To detect the role of AI in the strategic return of Elming and ILT
Dr. RK Prasad has decades of experience in corporate training, university teaching, and lining. Today, he talks to us how the AI is bringing the classroom back to the Vogue, the irreparable role of human beings, the L&D with AI is preparing for the future, and much more.
There is still some hesitation in adopting AI in the Elanning Industry. What would you say to L&D professionals who believe that AI is a human alternative?
Last month, I was talking about the future of teaching design and talking to a group of development leaders. A senior manager summarized it in a sentence: “I am very excited about the ability of AI and also wondering if I will work in five years.” That tension? It’s real, and it is growing.
Artificial intelligence is already giving a new look at how we create, supply and diagnose learning. At first glance, it looks like a dream: growth of high -speed content, personal learning paths, real -time analytics. But abrasive the level, and there is a major change in it, which challenges our assumptions that makes the L&D team inevitable.
The question we should ask is not whether AI will take our place. Here is: What will still require a clear human contact? And how can we protect and expand it?
Based on your real -world experiences, how is the AI affecting the Instructional Design Field right now?
AI tsunami has already targeted instructional design. Let’s not coat sugar. Teaching design, effective, engaging learning experiences, is facing automation tone.
Tools like Chattagpat, Madjurini, Wind, Cynthasia, and Canva’s AI Sweet now allow a person to develop scripts, voice overs, visual, and storyboards in a part of the time used to take the team. Inclusive learning engines such as maximum and dosbo scale are personalizing experiments. Translation tools such as Smart Kate are reduced by 50 % of turn -roundtime and cost. This is thrilling. But it is also disturbing.
When a junior designer can produce a basic on -boarding module in two hours using AI, what happens to a senior designer who used to take two weeks? What happens when internal business units realize that they can completely ignore L&D and still get “good enough” training?
What happens when your training material – your secret sauce is absorbed into the intellectual property AI training data or is leaked through unsafe platforms?
What are the limits of AI when it comes to learning of content development and delivery?
Despite the strength of these tools, AI cannot imitate everything. This can not coach anyone through a tough conversation. Can’t feel that a high -capable leader is withdrawing during classroom activity. No one feels reluctant to voice during the rollplay.
It does not understand the dirty, beautiful importance of human behavior in real time.
That is why I am sure that the instructor -led training (ILT) and direct convenience are going to make a strategic return. Not as a default format, but as a premium level; The part of the learning strategy is allocated for high stex change, leadership development, and cultural alignment.
Because no AI-breed module, no matter how beautiful it is, can copy:
- Trusting among humans
- Cultural sensitivity in the context of the world team
- The ability to read the room, the axis mid -session, and the ability to make a safe place
- Decision came from honor during decades of experience
Recently. , AI is very good on content. But the change is in the context, and the context is still the human region.
How do organizations accept AI’s ability for themselves and their teams for the future?
We do the hedge. Not by rejecting AI, but by doubling it, it makes us individually. Here I need to do it:
1. Direct experiences secure and prefer. ILT and classroom -based learning offer a relative depth that cannot touch digital. “What”, and use AI to keep humans safe for “why” and “how”.
2. Raise decisions and morals. Who will decide which behavior in your leadership module is regarded as “success”? Who ensures that prejudice does not ring in your DEI training data? These are not the works of the algorithm. They demand human surveillance and moral reasoning.
3. The formation of emotional intelligence as a basic skill. The AI does not know that mediation, coach anxiety, or confidence in conflict is to affect. You do and it makes you invaluable.
4. Make real learning parties. Although everyone automatically sends their LMS to Nades, you can create internal networks, guidance circles, and feedback forums where employees learn not only from content but from each other.
5. Protect your intellectual property. Avoid uploading proprietary content in public AI tools. Advocate for a safe, enterprise grade AI system. Please inform your team about the risks of “quick leakage” and Shadow AI.
Here are five questions to find your human edge. Ask yourself and your team:
- Which parts of our L&D work depend on emotional intelligence or direct interactions?
- Which stakeholders trust us because of our decision, not just our output?
- Which training moments have we led we never could only work in the AI-only shape?
- Where do we create psychological safety not just compliance?
- Which part of our experience is so rich in context that it would be impossible to copy or copy it?
These are error lines that cannot be crossed. And there are where our future lies.
What do you think is the benefit of AI in learning in the future, especially related to the cooperation of human AI?
It is about to become a hybrid future, not binary. Ai is not an enemy. Used wisely, it is an incredible ally, but we should be sensible. Use it to scale, simplify and accelerate. But draw a line around this work that explains your humanity.
In the work lab India, we are connecting AI in our translation and faster development pipelines. But we are also running high -touch leadership labs, feedback on feedback, and experimental workshops that cannot be led by AI.
The closing condition is that people are more important. The repetitive, expanding, is coming for irrational. Let go Who can’t touch it – not yet, probably never – that’s what makes you human:
- Your ability to listen deep
- Your focus to protect learners
- Your ability to convert friction into development
- Your gift to connect people
The winners of the next decade in L&D will not be the one who used the AI most. They will be the ones who knew what to give. So, bent in your humanity. Design with sympathy. Facility with presence. And teach others to do the same. Because in the end, the smart tools of the world do not matter if no one relys on the hands that they use.
What role does human properties still play in instructional design?
A thoughtful point: Don’t just be a human being, be extraordinary. Let me offer everything a soft challenge.
Yes, a matter of human qualities such as sympathy, decision, and trust. But we must be careful not to make them romantic because they are permanently safe from the interruption. AI is moving fast, most of us are ready for. It is learning to imitate the emotional newborn, adopt a real time, and even imitate the dynamics of convenience. It is already analyzing the horrific precision behaviors, the utility of voices, and the decision samples.
So, while we can feel safe in our “human edge” today, the edge is getting faster. That is why it is not enough to be a human being. We need to be extraordinarily humans to bring in depth, creativity and origin that AI cannot be transcribed nor predicted.
This means:
- Relationship relationships that are beyond polite professionalism
- Designing moments of learning that reflect, just don’t miss
- Guidance with curiosity, not just qualification
- Dare to ask, “What do I offer that is really irreparable?”
Because the truth is, AI will soon do Is good enough In many areas of L&D. If we too are solved because of being good, we lose our superiority.
So yes, I still believe that human relationship will be more important than ever. But only if we raise the bar on what we mean to show as leaders, designers and facilitators.
Wrap
Thank you very much for talking with us and sharing their valuable insights. RK was included in the list of our Ellening Trail Billis, and you can read his articles on our site on its author profile, where he covers high-speed elaring development, e-inner training and more.
