AI is everywhere. Have you recently googled something and used the AI generated answer without ever clicking a link from the list? It’s one of my new favorite efficiencies…and it freaks me out a little. In the “if something scares you, it probably means you should do it” kind of way. We’ve been talking about AI for HR over the last few weeks in the context of our work and industries we support, and today I’m wrapping it up with my take on AI for talent development as a whole. It freaks me out a little, so it’s probably a good thing. Right?
Speaking of Google’s AI Overview, here’s what came up when I googled “is AI for talent development?”:
Yes, AI (artificial intelligence) is being used in talent management to improve efficiency and outcomes at every stage of the talent lifecycle. AI technologies like machine learning algorithms and natural language processing can help with:
Recruitment AI can help match candidates with roles based on their skills, experience, and cultural fit. AI-powered semantic search can also help recruiters find qualified candidates by running Google-like searches that go beyond keyword matching.
Employee development AI can help create personalized training plans, learning suggestions, and development goals for each employee. AI can also provide real-time feedback based on performance data, which can help employees make immediate improvements.
Performance management AI can help set dynamic goals and provide actionable insights to drive employee performance and development. AI can also help with succession planning by analyzing employee data to identify high performers and predict future leadership needs.
Skills intelligence AI-powered tools can help HR leaders gain an in-depth view of their workforce’s skills and potential knowledge gaps. This information can help leaders evolve job architectures as skill needs and business priorities shift.
For each topic featured in the AI Overview, Google provided links to the source material used to inform the AI response. I wanted to know more about AI in Recruitment, so I clicked the link icon and found more detailed articles:
If you’ve kept up with the latest news at Horizon Point, you likely know that I (Jillian) just returned from a 6-week paid sabbatical. During that time, I slept a lot, I made time for hobbies, and I let my brain slow way, way down. Now coming back to work, it’s nice to ease into slow productivity and learn to incorporate the good of AI into our talent development work.
I don’t think anyone can say for sure what the future of AI for HR holds, but for now, let’s be curious and explore AI for talent development with open minds. After all, the simple definition of development is the act of improving by expanding, enlarging, or refining, and AI can certainly help.
Attending the ATD24 International Conference made me feel so energized and prepared for another year around the sun in talent development. The obvious buzzword: Artificial Intelligence (AI). I walked away with pages and pages of notes on AI in training and development. Mary Ila kicked off our series on AI last week, so now I’m sharing a rundown (written in part using ChatGPT) of my key AI takeaways from ATD24.
Generative AI: The Game-Changer in Scenario-Based Learning
One of the sessions that really stood out to me was “Use Generative AI to Create Scenario-Based Learning” by Kevin Alster and Elly Henriksen from Synthesia. They showed us how generative AI can take the heavy lifting out of creating scenario-based learning (SBL). Imagine being able to quickly craft engaging, real-world scenarios that captivate your learners and improve retention.
The tools and frameworks they demonstrated were incredibly user-friendly, making it feasible for anyone to enhance their courses without needing a PhD in AI. This session made it clear that SBL, powered by AI, is not just a future concept but a present-day reality that can significantly elevate our training programs.
Navigating the Inclusion Maze with AI
Then there was the eye-opening session by Mychal Patterson of The Rainbow Disruption, titled “AI Doesn’t Mean ‘Always Inclusive.’” This was a deep dive into the potential pitfalls of AI when it comes to diversity, equity, and inclusion (DEI). Mychal highlighted some serious risks, like biased data leading to exclusionary outcomes and the lack of diversity in AI development teams. These are real challenges that can undermine your DEI efforts if not addressed properly.
This session was a reminder that while AI offers huge benefits, we need to implement it thoughtfully and inclusively to avoid reinforcing existing biases. We’ve written about inclusive training before, and now we are reminded to be more intentional with avoiding language and representation bias, with or without the use of AI.
Demystifying AI for Leadership Development
DDI also showed up strong with Patrick Connell’s session, “Demystify AI for Development: What’s Hype, What’s Real, and What to Do,” which struck a perfect balance between optimism and practicality. He debunked some common myths about AI (i.e. we’re not all losing our jobs) and showcased how it can be a real asset in leadership development.
From using AI-driven assistants for data analysis to generating personalized content, Connell provided a roadmap for integrating AI into our strategies in a way that enhances, rather than overwhelms. This session made AI seem less daunting and more achievable. Since the conference, HPC has practiced using AI to write first drafts of program learning objectives, training outlines, and more.
Redesigning Training Programs to Stay Relevant
Another session that hit home for me was actually during the Chapter Leaders Conference that some of us from ATD Birmingham attended prior to the International Conference. The session was “Making it Competitive: Redesigning Your Chapter Programming to Offer Relevant Knowledge, Skills, and Abilities” by Miko Nino. Miko stressed the importance of continuously updating and evaluating our training programs to keep pace with the changing demands of employers and learners. Using technology to assess and enhance curriculum effectiveness was a major highlight.
The session also covered developing marketing and financial plans to ensure these programs are not only impactful but also sustainable. It was a comprehensive guide to making our training offerings more competitive and relevant.
Tackling AI Integration Challenges
Of course, the conference didn’t shy away from discussing the challenges of integrating AI in training and development. But the consensus was clear: with careful planning and a commitment to ethical considerations, we can mitigate the risks.
For us, an example might be clearly identifying when something we deliver is made with AI, even in small part. If we use AI to create graphics or images that we share in marketing or in training programs, we need to clearly label those as made with AI. We’re all still learning how to use AI ethically, and it starts with a good faith effort on the front end.
So…What’s Next?
ATD24 gave me so many insights on AI in training and development. The sessions highlighted how AI can help make learning more personalized, efficient, and inclusive. But they also underscored the need for thoughtful implementation; the future of T&D is not just about adopting new technologies, but about doing so in a human way that truly enhances learning for everyone.
For now, my AI journey is all about “do it anyway”. Feel intimidated by AI and use it anyway. Don’t feel very creative? Create anyway. Using AI in my work helps me be creative anyway, and that’s a positive in my book.
Image made with AI to illustrate the idea of “create anyway”
I finally had the opportunity to attend an ATD International Conference & Exposition, known as ICE by true ATD-ers. This year’s event in New Orleans featured a stellar lineup of keynote speakers, a broad range of learning sessions, and countless opportunities for relationshipping and professional growth.
Matthew McConaughey Was There
Known for his captivating storytelling and unique perspective on life, Matthew McConaughey’s keynote, “Greenlights: Rethinking Success and Leadership,” drew from his personal experiences and professional journey. He shared insights from his #1 New York Times bestselling memoir, Greenlights, which chronicles his life’s pivotal moments and the lessons learned along the way.
His speech emphasized the importance of resilience, authenticity, and embracing life’s challenges as opportunities for growth. McConaughey’s engaging storytelling and down-to-earth wisdom resonated deeply with attendees, leaving them inspired to lead with courage and creativity in their own careers.
And So Was Artificial Intelligence
That section about Matthew McConaughey was written with ChatGPT (except for the picture I took from wayyyy in the back). Since I got home from the conference, I’ve been challenging myself to use more AI tools. I’m a Millennial, I’m no Zoomer digital native.
I’m excited about the potential of AI in helping HR and TD professionals provide higher quality services, and I’m also bristling at the fact that I’m not very good at using it yet. I like being good at things (set up for the next section on Daniel Pink!), and I’m not good at AI. But I’m trying. That’s probably the biggest takeaway for me from ATD42; none of us in talent development are all that good at using AI just yet, but we’re trying!
I Filled Up My Notebook
I took feverish notes during every session I attended. I’m usually the one just taking pictures of the slides (I still did) and maybe sending myself links to view later. ATD24 was so juicy for me that I had to scribble down everything everyone said for 4 days.
My favorite note that I immediately shared with the HPC team was from Daniel H. Pink, one of our all-time favorite authors. He’s cheeky. He grounds his writing in real, relevant research. The quote I wrote down, underlined, and sent to the team was, “Make a To Don’t List”.
For context, Dan meant that sometimes we get so stuck on “getting sh*t done” that we get in our way. In his own life, his To Don’t List includes things like:
Don’t start the day answering emails
If I’m not willing to do it next week, don’t say yes to it
Dan also says he keeps a notebook at his desk that is specifically for acknowledging and recording progress. At the end of every day, he writes down 3 ways he made progress. He admits that he never looks at it again, but the act of writing down his progress to close out the day helps him leave his desk feeling accomplished. I’m going to try it, and I hope you will, too.
There Was Something For Everyone
This section was also written using ChatGPT, when I asked it to summarize the conference. It’s a pretty good summary! ATD has something for everyone.
Learning Tracks and Sessions
The conference featured a diverse array of learning tracks designed to cater to various aspects of talent development and HR management. These included:
Career Development: Focused on helping professionals advance their careers and develop others’ skills.
Future Readiness: Addressed the skills and knowledge needed to prepare organizations for future challenges.
Instructional Design: Covered the latest trends and best practices in designing effective learning experiences.
Leadership & Management Development: Aimed at enhancing leadership skills and strategic management capabilities.
Learning Sciences: Explored evidence-based methods for improving learning and performance.
Learning Technologies: Examined the use of technology to facilitate learning in the modern workplace.
Managing the Learning Function: Discussed strategic approaches to managing learning and development programs.
Measurement & Evaluation: Focused on assessing the effectiveness of talent development initiatives.
Networking and Expo
The ATD Expo was a major highlight, featuring exhibitors showcasing the latest tools, technologies, and services in talent development. It provided attendees with hands-on experiences and the opportunity to explore innovative solutions that can enhance their organizations’ learning and development programs.
Additional Highlights
Preconference Learning: Offered intensive workshops and certificate programs for deep dives into specific topics.
Career Center: Provided career coaching, resume reviews, and networking opportunities to help attendees advance their professional journeys.
Virtual Experience: Ensured that those unable to attend in person could still participate in key sessions and network with peers virtually..
How is Your Soul?
The theme for ATD24 was Recharge Your Soul. I absolutely felt recharged when I left, so much that I couldn’t stop talking about it (still can’t).
Robert “X” Fogarty asked us in the opening session how our souls were doing, and I can’t speak for anyone else, but I needed to hear that. So much of what we do in HR and Talent Development comes from the soul. If the soul’s not doing so hot, the impact isn’t there either.
X started Dear World, and I totally recommend checking it out. At Horizon Point, we are People First and we put People First, and we believe that people’s stories are important. Dear World is all about using stories to inspire and connect people. Take a look at their work, and also ask yourself, “How is your soul?”.
Today I saw a giant raccoon throw light bulbs to people at Space Camp. That’s a real sentence.
Sprocket, loveable mascot of the Rocket City Trash Pandas, threw Horizon Point stress balls – made to look like light bulbs – to attendees of the 2024 Launch Tank Competition. It was a wild and wonderful moment. But let’s back up.
John Kvach and his Singing River Trail team partner with LAUNCH and Innovate Alabama to host a business pitch competition for entrepreneurs in North Alabama, known as Launch Tank. “Our vision goes beyond the competition,” Kvach says. “We want to connect as many entrepreneurs to the Singing River Trail as possible, making North Alabama a better place to live, work, and play.”
This year, Horizon Point supported Launch Tank as a Seed Sponsor. If you know Horizon Point, then you may know that Give Back is one of our operating values, and each year we intentionally earmark a portion of the budget to financially support an initiative or two that we believe in. So, this week’s blog is all about celebrating the innovation happening in our own backyard.
Horizon Point is a Woman-Owned Small Business (WOSB), and we proudly support entrepreneurship and small business initiatives in our state. Mary Ila is an Advisor for EDPA’s Alabama Launchpad. I get to serve on the selection committee for Decatur Morgan CEO for high school students interested in entrepreneurship. We partner with The Catalyst, The E-Center, and the Alabama Network of Entrepreneurial Women. We believe in equal opportunity, and it’s a joy to support opportunity networks.
When Launch Tank Co-Chair Lisa Mays said she might throw our Horizon Point light bulbs to people, we didn’t know John Kvach and Sprocket would start throwing them on stage. We also didn’t realize how symbolic it would be to throw light bulbs at an event built on innovation until Lisa said, “They’re like ideas! We’re just tossing around ideas!” We could not have said it better ourselves.
We are so grateful for programs like these in our backyard, and it’s an easy decision to Give Back to Singing River Trail Launch Tank. After all, who doesn’t want to catch a light bulb from a raccoon?
Want more? Check out the featured clip below or this article from WHNT. See the full list of finalists from Quad Cities Daily.
I recently spent a weekend at Walt Disney World. It sucked, and I loved it. It rained a gazillion inches for 48 straight hours. My shoes and socks got soaked twice. I walked 5 miles with squishy, cold, wet feet. My iPhone got water in the charger port, so I couldn’t charge my phone. It sucked. And I loved it.
It’ll be crowded and hot with long lines and tired feet, but I’m already excited about the next trip. All because of 3 basic business lessons we can all learn from Disney.
1. Moments are powerful.
Standing in the rain at Epcot at 9:00pm, waiting for fireworks to start, Felix tripped and fell. (Felix is the sweet toddler of my fellow Disney College Program Alumni, Daniela and her husband Sean.)
He was rattled and upset, but a nearby Cast Member immediately walked over and offered him a sticker of the Eiffel Tower from the France pavilion. That one little magic moment brought Felix so much joy, and he totally forgot about his big tumble.
2. Kool-Aid is good.
Cast Members are empowered to create magic moments from their very first day. Onboarding is all about “drinking the Kool-Aid“, and while it’s easy to roll our eyes at cliches like that, believing in a little magic actually is a secret sauce. At Disney, drinking the Kool-Aid and sharing it with guests from all over the world is a direct driver of business success. I’ve been a Cast Member, and I’ve been a guest, and the Kool-Aid’s always good.
3. Bright spots outshine the bruises.
We spent two full days walking a total of 18 miles around three theme parks. It rained the entire time. On back to back days, we had to walk around for hours with wet, squishy feet. And yet, I’d do it again right now. Felix got an Eiffel Tower sticker. My brother was celebrating his 29th birthday and got 97 “happy birthdays!” from Cast Members everywhere we went. My husband got to visit 8 countries and eat dinner at a German biergarten. The bright spots are so bright the other stuff doesn’t even matter.
The moral of the story is that doing the right thing for your customer or your guest or your service provider or your new hire, etc. creates bright spots and leads to repeat business, word-of-mouth business, and all the good stuff that companies spend lots of marketing dollars on. EPIC moments are powerful.
How are you creating powerful experiences for others?
