Talented Learning

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Talented Learning

Talented Learning

@TalentedLearn

Independent #learning #technology research/blog, helping organizations choose the best #LMS + #elearning tools for internal/external training. @JohnLeh CEO

Pennsylvania, USA Katılım Mart 2014
8.6K Takip Edilen7.8K Takipçiler
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Syed Ijlal Hussain
Syed Ijlal Hussain@sijlalhussain·
📍 Most leaders think AI will narrow career paths. The real shift is that skill adjacencies may widen them. As McKinsey highlights, account executives show 52% technical automation potential, but nearby roles with overlapping skills sit across very different exposure levels. That matters because workforce strategy is no longer only about protecting roles. It is about mapping which skills can move into lower-risk, higher-value pathways as agents and automation reshape daily work. 1️⃣ Talent Implication: Skill overlap turns reskilling from a vague ambition into a mobility system. If an account executive shares meaningful capabilities with sales consultants, directors of sales, marketing consultants, or business development managers, the question becomes where that talent can be redeployed before automation compresses the original role. This shifts workforce planning from reactive training to planned transition design. 2️⃣ Structural Blind Spot: Many organizations still plan workforce transitions by job title. That misses the real unit of change. The more useful lens is skill adjacency, because it shows which employees can move across functions without starting from zero and which roles can absorb displaced capability productively. 3️⃣ Design Challenge: Talent mobility only works when leadership redesigns incentives, reporting lines, and workflow ownership around transferable skills. Otherwise, employees remain trapped in roles that are being automated while adjacent internal pathways stay invisible to managers. The organization then loses capability not because skills disappeared, but because the system failed to move them. The real workforce challenge is not identifying which roles are exposed. It is building internal mobility before exposure becomes displacement. Are you planning AI workforce strategy around job titles, or around skill adjacencies that create real mobility paths? via McKinsey @ricardo_ik_ahau @timo_vi @Nicochan33 @NathaliaLeHen @sulefati7 @faryus88 @TCyberCast @corixpartners @harbi_nh @Corix_JC @Transform_Sec @ozsilverfox @pchamard @RLDI_Lamy @DioOmega @kkruse @TalentedLearn @jameslhbartlett @EduardoValenteI @drsharwood @ramonvidall @marketingtobe @chessieowl @BindIdeas971 @YalaCoder @Ahmed43101178 @MathildaLoco mckinsey.com/mgi/our-resear…
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Ihtesham Ali
Ihtesham Ali@ihtesham2005·
A Harvard professor redesigned her entire course after uploading 10 years of student feedback into NotebookLM. She asked it one question. "What concept do students consistently fail to understand, no matter how many times I teach it?" She expected it to name the hardest topic in her syllabus. It didn't. It surfaced a foundational concept she taught in week two. Something she had spent less than 40 minutes on across an entire semester because she assumed students already had it. They never did. Every downstream confusion, every failed exam, every student who dropped the course traced back to that one gap she had never noticed because she had long since forgotten what it felt like not to understand it. She rebuilt the course from week two outward. Pass rates went up. Student feedback scores jumped. Office hours dropped by half. Ten years of data gave her the answer. She just needed the right question. Most professors spend summers redesigning lectures, restructuring assessments, adding content. The problem was never the content. It was the gap nobody named. NotebookLM named it in one session.
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Sana
Sana@sanalabs·
Forget the old career playbook of getting smart, following the rules, and climbing the ladder.  In an AI world, Tyler Cowen argues that the edge shifts to those who experiment, adapt, and partner with agents fastest. Watch his talk from Sana AI Summit: hubs.la/Q04lQ-mY0
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Jeff Walter
Jeff Walter@LatitudeLMS·
What if training could show employees exactly where they’re improving—and where they need help—without embarrassing them in front of peers? In this clip from the Training Impact Podcast, David Boyes of Today’s Class explains how personalized, question-based learning creates private skill visibility for learners and managers while using gamification to keep engagement high. The result is a smarter approach to workforce development that improves learning consistency, motivation, and long-term performance. 🎧 Watch the full episode 👉 latitudelearning.com/ai-lms/portfol… #TrainingImpactPodcast #PersonalizedLearning #Gamification #WorkforceDevelopment #LearningAndDevelopment #CorporateTraining #EmployeeEngagement #AdaptiveLearning #TodaysClass #LearningTechnology #LatitudeLearning
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DigitalChalk
DigitalChalk@digitalchalk·
“Safety culture” doesn’t prevent incidents. Systems do. Training. Documentation. Consistency across every worker. That’s how the safest manufacturers operate. What’s your system? hubs.li/Q04brlr70 #EHS #LMS #OperationalExcellence
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Always Keep Learning
Always Keep Learning@AlwaysKeepL·
Benjamin Franklin
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John Leh
John Leh@JohnLeh·
With #LMS #AI hype all around, how do you find a #learning platform that truly fits customer + partner enablement needs? Tune in as I talk with @Continu Founder Scott Burgess, on this Talented Learning Show podcast: "Enterprise LMS Hype vs Reality"▶️ talentedlearning.com/podcast-112-en…
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Skillshub
Skillshub@Skillshub·
Learning that is not used quickly is forgotten quickly. That is why timing matters more than volume.
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@ricardo_ik_ahau @timo_vi @Nicochan33 @NathaliaLeHen @sulefati7 @faryus88 @TCyberCast @corixpartners