along the way is how L&D builds practical strategies for a world where AI isn’t optional but essential.
Prioritize business alignment over learning delivery
The true value of L&D isn’t about how many courses you deliver. It’s about how well you align learning to business needs. As David Kelly put it, “We are not in the business of building learning programs. We are in the business of supporting performance that drives the business.”
Instead of focusing on participation rates or content launches, L&D teams need to start with a different question: What skills, knowledge, or behaviors will help the business move forward
AI makes it easier to map learning to real work, but it’s still up to L&D to set the right priorities. When you align learning with business outcomes like growth, agility, and readiness for change, you transition from delivering training to driving value.
View technology as the enabler (not the strategy)
New AI tools can do a lot. They can automate tasks, personalize learning, and deliver new ways to support employees. But without a clear direction, even the best tools won’t move the business forward.
Technology changes how work gets done. But unless we rethink our models and mindsets, real progress doesn’t happen.
The strategy has to come first. This starts with a clear understanding of the business problems you're trying to solve. Tech can make solutions faster, smarter, and more scalable, but it can't define success for you. L&D teams that lead with purpose and use AI intentionally will be the ones who deliver genuine value, not just more tools.
Leading with purpose is the hard part (but it’s also the most important). Once you rethink your role, align with the business, and set a clear direction, the next step is figuring out how to take action in a way that's smart, focused, and realistic.
Learn the trends and insights to help you deliver strategic learning. Download the resource.
Making AI real: practical first steps for L&D
A strong mindset is key, but ultimately, it's action that drives change. By starting small and focusing on real business needs, L&D teams can turn AI ideas into results, one step at a time.
- Start with a business problem, not a tool: Before you pick a platform or pilot a new AI tool, anchor yourself to a real business need. What’s one problem that better learning, support, or skill development could solve today?
- Pilot small, learn fast: You don’t need a massive rollout to start making progress. Identify a manageable project where AI could make a difference, like improving onboarding speed, supporting manager development, or delivering more targeted coaching prompts.
- Partner across functions: The best L&D strategies don’t live inside L&D alone. Partner with IT, HR, and business leaders to make sure your pilots are plugged into broader organizational goals.
- Get comfortable with AI through hands-on experience: The fastest way to understand what AI can and can’t do? Use it. Explore low-cost tools, experiment with tech, and see firsthand where AI can add value.
Small steps matter. By focusing on real needs, testing smart ideas, and building strong partnerships, L&D can stop waiting for the future to arrive. And instead, start shaping it.
L&D’s opportunity with AI
One of the biggest takeaways we hope you’re getting from this: AI isn’t just another tool to add to your tech stack. It’s a shift in how work, learning, and performance connect. The teams that rethink their role, realign with business needs, and shift from ideas to action are the ones who will lead.
But leading with AI doesn’t mean doing everything at once. It means starting smart, building partnerships, and learning as you go. Seemingly small steps taken today will build the momentum needed for bigger changes tomorrow.
The tools are here. The shift is happening. The next move is yours to make.
Subscribe to the
All Things Learning
newsletter
Get more L&D content like this delivered straight to your inbox.
