Here’s a look at some of the projects that were shared during DevLearn last month: 

Immersive 

• An Instructional Designer from Houston Methodist Hospital showcased a course that uses pictures and video to explore the hospital’s new crash cart. The course culminates in an immersive quiz designed to simulate urgency in locating items on a crash cart in a real-world situation. 

• The Tech Curriculum Designer at Boston Scientific presented a virtual reality experience for a stent and electric cautery delivery system designed to enhance procedural awareness and clinical decision-making.  

• At Ninja Tropic eLearning they built immersive cities using Storyline 360 and shared with attendees how tools like 360-degree image function could be used for virtual exploration in e-learning. 

• Developers at Bluewater Learning built a retract simulation for a car wash company, teaching new employees how to set the computer to avoid vehicle damage  

Games and Gamification 

• eLearning Design Developers from The Nature Conservancy presented their Walk of Life game to demonstrate equity vs. equality in conservation activities. In this unique activity, learners receive a character and are presented with conservation opportunities and obstacles based on the character they choose.    

• L&D professionals from Delta Airlines showcased two instructor-led classroom games that they created using Storyline. 

• Artha Learning Inc. shared “Outbreak,” a gamified learning experience for nurse practitioners to triage patients in high-pressure situations  

AI 

• A graduate student at Commonwealth University presented “The Agency Algorithm,” a project on artificial intelligence and moral decision-making in medical triage, algorithmic warfare, and surveillance  

• Third Term Learning turned an in-person training on SWOT analyses usually done with partners into a gamified solution where the learner works with AI agents instead of partners to practice creating a SWOT analysis.  

• By incorporating AI and custom code in Storyline, The Learning Camel & EngageTrainBrain built a course for their client on “relationship fitness” based on Harvard’s happiness study. 

Personalized Learning 

• Two managers from IHG’s learning team showcased their luxury and lifestyle loyalty course, which was developed in HTML and wrapped in Storyline to track completion. This exciting course features 104 personalized pathways and 13 different languages.  

Video 

• The Compliance Training Associate at Horizon Blue Cross Blue Shield of New Jersey showcased the hybrid live-action and animated musical video they made to deliver training content through songs. 

If you’re interested in seeing the presentations from some of the DemoFest winners, join the Best of DemoFest webinar on December 9, 2025.  

The post 12 Learning and Development Projects That Actually Moved the Needle  appeared first on Learning Guild.

These scenarios are already unfolding in forward-thinking organizations. AI, AR, and VR are reshaping how enterprises develop human, or “soft,” skills such as communication, leadership, and teamwork. These immersive methods promise faster learning, lower costs, and less bias than traditional face-to-face training. Research shows VR learners can train up to four times faster than classroom learners, while feeling almost four times as emotionally connected to the material. This article explores how L&D professionals can harness these technologies to supercharge Human Skills training, with strategies, real-world examples, and practical tips.

How tech helps

Human skills or soft skills—like empathy, conflict resolution, and effective communication—are critical for organizational success, yet notoriously hard to teach at scale. Traditional training formats (lectures, workshops, or role-plays) can be subjective, time-intensive, and expensive. Even well-intentioned classroom role-plays are limited by the availability and consistency of facilitators, the mix of personalities in the room, and biases that can creep into feedback. As a result, employees might leave with theoretical knowledge but little real-world application.

AI, AR, and VR address these limitations:

• Faster learning: Immersive simulations let employees learn by doing, drastically shortening training time. For example, PwC found that learners complete Human Skills training up to four times faster in VR compared to the classroom.
• Cost savings at scale: Developing VR or AR programs is an upfront investment, but the per-learner cost can become lower than classroom or eLearning when enough trainees use the platform.
• Reduced bias: An AI-based coach delivers standardized feedback, minimizing unconscious prejudice. Learners often feel safer practicing with an AI than in front of peers.
• Greater engagement: Because VR and AR create realistic environments, learners pay more attention and retain more. One study found that an eight-hour in-person training could be condensed into a 15-minute VR session with no loss in effectiveness.

AI: Scalable, personalized coaching

Artificial intelligence functions as an on-demand coach, simulating dialogue and analyzing performance in real time. AI-driven platforms like Cicero can generate adaptive personas, allowing learners to practice handling complex workplace interactions—such as negotiations, performance reviews, or conflict resolution—in a dynamic and realistic way. By responding to a user’s tone, word choice, and approach, AI can introduce the unpredictability of real conversations, enhancing preparedness.

• Realistic role-plays: Instead of a scripted exercise, AI-driven avatars can appear genuinely surprised, annoyed, or pleased, mirroring actual human reactions.
• Data-backed feedback: AI can track metrics like phrasing, empathy cues, or response time and then recommends improvements. Because it’s driven by data rather than subjective opinion, the feedback is consistent and transparent.
• On-demand availability: In-person facilitators aren’t always free, but AI can run scenario after scenario so learners can practice whenever needed.

Tip: Start with one high-value skill—like delivering constructive criticism. Once you confirm the AI’s efficacy, integrate these simulations into broader training programs.

AR: Contextual learning in real time

Augmented reality (AR) overlays digital information onto the real world through mobile devices or headsets. While AR often supports technical tasks—like displaying assembly instructions—it’s increasingly used to strengthen human-centered abilities.

• Just-in-time guidance: A retail associate might see virtual customer avatars or conversation prompts overlaid on store shelves, practicing upselling without leaving the actual retail environment.
• Collaborative simulations: Some AR-driven tools can let dispersed teams enter a shared AR session, practicing communication and coordination in scenarios that mimic real-world challenges.
• Immediate feedback: AR apps can display performance tips right in the user’s field of view—reminding a learner to maintain eye contact or adjust their tone when speaking.

Tip: Pilot AR in situations where physical context matters—like greeting customers at specific store sections or practicing safety and communication protocols on a factory floor. A smartphone-based solution is often the easiest first step.

VR: Fully immersive rehearsals

Virtual reality (VR) transports learners into simulated 3D worlds for highly realistic practice. Users don headsets and engage with scenarios that can range from challenging conversations to crisis leadership drills:

• Emotional authenticity: VR immerses learners in believable tension—like defusing an angry customer or delivering tough news—encouraging them to manage stress and maintain composure.
• Safe experimentation: Because mistakes carry no real-world consequences, users are more willing to experiment with different approaches, fail, and learn from the experience.
• Measurable outcomes: VR systems can record data such as eye contact, voice modulation, or decision paths. These insights help quantify intangible Human Skills and pinpoint areas for improvement.
• High scalability: Once VR scenarios are developed, multiple employees can rotate through them without demanding additional instructor resources. PwC found that when training more than 375 people, VR often becomes cheaper than traditional methods.

Walmart’s well-known success story highlights the efficiency of VR: The company replaced an eight-hour classroom session with a 15-minute VR module, increasing test scores by 10–15%.

Actionable strategies for implementation

Getting started needn’t be overly complicated; it begins with laying out clear, measurable objectives. Following is a roadmap for AI/AR implementation:

1. Pinpoint specific goals

Identify the exact human skills gaps in your organization—perhaps managers struggle with feedback or teams lack collaboration. Align each challenge to the most suitable technology, whether it’s AI for adaptive role-plays, AR for in-situ coaching, or VR for high-stakes simulations.

2. Start with a pilot

Select a single department or skill set—like conflict resolution for new managers—and roll out a pilot. Measure pre- and post-training behaviors, gather learner feedback, and refine the program before scaling to the entire organization.

3. Combine tech & human coaching

Use VR or AI for repetitive, scenario-based practice; then conduct a debrief with a human facilitator or mentor to discuss emotions, subtle cues, and deeper insights. This blended approach leverages the best of both worlds: scalable training plus personalized guidance.

4. Craft authentic scenarios

If the situation doesn’t feel real, learners won’t engage. Involve subject matter experts when creating VR simulations, AI dialogues, or AR overlays. Tailor scenarios to the everyday challenges your workforce faces.

5. Track metrics and ROI

Analyze performance data—time spent, proficiency scores, completion rates—and correlate it with on-the-job improvements. Tools often provide dashboards showing whether employees improved in empathy, negotiation skills, or leadership behaviors. Share these wins with stakeholders to secure ongoing support.

Real-world successes

Following is a small handful of examples that highlight the tangible benefits and ROI of implementing AI and AR to help develop employees’ soft skills:

• Walmart: Equipped stores with VR headsets, cutting an eight-hour classroom session to 15 minutes and boosting associate confidence.
• PwC: Found VR-trained learners were four times faster to complete instruction and more emotionally invested than classroom counterparts.
• Medtronic: Leveraged Cicero’s AI simulations to help sales reps practice critical healthcare negotiations without real-world risks.
• Professional Services Firms: Implemented VR for bias-awareness training, noting higher engagement than traditional lectures.

Addressing bias & ensuring inclusivity

Despite offering standardized scenarios, these tools aren’t completely immune to bias. If AI algorithms are trained on flawed data, they can perpetuate stereotypes. Regular audits and diverse data sets are essential. Similarly, VR or AR simulations should represent diverse cultures, genders, and abilities so all learners feel included.

Human oversight remains crucial. Human skills are inherently tied to emotional intelligence—an area where human mentors can offer nuanced insights. Pairing immersive simulations with expert-led discussions helps learners internalize not just the “what” but the “why” of communication, empathy, and conflict resolution.

Cost considerations & scalability

The upfront expense of VR headsets, software, and scenario development can be significant. However, for larger enterprises, reduced travel, shorter training sessions, and the ability to reuse modules often generate a strong return on investment. Once enough employees are trained, the cost per learner can drop below that of repeated in-person sessions.

Outlook

As AI grows more advanced, simulations will become more adaptive, altering scenarios in real time based on learner choices. AR wearables will integrate more seamlessly into daily tasks, and these converging technologies—often called “extended reality” (XR)—will continue transforming workforce training, especially for human skills once deemed too difficult to digitize.

Conclusion

Human skills are the glue that holds teams together. Yet historically, they’ve been among the hardest skills to teach efficiently. AI, AR, and VR are rapidly changing that equation. By offering realistic, scalable, and data-rich experiences, these tools help employees develop the empathy, communication, and leadership skills that truly drive organizational success.

The key is thoughtful implementation. Start small, focus on genuine scenarios, and integrate human coaching for emotional depth. Measure the results and iterate. With AI providing personalized feedback, AR guiding learners in real-world environments, and VR immersing them in high-impact simulations, companies can cultivate human skills faster, cheaper, and with less bias than traditional face-to-face training alone.

This approach isn’t about replacing the human element—rather, it magnifies it. By automating repetitive drills and building confidence through practice, employees are better prepared for real interactions. The conversations that matter—resolving conflict, inspiring a team, or addressing a customer’s concern—become smoother and more authentic. In short, embracing AI, AR, and VR for Human Skills development is a strategic move that empowers organizations to build a more empathetic, capable, and future-ready workforce.

Additional resources

• Cook, A. V., Griffiths, M., Anderson, S., Kusumoto, L., & Harr, C. (2020, May 8). A new approach to soft skill development: Immersive learning for human capabilities. Deloitte Insights.
• Dubiel, A., Kami?ska, D., Zwoli?ski, G., & Rami?-Brki?, B. (2025). Virtual reality for the training of soft skills for professional education: Trends and opportunities. Interactive Learning Environments, 1–21.
• Fonarov, O. (2024, November 18). Enhancing your workforce: A guide to virtual soft skills training for entrepreneurs. Forbes.
• Meister, J. C. (2021, January 11). How companies are using VR to develop employees’ soft skills. Harvard Business Review.
• Mitchell, E., Newman, S., & Andrew, J. (2025). AI-powered soft skills training: Bridging the human-machine gap. Unpublished manuscript. Available on ResearchGate.

Image credit: miniseries

The post The Human Skills Challenge: Using XR to Boost Soft Skills appeared first on Learning Guild.

The rapid evolution of artificial intelligence (AI) and wearable technology has made it easier than ever to seamlessly integrate learning directly into the workflow. Smart glasses, earpieces, and other advanced devices are redefining how employees gain knowledge and skills by delivering microlearning moments precisely when and where they are needed.

AI plays a crucial role in this transformation by sensing the optimal moment to deliver the training through augmented reality (AR). For example, an employee who is performing a composite lay up on a specific tool can wear a pair of AI-enabled smart glasses that track the employee’s progress in real-time. The glasses can provide step-by-step visual guidance on the placing of the next piece of composite material. The AR can also show the specific lay-up lines on the tooling where the material is being placed. And, quality assurance can take place in real time through this technology, which in turn speeds up the process and reduces the number of defects found in downstream inspections.  

This seamless integration is not just a technological innovation. In fact, I would say we are missing the mark if we think of this as a technological issue. In reality, it is an organizational issue: It is about organizational transformation.

Integrating AI and wearable tech represents a paradigm shift in how we think about training and professional development. Rather than treating training as a separate activity from work, organizations can now blend the two, ensuring that learning becomes a continuous, contextually relevant process and aligns with adult learning theory and neuroscience.

The concept of integrated training

Integrated training leverages AI to analyze tasks, environments, and individual performance in real time. AI-powered systems can identify learning opportunities as employees perform their work. For instance, a manufacturing worker using smart glasses could receive step-by-step visual instructions for assembling a complex piece of equipment. Similarly, an office employee wearing an earpiece might hear brief, contextual tips for improving their performance during a client call.

This approach ensures:

• Just-in-time learning: Knowledge is delivered precisely when it is most relevant.
• Personalization: AI adapts training content to the individual’s role and performance level.
• Efficiency: Employees learn while working, reducing the need for lengthy training sessions and downtime.

The role of microlearning

Microlearning focuses on delivering bite-sized, easily digestible content, reducing cognitive overload. By leveraging  AI to intelligently sense and deliver microlearning moments without direct action from the employee, organizations can more efficiently ensure that employees acquire the specific knowledge they need in manageable chunks. For instance, when an employee is trying to decide how to drill a hole on an aircraft fuselage at a precise location, the AI-enabled smart glasses can assist by providing microlearning or even part numbers for the tools that are needed to complete the job.

Examples of AI-assisted microlearning in action include:

• Real-time feedback: A customer service representative receives an AI-generated tip on improving their response to a challenging question.
• Guided instructions: A maintenance technician is guided step-by-step through a repair process with augmented reality overlays in their smart glasses.
• Skill reinforcement: AI delivers a quick quiz or simulation to reinforce a critical skill immediately after it is used.

Devices that enable continuous learning

Smart glasses, earpieces, and other wearable devices play a crucial role in integrating training into the workflow. These tools provide unobtrusive access to training materials and real-time guidance without disrupting the task at hand.

• Smart glasses: Display visual instructions, diagrams, or augmented reality overlays to guide employees through tasks.
• Earpieces: Deliver audio prompts, feedback, and contextual learning content.
• Mobile devices: Offer access to microlearning modules, videos, and interactive simulations on demand.
• Wrist-worn devices: Smartwatches and fitness trackers equipped with training apps provide notifications, reminders, or brief lessons. They can also track performance metrics and give feedback in real time.
• Haptic feedback wearables: Devices like haptic gloves or vests provide tactile feedback for physical tasks, such as indicating proper grip or posture during manual labor.
• Head-mounted displays (HMDs): Beyond smart glasses, advanced HMDs like virtual reality (VR) headsets simulate complex environments for immersive training experiences, ideal for high-risk or technical scenarios.
• Body sensors: Wearables such as biofeedback sensors or posture monitors help train employees in ergonomics, stress management, or health-related practices by monitoring physical activity and providing real-time alerts.
• Smart clothing: Embedded with sensors, smart clothing monitors body movements and provides feedback for physical tasks like lifting techniques, fitness training, or even surgical procedures.

These technologies create a “learning ecosystem” where knowledge flows seamlessly to the point of need, bridging the gap between theoretical training and practical application.

Real-world applications of integrated training

Integrated AI-driven training is already being implemented in various industries. Examples include:

Manufacturing and maintenance

• Companies like Lockheed Martin and GE Aviation use augmented reality (AR) through smart glasses to provide real-time instructions for assembling aircraft components or maintaining complex machinery.
• Technicians can view detailed schematics and step-by-step instructions without needing to leave their workstations.

Healthcare

• Surgeons and medical practitioners use VR and AR headsets for training on complex procedures. Devices like HoloLens allow them to practice surgeries in simulated environments or get real-time guidance during operations.
• Nurses and first responders use AI-driven wearable devices to receive situational feedback in high-stress environments.

Retail

Walmart uses VR headsets to train employees in soft skills, such as managing customer complaints or handling Black Friday crowds. These immersive experiences prepare staff for real-world scenarios in a controlled environment.

Logistics and warehousing

• DHL has implemented AR-enabled smart glasses to guide workers through picking and packing processes in warehouses, improving accuracy and efficiency.
• Wearables also monitor worker movements to provide ergonomic feedback, reducing injuries and improving safety.

Customer service

Companies like Hilton have used VR to train employees in hospitality scenarios, such as empathetic interactions with guests or handling difficult situations.

Field services

Oil and gas companies, such as Shell, deploy AR headsets and haptic wearables to train and assist field workers on remote rigs. Real-time AI guidance helps them operate safely in hazardous conditions.

Benefits of AI-driven integrated training

• Increased productivity: Employees spend less time in formal training sessions and more time applying knowledge directly to their tasks.
• Enhanced engagement: Contextually relevant learning keeps employees engaged and motivated.
• Reduced errors: Real-time guidance minimizes mistakes and improves performance.
• Scalability: AI systems can deliver personalized training at scale, making it accessible to large, dispersed workforces.
• Future-proofing skills: Continuous learning helps employees adapt to evolving roles and technologies.

Challenges & considerations

While there is a big upside to AI-integrated training through AR, there are also challenges organizations must navigate to integrate AI-driven, integrated training effectively:

• Privacy concerns: Employees may feel uneasy about the level of monitoring required for real-time feedback.
• Technological barriers: Not all organizations have the infrastructure to support wearable devices and AI integration.
• Change management: Shifting from traditional training models to integrated learning requires significant cultural and organizational change.
• Content development: Creating microlearning content that is both effective and engaging demands careful planning and design.

Addressing these challenges requires clear communication, robust data security measures, and a commitment to fostering a culture of continuous learning. This is a major reason why the issue must be seen as an organizational transformation and not an IT issue. The entire organization is transformed through this process.

The future of work & training

As the lines between training and working continue to blur, organizations that embrace AI-driven microlearning will gain a competitive edge. By equipping employees with the tools and knowledge they need, exactly when they need them, these companies will foster a more agile, skilled, and engaged workforce.

Imagine a world where learning is as seamless as receiving a notification or following an augmented reality overlay, a world where employees are not just trained but continuously supported in achieving their full potential. This is not a distant vision; it is the emerging reality of training in the AI era.

Image credit: Ekkasit919

The post Drive Continuous Learning: AI Integrates Work & Training appeared first on Learning Guild.

Here’s a summary of this week’s content:

• How enhancing AI fluency supports workforce adaptability
• Visual design tools that can optimize L&D effectiveness
• Why agentic AI transforms collaboration and innovation
• How compliance training evolves through technology trends
• Why Bluesky fosters meaningful L&D professional connections

Increasing AI Fluency Among Enterprise Employees, Senior Management & Executives
Bill Brandon’s article explores the importance of enhancing AI fluency across all organizational levels by integrating AI skills into competency frameworks and providing practical, hands-on training with AI-enabled applications. He emphasizes the need to support a culture of continuous learning to keep pace with the rapidly evolving AI landscape, ensuring employees are equipped with the most current and relevant AI skills.

Ultimate List of Visual Design Tools for L&D
Connie Malamed outlines a structured approach to visual design, detailing each phase from ideation to image selection. The article offers a curated selection of both free and premium tools tailored for each stage, serving as a comprehensive resource for creating effective learning materials.

What Is Agentic AI, and How Will It Change Work?
Mark Purdy explores how agentic AI, with its ability to act autonomously toward specific goals, represents a transformative leap in human-AI collaboration. The article examines how its decision-making and execution powers enable greater workforce specialization, trustworthiness in information handling, and innovation, while emphasizing the managerial imperatives required to navigate its challenges responsibly.

The Future of Compliance Training: Trends and Innovations
As regulatory requirements become increasingly complex, organizations are adopting innovative compliance training methods that leverage technology and modern learning principles. Viren Kapadia explores key trends including personalized learning experiences, microlearning, and the integration of virtual and augmented reality, offering insights into how these approaches enhance regulatory adherence.

From Chaos to Community: How Bluesky is Reshaping L&D Networking
Mike Taylor explores how Bluesky is emerging as a valuable platform for professionals to share insights, build meaningful connections, and engage in thoughtful discussions. He provides practical guidance on setting up a compelling profile, creating a network, and utilizing features like “Starter Packs” and lists to enhance the user experience.

The post David Kelly’s Curated Content for 12/16/2024 appeared first on Learning Guild.

That seems like a very bold statement. Without situational awareness, many will regard it as marketing hype, but this article provides information that canhelp you understand the growing importance of situational awareness.

A coming ‘information explosion’

 According to OpenAI founder Sam Altman, evidence points to an ‘intelligence explosion.’  Altman says, “It is possible that we will have superintelligence in a few thousand days (!)”—also acknowledging that “it may take longer, but I’m confident we’ll get there.”

He forecasts outcomes of super-intelligent AI in various articles and speeches:

• AIs will be personal assistants;
• Personalized education will become the norm;
• Jobs will be changing, but they will be changing more slowly than some people expect;
• We will need unprecedented amounts of AI infrastructure (compute and energy).

Altman attributes the advances of AI to “deep learning” and effective scaling.  He has recently launched a new device intended to facilitate scaling on a global level, discussed in the linked YouTube video. If you watch that video, I predict that it will either inspire you or scare you to death, but it might explain why having situational awareness is so important.

Commenters, including “AI philosopher” David Shapiro, have identified constraints to that explosion other than intelligence, but the main ones come down to dollars and cents and scientific progress.

What are the biggest constraints?

Constraints affect the speed of change in everything from the nature of work to the quality of life and even to the nature and success of those changes. According to Shapiro, “Even with superintelligent AI, many industries will still face physical and logistical constraints. Matter, energy, time, space, and entropy remain fundamental limitations on progress.”

Change is challenging, and none of the coming changes will happen overnight. Humans add our own constraints. Aside from money and science, it seems to me that the biggest social human constraints worldwide will be:

1. Legal, political, and cultural constraints
2. Upskilling and reskilling populations
3. Taking appropriate action to deal with social constraints
4. Understanding, developing, and applying learning science
5. Becoming and remaining ethical in the treatment of people

Maybe not so fast

Potential “gaps” arise in areas where constraints exist, including:

• Humans are not emotionally or educationally prepared to work with AI
• Systems of government that make implementation difficult
• Unethical enterprise practices
• Resistance from organizations
• Funding for necessary education and support

I believe that in order for the intelligence explosion to succeed with beneficial consequences, organizations and governments will need to take care of the last four constraint gaps. L&D needs to cover the educational constraints.

All those factors will have to be dealt with over time. Situational awareness must be exercised when an intelligence explosion is discussed. The last time an explosion like this happened on this scale was in the Industrial Revolution. Situational awareness did not extend (and perhaps it has not yet extended enough) to consequences such as global warming and social and economic dysfunction, or even tragic results including the end of humankind.  Our L&D role as educators this time must be in the middle of the action.

Ready to learn more?

Here are some resources that can help to fill in the picture:

• Atlantic’s “The AI Boom Has an Expiration Date” by  Matteo Wong
• Leopold Aschenbrenner’s paper, “Situational Awareness: The Decade Ahead“
• Wes Roth’s YouTube video, “Open AI One Step Closer to Self-Improving AI” walks you through Aschenbrenner’s paper much more quickly

I believe that situational awareness is an important skill to learn and apply during the evolution of the information explosion. Whether you agree with Altman and Aschenbrenner or not, and whether or not Altman’s idea of the Worldcoin Orb scares you, take time to develop your situational awareness.

The post Mind the Gap: L&D Needs Situational Awareness in the Coming Information Explosion appeared first on Learning Guild.

AI-driven course design

AI-driven course design is transforming how organizations create training programs by automating the rapid development of learning experiences. For example, AI can generate training content on new anti-money laundering regulations for compliance officers, allowing organizations to quickly adapt to changes and maintain compliance. Additionally, AI can analyze shipping and delivery data to aid in developing training modules on optimizing route planning and minimizing delays, ensuring that logistics teams are quickly informed about best practices and operational adjustments.

Strengths

• Content creation and updates: AI streamlines the creation of training materials by identifying resource gaps and generating tailored content, while also refreshing existing materials based on industry trends and employee feedback to maintain relevance.
• Data-driven insights: Use AI tools to provide valuable analytics to inform course development and instructional strategies, helping learner designers identify effective practices and improve overall learning outcomes.
• Efficiency: Automating repetitive tasks, such as learner assessments and administrative duties, enables L&D professionals to concentrate on developing impactful training programs and fostering learner engagement.

Concerns

• Limited understanding of context: AI may struggle to understand the specific educational context or the unique needs of diverse learner populations, potentially hindering effectiveness.
• Oversimplification of learning: AI may reduce complex educational concepts to simple metrics or algorithms, oversimplifying the learning process and neglecting deeper cognitive development.
• Resistance to change: Learning leaders may face resistance from staff who are skeptical about integrating AI into their training practices.

Hyper-personalized content curation

Hyper-personalized content curation enables organizations to deliver customized learning materials that cater to individual employee needs. For instance, educational institutions can curate teaching resources based on specific curricula and learning objectives, enhancing educators’ effectiveness. Similarly, in a software development company, data analytics can provide developers with training content tailored to the programming languages they are using, along with recommended courses that align with their project responsibilities and career aspirations. This approach fosters a more engaged and self-directed learning environment.

Strengths

• Continuous improvement: Regular updates based on learner feedback and performance help maintain the relevance and quality of curated content.
• Enhanced engagement: Personalized learning paths increase learner motivation and engagement by providing content that aligns with their interests and career goals, making the learning experience more enjoyable and relevant.
• Increased learner autonomy: Personalization empowers learners to take charge of their own learning paths, fostering independence and self-directed learning.

Concerns

• Changing learning needs: As learner preferences and industry demands evolve, maintaining recommendations can be difficult and resource-intensive.
• Potential bias: Algorithms may inadvertently reinforce existing biases present in the data, leading to inequitable learning experiences.
• Quality control: Ensuring the curated content is consistently high-quality and relevant can be challenging, especially when relying on automated systems.

Immersive scenario-based training

Immersive scenario-based training is widely used in industries that require hands-on skills and decision-making under pressure. For example, in the healthcare sector, medical professionals participate in virtual reality simulations to practice surgical procedures, allowing them to hone their skills in a realistic but safe environment. In aviation, flight simulations are utilized to prepare pilots for emergencies, giving them the opportunity to navigate challenging situations without the risks associated with actual flying. Similarly, in manufacturing, employees can engage in virtual training scenarios that replicate equipment malfunctions, enabling them to troubleshoot issues effectively before they occur in real life.

Strengths

• Customizable training experiences: Scenarios can be tailored to fit specific roles or teams, addressing unique challenges and skill gaps within the organization.
• Realistic learning: Immersive training provides lifelike scenarios that allow learners to practice skills in a safe, controlled setting, enhancing confidence and competence.
• Safe environment: The simulated environment allows learners to make mistakes without real-world consequences, enabling them to learn and adapt in a risk-free environment.

Concerns

• High development costs: Creating high-quality immersive scenarios can be resource-intensive, requiring significant investment in technology and expertise.
• Initial learning curve: Some learners may face a steep learning curve when adapting to new technologies, which can hinder initial engagement and participation.
• Varied learning outcomes: Different learners may respond differently to immersive training, leading to inconsistent outcomes that can be difficult to measure.

Smart chatbots

In learning and development, smart chatbots are becoming invaluable assets. In legal firms, these chatbots can help paralegals find relevant case laws and resources, streamlining their research process. In real estate, chatbots assist agents by answering frequently asked questions from clients and directing them to training resources, thus improving their sales techniques. In nonprofit organizations, chatbots can streamline volunteer onboarding by guiding new recruits through training programs and answering queries about their roles.

Strengths

• 24/7 availability: Smart chatbots provide instant support and information at any time, allowing learners to get help whenever they need it.
• Consistency in responses: Chatbots deliver consistent information, ensuring that all learners receive the same guidance and support.
• Cost-effective support: Implementing chatbots can reduce the need for extensive human support staff, helping organizations save on training and personnel costs.

Concerns

• Initial training investment: Implementing smart chatbots effectively requires a substantial initial investment in development and training to ensure they accurately meet learner needs, which can offset some of the potential cost savings in the short term.
• Lack of emotional intelligence: Chatbots may fail to recognize emotional cues or the context of learners’ frustrations, which can hinder effective support and empathy.
• User frustration: If a chatbot cannot answer a question or misinterprets a query, learners may become frustrated, leading to disengagement.

Wearable devices

Wearable devices are technology tools that can be worn on the body to enhance the learning experience by tracking performance and providing real-time feedback. In fitness and wellness, organizations might implement wearables that track employees’ physical activity and health metrics, providing feedback that can inform health and wellness programs. In manufacturing, wearable technology can help monitor workers’ safety and fatigue levels, alerting them when to take breaks or adjust their tasks.

Strengths

• Data collection: Wearables can gather valuable data on learner behavior and performance, informing personalized training approaches and improving outcomes.
• Enhanced engagement: The interactive nature of wearables can increase learner engagement by providing dynamic content and notifications.
• Real-time feedback: Wearable devices can provide instant feedback on performance and progress, helping learners adjust their actions immediately.

Concerns

• Comfort and usability: Some learners may find wearables uncomfortable or difficult to use, potentially hindering engagement and effectiveness.
• Distraction potential: Notifications and alerts from wearables can become distracting, detracting from the learning experience if not managed properly.
• Maintenance and support: Ongoing technical support is necessary to ensure devices function properly and meet learner needs.

Closing thoughts

For L&D professionals, keeping up with the latest innovations in EdTech is essential for fostering effective and engaging learning environments. These advancements not only address the needs of today’s learners but also empower organizations to create more tailored and impactful training experiences. As you evaluate your training approaches, consider how you can integrate these innovations into your strategies and take proactive steps to explore their potential within your organization.

Join us at Learning 2024

Don’t miss Learning 2024, December 4-6, 2024, in Orlando, where you can explore AI in a preconference seminar, A Learning Leader’s Guide to AI; join multiple sessions on AI, learning strategy, and trends in L&D; and catch Paige Yousey’s stage session in the Demo Zone. Register today!

Image credit: Metamorworks

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Back then, the buzz was all about the possibilities of mobile learning. The idea that we could deliver meaningful learning experiences on a device that fits in your pocket, while commonplace today, felt completely revolutionary. And it was.

I remember attending sessions where early adopters shared their successes and challenges, and the conversations that spilled into the hallways were just as enlightening as the presentations themselves. We were all figuring it out together, which reflects that sense of community and shared purpose that people always describe as a defining feature of DevLearn.

Over the years, DevLearn has been the stage where the most exciting developments in learning technologies have made their debut. I’ve had the privilege of witnessing the rise of online learning, the emergence of smartphones as a learning tool, the applications of virtual reality (VR) for training programs, and most recently, the powerful impact of artificial intelligence (AI) on learning programs. Each year, the conference has pushed the boundaries of what’s possible, challenging us to rethink our approaches and embrace new tools that can transform how people learn and build skills.

One of my most vivid memories is from a few years ago when VR was starting to make serious waves. I remember putting on a headset at one of the expo booths and being completely immersed in a simulation that felt more real than anything I had experienced before. It was in that moment I realized that VR wasn’t just a flashy new toy—it had the potential to open entirely new possibilities for learning experiences. The ability to create safe, realistic environments for learners to practice in was a game-changer, and it was clear that DevLearn was leading the way in bringing this new technology to forefront.

DevLearn has always been a great source for creating those “aha” moments that make you see the world of technology-based learning and performance in a whole new way.

But DevLearn isn’t just about the technology. It’s about the people who bring these innovations to life. The relationships I’ve built over the years—both through formal sessions and those impromptu conversations in the hallways—have been invaluable. My professional growth skyrocketed once I tapped into the community that gathers at the event.

There’s a unique camaraderie here, a sense that we’re all in this together, pushing the industry forward one breakthrough at a time. It’s these connections that have enriched my career and kept me coming back as an attendee year after year, and sparked my interest in joining the Learning Guild team when the opportunity arose.

As I look back on twenty years of DevLearn, I’m struck by how much the conference—and our field—has evolved. What started as a small gathering of tech enthusiasts has grown into a cornerstone event for learning professionals worldwide. And yet, the spirit of innovation and community that defined that first DevLearn remains as strong as ever.

Looking ahead, I’m excited about where we’re going. I look around today and technologies that once seemed like science fiction are now part of our everyday toolkit, and there’s no telling what new possibilities the future holds. What I do know is that DevLearn will continue to be at the center of it all, bringing us together to explore, experiment, and shape the future of learning.

Here’s to the next twenty years of DevLearn—may they be as transformative and inspiring as the first.

The post Reflecting on 20 years of Learning Tech Innovation appeared first on Learning Guild.

Here’s a summary of this week’s content:

• Examples that show the power of immersive AR & VR learning
• A cautionary view on the potential impact of AI on learning
• Lessons on inclusive design from an upcoming game
• How Inquiry-based elearning fosters critical thinking
• Why crafting effective program titles helps engagement

Immersive Frontiers: Transforming Learning with AR & VR
In this article Markus Bernhardt and Debbie Richards explore the transformative potential of AR and VR in creating immersive learning experiences. Using many examples, the authors show how these technologies can enhance engagement and retention by providing interactive and experiential learning environments.

Benjamin Riley: AI is Another Ed Tech Promise Destined to Fail
This article by Greg Toppo highlights an interview with Benjamin Riley in which he argues that the enthusiasm for AI in education often overlooks the science of learning. He examines how this is leading to overhyped promises that may not deliver real benefits, and discusses the importance of critical evaluation and realistic expectations for technology in education.

How a musical indie game went against the grain to explore the Deaf experience
In this article Ash Parrish shares his experience playing “Harmonium,” an innovative musical game that offers a rich exploration of deaf culture through its immersive and sensory experiences. While Harmonium is a game, it’s example still shows the power of inclusive design and reinforces the importance of creating diverse and accessible learning environments.

Benefits of Using Questions in Elearning Design
This article by Connie Malamed examines the value of inquiry-based eLearning, which shifts the traditional learning model by presenting learners with examples or problems first, and encouraging them to explore concepts and gather information independently. This method fosters critical thinking, self-direction, and deeper knowledge retention, making it a compelling approach to consider in your elearning programs.

Steal These Marketing Secrets to Write Irresistible L&D Program Titles
In this article Mike Taylor shares strategies for crafting compelling titles that capture attention and drive engagement. By applying marketing techniques to title creation, these insights help ensure your programs stand out and attract your target audience, emphasizing the importance of a strong first impression, even in learning programs.

Learning 2024 The Leaders Conference – Premier Rate Discount of $500 through August 2

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Join a dynamic community of forward-thinking professionals, network with industry experts, and dive into engaging sessions and hands-on workshops designed to elevate your career to new heights. This is more than a conference—it’s a transformative experience that will inspire, educate, and connect you with the trailblazers of tomorrow.

Don’t miss your chance to be at the forefront of learning leadership. Secure your spot today and prepare to be inspired!

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