With so much hype around artificial intelligence (AI), it is easy to forget that we are in at least the third wave of so-called AI “revolutions.” Technology is a tool. The real revolution in the workplace isn’t AI itself but the speed at which we can equip employees with new skills. However, equipping employees with the right skills doesn’t happen by chance — it requires a strategic, business-minded approach to training.

The Three Pillars of Organizational Success: People, Process, and Tools

To build an effective training strategy that supports organizational success, it’s crucial to balance the three pillars of any organization: people, process and tools. These elements, foundational to project management, are just as important in training and development and are woven into various management frameworks and methodologies, including the Training Manager Competency Model ™.

Here’s how they break down:

1. People: Navigating Rapid Skill Change Through Reskilling and Upskilling

This element emphasizes the importance of having the right people with the right skills in place. Talent management, teamwork and leadership are crucial, but it also involves rethinking how we market, sell, deliver, support and collaborate across and beyond organizations. Today’s ever-changing workplace requires efficient and effective reskilling and upskilling efforts.

2. Process: Providing Transparency and Governance

Processes are the methods, procedures and workflows needed to achieve project goals or manage operations efficiently. In the training function, this means creating structured approaches and best practices that connect human resources (HR), learning and development (L&D), change management and project management. By aligning these areas, training teams can deliver more impactful and transformative learning initiatives.

3. Tools: AI as a Force for Good

Tools are the technology and other resources that facilitate the execution of processes and help people in their roles, improving productivity and efficiency. Thus, AI should not be seen as a replacement for the human leader or the teacher but as an acceleration tool that can support people and improve processes. The future of training depends on leveraging AI to enhance—not diminish—the human element of learning.

AI’s Role in Training Across Disciplines

Across the thought leadership in HR, change management and project management, there is broad recognition of AI’s potential to enhance skill development and drive operational efficiency. While its application varies across these disciplines, several common themes have emerged regarding how AI is shaping the future of training and professional development:

1. Emphasis on Skill Development:

There is an emphasis on the importance of upskilling and reskilling employees to stay competitive in a rapidly evolving job market. AI is seen as a critical tool in developing new skills and enhancing existing ones.

2. Integration of AI in Learning Programs

Many organizations incorporate AI-driven tools and platforms in their training and certification programs. These tools can provide personalized learning experiences, adapt to individual learning paces and offer real-time feedback.

3. Focus on Data-Driven Decision Making

AI allows for the collection and analysis of vast amounts of data, enabling organizations to make informed decisions about training needs, program effectiveness and skill gaps.

4. Enhancement of Training Efficiency and Effectiveness

AI can streamline training processes, making them more efficient and effective. It can automate administrative tasks, provide targeted training content and enhance learner engagement through interactive and adaptive learning platforms.

5. Promotion of AI Literacy

There is a growing emphasis on ensuring professionals understand AI technologies and their applications. Many organizations offer resources, webinars and courses to promote AI literacy and educate their workforce on the implications in their respective fields.

6. Ethical Considerations and Best Practices

There is a shared focus on the ethical use of AI in training, ensuring that AI applications are used responsibly, protect privacy and promoting fairness and transparency.

7. Research and Thought Leadership

Ongoing research and thought leadership explore the impact of AI on training and development. Industry leaders are contributing to this dialogue by hosting conferences, panel discussions and forums on AI trends and innovations.

AI as an Augmenter, Not a Replacement

Fundamentally, connecting the dots quickly is something AI can be helpful across cultures, across organizations and even across technologies. When the right processes of trusted security, high data quality, ongoing data and system governance, and output veracity are in place, then AI can also become a virtuous multiplier of the trusted leader and teacher, not their replacement.

The AI assistant can augment and scale to provide more personalized, impactful training in support of irreplaceable human leadership and mentorship. We know people learn at different speeds and in different ways and bring different contexts to each of their learning styles with a multiple of varying life experience. We can help them. Isn’t that the point?

People first, then process, then tools. The sooner we engage our organizations with this guiding principle, the faster we can help them skill-forward. We can all be a “force for good” in this era of AI.