Scentsy, Inc. (Corporate Office)

Recently, I’ve seen an increasing number of posts from people who are tired of reading AI-generated content. I get it. I’ve personally read so many instances of issues no one is talking about and statements that are stopping people cold that I found those same phrases creeping into my own writing. Apparently, I’m not alone. A December article by Marina Adami, published by Reuters Institute and the University of Oxford, calls out a looming concern that “growing amounts of AI-generated text re-fed into new systems will reinforce existing biases and lead to an erosion of quality . . . and a homogenization of language.” Time to course correct and exorcise the evil AI writing ear worms from our spoken and written vocabulary. https://lnkd.in/gSw9xzGv

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As I read this recent Fast Company article on AI in schools, I found myself questioning whether and how the same insights apply to workplace learning and development. “The vision of AI as a tireless, personalized tutor for every student mistakes efficiency for education. It optimizes the transmission of content while leaving aside the things that actually make learning stick.” Replace ‘education’ with ‘learning and development,’ and you have the exact mistake many organizations are making right now. The vision of AI-personalized workplace learning is transformative. Every employee receives a tailored experience, with content delivered exactly when needed, without relying on trainers, teams, or L&D departments. This approach is efficient, scalable, and completion rates are easily measurable. However, this approach is fundamentally flawed for the same reason it's flawed in schools. What makes learning stick in organizations is not content delivery. It is the manager who identifies capability gaps before they become performance problems, the facilitator who reads the room and adjusts in real time, and the cohort experience that evolves how a team thinks together, not just what individuals know. The L&D professional connects a development intervention to a specific business outcome and builds the reinforcement infrastructure to sustain it. I wholeheartedly agree that AI must take over back-office learning tasks such as synthesizing data, surfacing gaps, curating content, and accelerating design. At the same time, the organizations that will win aren't the ones that replace their learning and development teams with algorithms. They're the ones who use AI to free up skilled learning professionals to do what only they can do: the human work of changing behavior at scale. The classroom is not the inefficiency to eliminate, and neither is the L&D function. https://lnkd.in/gjT27hJK