Learning, Technology and Change: A New Road Map for a New Era
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- Event: Learning Technologies 25
- Date: 9th May 2025
- By: David Kelly and Dani Johnson
- Chair: Donald H Taylor
- Estimated read time: 5–6 minutes
Quick Read Summary
At Learning Technologies 2025, two industry thought leaders, David Kelly and Dani Johnson opened the conference with a compelling call to action.
Their keynote “Learning, Technology and Change – A New Roadmap for a New Era” explored how AI in learning and development is transforming every part of the learning experience, from how training content is created to how skill gaps are identified and closed.
Both speakers made it clear that artificial intelligence is no longer an optional enhancement to L&D; it is a catalyst for redefining learning journeys, learner profiles, and the systems that support them.
This was not simply a talk about technology, it was about reshaping how organisations build capability in an AI driven world.
Introduction
Donald H Taylor, the Chair of the conference, described the session as a “turning point moment” for the industry.
Having witnessed decades of change in learning technology, Taylor noted that this new wave, driven by AI tools, machine learning, and adaptive learning systems, represents not just another digital transition, but a complete rethinking of the profession’s purpose.
L&D, he emphasised, must evolve from managing training programmes and compliance courses to orchestrating adaptive learning experiences that directly enhance performance and business growth.
Rethinking the Core Purpose of L&D
David Kelly, CEO of The Learning Guild, urged learning professionals to rethink their role within organisations. For too long, he argued, we have focused on simply updating training materials when new technology appears, asking, “How do I do what I do with this new technology?”
Instead, Kelly proposed a far more powerful question: “How does this technology change what I do?”
That shift unlocks the real potential of AI in learning and development. AI systems can now automate repetitive aspects of training content creation, freeing learning teams to focus on higher value design, such as building learning journeys tailored to specific learner profiles or designing performance first strategies that align with organisational goals.
“Most companies don’t value learning for its own sake” Kelly said. “They value performance. Our role must evolve from content delivery to performance enablement.”
Key Questions for Every Learning Professional
To support this transformation, Kelly encouraged delegates to reflect on several critical questions:
- Which emerging AI tools and adaptive learning platforms will be most impactful for my organisation?
- What skills will my next employer or future role require, and how can I build them now?
- How are technologies reshaping everyday life, and what does that mean for learning design?
- What makes my work uniquely human in an increasingly automated world?
He also cautioned against overreliance on learning management systems (LMS) that simply track participation. Instead, he said, the future lies in integrated AI systems that analyse learning behaviours, predict skill needs, and support ongoing development within the flow of work.
The Data Behind the Transformation
If Kelly provided the philosophy, Dani Johnson supplied the data, and it was eyeopening.
Her research at RedThread Research now tracks nearly 600 learning technology vendors, revealing an explosion of innovation in AI in corporate training and talent development.
This surge includes both established platforms and new AI enabled startups, many using machine learning and deep learning to improve personalisation, automate content generation, and measure learner engagement.
Johnson divided the market into two categories:
- Optimisation technologies – tools that improve what L&D already does, such as tagging, analytics, or training content automation.
- Innovation technologies – entirely new solutions, from predictive analytics to AI learning companions that can coach employees, detect skill gaps, and recommend training material in real time.
The rapid evolution of these adaptive learning systems, she explained, means that organisations can now design experiences that continuously adjust to a learner’s needs, something traditional training programmes could never achieve.
55 New Capabilities: and a New Mindset
RedThread’s latest research identified 55 new AI driven capabilities influencing how learning is delivered and experienced. Highlights included:
- Self healing courses that adapt dynamically to engagement data.
- Hyper contextual learning based on real time workload or emotional state.
- Predictive learning paths that identify skill gaps before they appear.
- Platform less delivery, where development happens within work tools instead of an LMS.
- AI powered development agents, providing personalised feedback and performance support.
However, Johnson warned that despite these opportunities, L&D’s strategic influence is declining. In 2022, 48% of learning professionals said they were invited to business strategy discussions; by 2024, that figure had dropped to 24%.
To reverse this, she said, L&D teams must focus on measurable outcomes, closing skill gaps, improving performance, and protecting personal data while doing so. Data privacy and data security, she added, are no longer IT issues alone; they are now central to trust in learning systems.
Three Imperatives for the Future of L&D
Johnson outlined three strategic imperatives that define the future of L&D:
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Redefine the mission: L&D’s job is not simply to deliver courses but to ensure a skilled, future ready workforce. That means designing adaptive learning platforms and experiences that address skill needs, not just learning hours.
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Design for the flow of work: Learning should occur where work happens, in digital tools, project systems, and AI assisted workflows, creating seamless, performance focused learning journeys.
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Develop new skills within L&D teams: The learning professional of the future must understand AI tools, analytics, and organisational data. They should be able to evaluate adaptive learning systems, safeguard personal data, and communicate the impact of their initiatives through case studies and measurable outcomes.
As she put it: “We must become businesspeople first, learning specialists second.”
An Industry at a Crossroads
Both speakers agreed: this is a make-or-break moment for the profession. As AI systems become embedded across organisations, L&D must choose whether to lead the transformation or be defined by it.
Future ready teams will integrate AI tools responsibly, balancing innovation with ethical concerns around data privacy and content creation. They will view AI not just as automation, but as augmentation, enhancing human creativity and insight.
Those who remain focused solely on traditional training programmes risk being left behind.
Key Takeaways
- AI in learning and development is revolutionising every part of the learning experience, from content creation to adaptive learning platforms.
- AI tools can close skill gaps, enhance learner engagement, and create more personalised learning journeys.
- L&D’s mission is shifting from delivering training material to driving performance and workforce capability.
- Data privacy, data security, and responsible use of personal data are now integral to all AI driven learning systems.
- The future of L&D depends on building adaptable, business aligned, and ethically sound learning ecosystems.
Final Thoughts
Closing the keynote, Donald H Taylor reflected on the parallels between today’s AI revolution and the early days of computer based training. Then, as now, technology was a catalyst for reimagining how people learn.
This new chapter, however, comes with deeper responsibility, to harness the benefits of AI while protecting learners’ data, maintaining fairness, and ensuring every new system enhances rather than replaces the human element.
The message was clear: learning professionals must lead this transformation with both ambition and ethics. AI may accelerate learning, but it is human curiosity, creativity, and empathy that will define the road ahead.
Quote of the Session
“This isn’t theoretical, it’s happening. The question is: are we going to lead the change or be changed by it?”
Dani Johnson, RedThread Research
Watch Full Session
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