It seems everything is powered by artificial intelligence (AI) these days. Whether used to support data-driven decision-making or to enhance employee engagement, learning and development (L&D) professionals are leaning into the power of AI. This has resulted in some interesting crossroads as traditional modalities — such as coaching — meet the possibilities of a new and improved experience. One thing is clear: AI coaching is here. But is it working?

The Traditional Coaching Model: Strengths and Shortfalls

Traditionally, coaching was delivered one-on-one with specific action plans and accountability frameworks. As a professional development strategy, the one-on-one coaching model seeks to drive awareness and provide guidelines for navigating complex business environments. Often reserved for high potentials (HiPo), members of the leadership team or managers in need of behavioral remediation, traditional coaching wasn’t quick or scalable and could be costly. Its underlying methodology took a step-by-step linear approach to drive outcomes, like a basketball coach drilling team members on layup shots before moving onto free throws. In doing so, the team’s coach assesses each player’s competencies and provides additional support to address skills gaps.

The foundational tenets of coaching in the workplace aren’t very different from those on the basketball court. Managers need to maximize the success of their teams to support organizational success. Employees thrive when managers focus on strengths over weaknesses, providing opportunities to become even more productive and engaged. Taking it a step further, creating business advantages in today’s somewhat erratic and fast-moving conditions requires leadership lessons based on trust, authenticity and empathy. There will always be a place for traditional one-on-one coaching as it helps employees discover parts of themselves and learn how to communicate their ideas effectively. Yet, the biggest obstacle remains the democracy — or lack thereof — of traditional coaching models. Enter AI coaching.

The Rise of AI Coaching in L&D

AI coaching can take many forms — from digital coaching bots to intelligent learning platforms — and can integrate directly into performance management systems. It can reshape and redefine workflows and be incorporated into performance management systems. AI coaching also enables microlearning and just-in-time support. With the degree of change requiring nimbleness in our learning systems, AI coaching can ensure alignment with workforce culture, regulatory requirements or exceptional instances such as workforce reductions.

There are already a wide range of AI coaching solutions that are fully operational across the workforce. Whether intended to augment traditional coaching or deliver ease and accessibility to all employees, AI coaching can provide immediate feedback and “safe spaces” to practice skills such as how to structure and deliver difficult conversations before having one.

There’s another important aspect of AI coaching: With Gen Z already in the workforce and Generation Alpha coming into it soon, these digital natives have high expectations of online resources they can access on demand. The very idea of engaging one-on-one with a coach would seem contrary to how they learn. They expect to manage their own career path, as well as expect their employer to support that journey with modern solutions that can be accessed as needed. Employers need the ability to deliver personalized learning, recommendations for continuing education and identifying skills trends to engage these newer entrants into the workforce.

A Complement, Not a Replacement

There are qualifications that AI currently lacks. The ability to interpret and respond to nuanced situations is still under construction. Since AI leverages pattern recognition, the depth of understanding is an iterative process. Some might say that AI coaching puts efficiency above humanity. And there are also concerns about ethics and possible bias in AI.

Whether or not to use coaching as a development tool isn’t being argued here. A significant body of existing evidence supports how impactful coaching can be. Organizations like Gallup have popular programs designed to guide managers into coaches. Many traditional coaching providers, such as Korn Ferry, employ coaches who have impressive credentials, such as chief learning officers, industrial-organizational psychologists and even military intelligence officers.

But what if the expertise of a certified coach could be delivered, augmented and scaled by AI? As AI agents are “trained” themselves, the potential exists, thus opening a world of new learning possibilities for workers who previously did not have coaching included in their development plans. Whether delivered by a seasoned leader or an AI-powered platform, coaching is most meaningful when it meets employees where they are — at the right moment, with the right support.