Earlier this year, I wrote about what three years of research tells us about AI-enabled practice versus human-led practice. The short version: both work, but for different things. If you missed it, you can read it here.

Since then, we've gone deeper. More papers, more client conversations, and — honestly — more pressure from the market to pick a side. So here's what I think, stated plainly.

Blended doesn't mean equal.

Over the past two years, practice-based learning has changed quickly. AI tools can now simulate customers, patients, and coaching conversations on demand. At the same time, organizations are still investing in live role-play, simulations, and practice with facilitators or professional actors.

Lately, I keep hearing the same practical question: Does AI-enabled practice work as well as human-led practice — and when does each make sense? Here’s what the research says.

If you are an HR Business Partner, Learning Consultant, or Director, you bring strong technical or business skills to your role, but you may be missing a set of skills crucial to your success: influencing skills.

The COVID-19 crisis offered an opportunity to innovate and to test new approaches to virtual skills development, some of which were extraordinarily successful. Here’s what we learned from those studies.