If you’ve worked in L&D for a while, you know the pattern: a new system rolls out, we run training sessions, people learn the steps, and life goes on. Predictable, neat, measurable.

Then AI arrived – and suddenly, that old approach doesn’t cut it. AI isn’t just another tool. It’s fast-moving, adaptive, and sometimes unpredictable. It changes how decisions are made, how teams work together, and what skills people actually need.

Training Isn’t About Steps Anymore

In the past, L&D focused on operational competence: here’s the process, follow the steps, you’re done. AI is different. Outputs aren’t always black and white, and the tool itself evolves constantly. People need to interpret results, spot anomalies, and make decisions alongside AI, not blindly follow it.

“AI doesn’t just change tools – it changes the way we work. And learning has to change with it.”

The mindset shift is huge. Employees must be comfortable with uncertainty, curious, and able to think critically: “Does this output make sense? Could it be biased? How should I act based on this recommendation?”

The Skills Required Are Different

AI demands a broader, more human-centric skill set than previous training ever did. It’s no longer just about “how to do the task.” People need:

• Data literacy – understanding what AI outputs mean and how data quality affects results.
• Critical thinking – questioning AI outputs and spotting bias or errors.
• Adaptability – learning, unlearning, and relearning as AI evolves.
• Collaboration skills – working across IT, data science, and business teams.
• Ethical awareness – knowing when to override or challenge AI recommendations.

These aren’t static skills. They evolve as AI evolves. Unlike previous technology or process changes, AI moves at neck-breaking speed. Learning cannot be a one-off intervention; it must be continuous, embedded in everyday work.

Continuous Learning Is No Longer Optional

Here’s another big change: with AI, learning can’t stop after a one-off training session. In the past, a product or process would last for years. Training could be a single intervention. AI doesn’t work like that. It’s evolving at neck-breaking speed. Models get updated, outputs change, and business processes adapt rapidly.

L&D needs to be continuous. Employees should be encouraged to experiment, reflect, and learn on the job. Microlearning modules, peer discussions, and regular coaching sessions become essential. Learning becomes embedded in the day-to-day work, not a one-off event.

“In an AI-powered world, learning is no longer a one-time event – it is a daily habit.”

AI Must Be Transformational

For AI to deliver real value, it can’t just be implemented as another tool, it has to be transformational. Organisations invest significant time and money in AI projects, but if people continue working in old ways, the potential is wasted. That’s why learning needs to be designed with transformation in mind. L&D must help employees understand not just how to use AI, but how to change processes, adopt new mindsets, and collaborate differently. Learning becomes the bridge between implementing AI and truly reaping its benefits.

My Experience and Invitation

Over the past years, I’ve led multi-departmental L&D projects supporting complex digital transformations, including workplace adjustments across government organisations. I’ve seen firsthand how critical it is to design learning that doesn’t just teach a tool, but builds the right mindset, skills, and confidence to adopt new ways of working.