AI isn’t just a tool. It’s becoming an integral part of how businesses operate, train their teams, and drive performance. But the key to productive AI usage isn’t just adding automation; it’s embedding AI in ways that enhance human capabilities.
One of the most fascinating discussions on the Return on Intelligence podcast featured Nichol Bradford, Executive-in-Residence for AI + HI at The Society for Human Resource Management. She has wide-ranging experience in human resources, software development, and AI and spoke with us about the intersection of all three.
There were many compelling takeaways for L&D teams about how to use AI and how not to. We encourage everyone to listen to the full interview, but here are some highlights.
What is AI integration?
AI integration means embedding artificial intelligence directly into systems and workflows so it becomes a natural part of work. Instead of treating it as an add-on, AI is central to how you use the technology. The goal is to automate and speed up routine work, analyze your performance, and make the process faster, easier, or simply better over time.
In employee learning, an AI embedded in a learning management system (LMS) assesses each employee’s skills and knowledge gaps through pre-training assessments and tailors learning paths accordingly. For example, a new sales hire might receive personalized courses on product knowledge and negotiation techniques. In contrast, a new director might receive suggested training in data analytics to help track KPIs.
Read the Beginners guide to AI in learning and development
AI can be transformative
More and more people are now using AI in their daily work. Some find it helpful. Others find it concerning. But AI isn’t just about automation. It’s about elevating human potential. When integrated intentionally, AI can reshape how people learn, grow, and collaborate. Instead of replacing human expertise, AI acts as a support system, helping employees sharpen their skills, streamline workflows, and find new opportunities for professional development.
Here are some of the most impactful ways AI is changing L&D:
- Self-optimization: Employees can improve their performance as they see fit. AI can help them identify blind spots in their learning. Things they ‘don’t know that they don’t know’ about their potential and suggest training and other learning opportunities.
- Smart administration: AI can automate essential but time-consuming work like LMS administration. It can handle KPI tracking, run reports, and audit employee performance and progress.
- Rapid scalability: Quality of learning tends to drop when a manager’s or instructor’s attention is divided across a growing organization. AI can support these busy employees by providing high-quality instruction tailored to their needs, reducing the burden on managers and instructors.
- Predictive analytics: AI uses predictive analytics to anticipate skill gaps and recommend early interventions when needed. This moves beyond the outdated "one-size-fits-all" training model, enabling learning experiences that are personalized, scalable, and measurable.
What are the benefits of integrating AI into the workday?
AI’s impact extends beyond technical improvements. It could have a much greater positive impact on the well-being of employees and their interactions with each other. By reducing administrative work, streamlining communication, and supporting smarter decision-making, AI can help employees feel more engaged, less stressed, and better equipped to grow in their roles.
Enhanced human MESH
Bradford introduced the concept of Human MESH—mental, emotional, and social health, and human performance.” It emphasizes how AI can support workplace well-being. When implemented responsibly, AI has the ability to make resources more affordable, accessible, and available. By prioritizing ethical AI usage, organizations can ensure tech enhances employee experience rather than detracting from it.
Human collaboration
AI can improve collaboration by facilitating knowledge sharing and collective intelligence. True collaboration goes beyond messaging apps like Slack or Gmail. It’s much more meaningful to use technology to capture institutional knowledge, streamline decision-making, and make expertise accessible across teams. AI-driven insights can help organizations make quicker, informed decisions by analyzing patterns, surfacing relevant data, and enabling employees to work together more effectively.
AI can empower teams
Transformative tech like AI can reinvent how teams work together. It eliminates inefficiencies and allows employees to focus on higher-value tasks.
For example, in software engineering teams, AI-powered tools can identify potential code errors, optimize workflows, and automate repetitive processes. This frees teams up to focus on more complex problem-solving and innovation. Similarly, in L&D, AI can streamline course administration, making training more personalized and effective without the hassle of manual tracking and reporting.
If you do it right, AI integration allows teams to work smarter, making their time more productive and meaningful.
Keeping AI human-centered
AI works best when it enhances human creativity and decision-making, not when it replaces them. The biggest challenge isn’t solely automation but ensuring AI supports originality and critical thinking rather than diluting them. Leaning too heavily on AI can lead to generic, uninspired outputs that lack nuance and expertise only humans can provide.
The purpose is to maximize the ‘humanness’ of your team. AI will support human-centric work, but you don’t want to outright replace people with AI. The key is encouraging an agile, curious workforce. And the teams that know how to collaborate with AI instead of relying on it entirely will lead the way.
So, what’s next? The key to making AI work for your organization is understanding how to integrate it effectively while keeping a human-centered approach. For more on this topic, watch the full episode below.
