Inside the quiet reinvention of corporate learning

The term "ambiguous loss" was coined by psychologist Pauline Boss to describe a type of grief that lacks clear boundaries, such as the grief experienced by families who have lost loved ones in action but are unsure of the outcome. In recent years, as ChatGPT and similar AI technologies have become commonplace, many people working with L&D (learning and development) have noticed a strange feeling of loss.

While AI can produce outputs similar to those previously created by L&D teams, it cannot replace the unique identity and expertise that such professionals bring to their work. L&D professionals have historically been recognized for their content production, but AI tools can now deliver knowledge directly to those who need it, freeing L&D teams to focus on other tasks.

However, the specific role of L&D in the future remains unclear, as this shift raises questions about what should be their new focus. The article, an excerpt from the book "L&D Rewired: How L&D Professionals Are Breaking Their Own Rules To Stay Relevant" by Lavinia Mehedintu, delves into this identity crisis faced by L&D professionals.

Through various case studies and examples, the author highlights how L&D teams are beginning to shift their perspective from producing content to addressing systemic issues within organizations. By employing systems thinking, experience design, and behavioral science, L&D teams can help organizations align their goals, clarify expectations, and foster a culture of continuous improvement.

Ultimately, the author suggests that the future of corporate learning might not involve traditional content delivery but rather a focus on enabling people and organizations to change and grow, something that AI cannot easily replicate.