Artificial Intelligence (AI) is impressive. It enables learning and development (L&D) practitioners to create courses in seconds, complete with well-crafted outlines, objectives, knowledge checks, metrics, job aids and other essential training elements. From a technical perspective, AI can become a trainer’s superpower.

But we know there is so much more to making an impact in training than an impressive design structure. Behind every training experience is a person with unique motivations, experiences and emotions that no algorithm can fully comprehend. While AI can personalize what people see, it cannot personalize what people feel.

Here’s our opportunity: We must reclaim the human role in AI-assisted learning.

Balancing Efficiency With Human Touch

Efficiency has always been a priority in the world of L&D. However, when we treat efficiency strictly as a transactional experience to meet deadlines, we miss the opportunity for meaningful learning moments.

Creating content faster does not necessarily mean it is of higher quality. For example, AI can generate case studies for your training, but the output could potentially reinforce stereotypes. AI can provide automated feedback, but the responses generated could be sterile or dismissive.

When you facilitate a live instructor-led session and one of your learners is struggling, it’s you who can most effectively discern these variables and pivot accordingly. Efficiency certainly has its place in L&D, and AI can support it; however, we should question whether efficiency alone is the goal.

Sustaining Our Humanity in Workplace Learning

Despite the growing concern that AI may replace humans, the reality is that it cannot. If we are not intentional about remaining curious, present and engaged in our roles, we risk losing the critical thinking that makes our work valuable.

The good news is that there are practical ways to sustain our humanity in the workplace learning environment. Here are three methods:

Keep Empathy and Well-Being at the Center

Allow yourself to feel or experience what the learner may be feeling or experiencing. Ask yourself:

• Does this activity make sense for someone who’s overwhelmed or not familiar with this content at all?
• Is the instruction clear?
• Is the tone supportive or offensive?
• Have I considered the emotional impact of training lessons, scenarios or feedback messaging?

AI may help identify patterns, but empathy enables us to consider different perspectives so that learners connect with the training.

Optimize Reflection

Incorporate reflective activities into training to give learners time to internalize what’s being taught. For example, they may need time to ask themselves:

• Is this something I experience in reality?
• What would I do in a similar situation?
• How might I respond if someone close to me had to navigate that experience?

A simple journal prompt followed by a well-facilitated discussion help keep the learning grounded and helps learners apply the training to their own lived experiences.

Don’t Let AI Dictate the Flow of Work

When we’re under pressure, we can fall into the trap of creating systems for convenience. But if we want our training to have its intended impact, we must be intentional. A few questions you might ask yourself:

• If I removed the time pressure, would I design this training differently?
• Is there any part of this training where I am over relying on AI?
• Does this content reflect how people actually learn and work, or does it feel generic?
• Where can I add a human touch that AI would not naturally incorporate?

Ultimately, our focus should always be on upholding the integrity of our craft, even in the face of pressure from stakeholders.

AI is Just a Tool

AI is a powerful tool in workplace learning, but it’s just a tool. The future of great learning experiences belongs to leaders who understand how to blend efficiency with intention and technology with humanity.