Kaya Pierce-Grove

Since the launch of the L&D Maturity Model in March, I’ve been able to assess the collective maturity of the profession. Some results are surprising - and troubling. Here's a breakdown and my call to action for L&D leaders: BACKGROUND There are 7 themes in the L&D Maturity Model: - Learning strategy - Leadership alignment - SME collaboration - Learner engagement - Learning needs identification - Training processes - Learning metrics PROBLEM Of these themes, L&D professionals have self-assessed their functions as the LEAST MATURE in: - Learning needs identification - Learner engagement - Learning metrics I'm not sure about you, but I see this as alarming because what this tells me is: 1. We don’t know if we’re working on the right things. 2. Learners don’t often engage. 3. We’re not able to measure our impact. The relationship between each of these is fundamental to the success of our function and yet our maturity is lowest on them. SOLUTION Imagine L&D was its own business for a moment. If that was the case, we would see its critical path as: 1) Align on the biggest challenges Before anything else, we need to ruthlessly align to the biggest challenges facing our organisation and our employees. No more assumptions, we need to validate with data and before we spend any time (let alone money, effort and credibility), we need to ensure our intake process is robust. 2) Quantify the challenges and determine what success looks like Put metrics to the problems at the outset and determine what success we’re aiming for, i.e. bake measurement into the initial planning stage and then measure milestones towards it. If it can’t be quantified, don’t do it! 3) Engage learners like problem-solving partners Help learners understand what's at stake and the role they play in the solution. Share the data with them, understand their lived experience and co-create alongside them and their more experienced peers and colleagues. Anything other than this would be a wild swing, the business would burn money and we’d go out of business. TAKEAWAY L&D maturity isn’t taking what we're already doing and just doing it a little bit better. It's about transforming what we're doing entirely. It’s about connecting with both the reason L&D should exist in the organisation and the possibilities that a mature and functioning department can bring. We cannot stop at building an L&D storefront of generic 'solutions'. L&D maturity starts with believing in more, creating a vision of a business aligned function, articulating the benefits and engaging all stakeholders. This versus a shop front approach to L&D is a no-brainer. Often it’s our abilities to articulate the vision and sell it to stakeholders (including our own teams) that’s holding us back. More on that topic in the future....

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A recent post by Dr. Dave Ulrich talks about the role of HR in building organizational capabilities. This reminded me of our L&T consultancy report of 1977 which was published by AHRD with permission from L& T. Here is an extract from the first of the 14 principles on designing HR systems. I credit Dr. Udai Pareek for his thought behind these principles five decades back. I feel excited to read from Dave that building organizational capabilities should be a focal point of HR. In my view preparation into HR profession is incomplete if one is not aware of these thoughts behind HR function.

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The Most Important Changes in the ICF Core Competencies You Need to Know On September 8, the ICF launched updates to the Core Competencies, the foundation of professional coaching worldwide. In our latest episode, Kirsten & Cristina break down what has changed (and what has not) so you can feel confident moving forward in your practice. Key highlights from the update: - Subtle shifts with a big impact. You are still in good shape if trained under the old model. - Stronger emphasis on continuous development and working with supervisors or mentor coaches. - A new competency: technology awareness to meet clients in a digital world. - Greater focus on coach well-being and managing bias. - Encouragement to articulate your coaching philosophy and revisit agreements as client needs evolve. - Moving from “celebrating” to authentically acknowledging client progress. Implementation timeline: These updates will appear in ICF credentialing exams starting in the second half of 2026. 👉 Curious to dive deeper? Watch the full conversation with Kirsten and Cristina here: https://lnkd.in/dJ8dV9aq At SolutionsAcademy, we help coaches grow with confidence and stay ahead of the curve. Join our free meetups or book an info call to explore how these updates impact your coaching journey: https://lnkd.in/e7nvys8P #SolutionsAcademy ICF #CoachingCompetencies #ProfessionalCoaching #solutionfocusedcoaching #coachtraining #coachdevelopment

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🚨 Your L&D strategy just became obsolete overnight While you're spending months building training courses, your competitors are doing something completely different. Our latest research uncovered 4 shocking trends that are making traditional L&D extinct. Here's what we discovered: The companies winning right now have cracked the code on something we call "performance enablement." And it's not what you think... 🎯 Watch the full breakdown where we reveal… - Why "training" is dead (and what replaced it) - The 4 game-changing trends reshaping L&D - How AI-native platforms create superworker organizations This is exactly why we built Galileo Learn, the world's first AI-native learning platform for HR, backed by decades of research. Are you ready to join the L&D revolution? #LearningAndDevelopment #AIinHR #Superworker Josh Bersin Bill Pelster Mark Spratt - Amy Farner Jordan Hammerstad Laurie Barnett The Josh Bersin Company

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For HR leaders (or really anyone in their AI learning journey) - let's talk tools! I've been digging deep into the AI weeds lately and these are the tools that I use on the daily. Perplexity -> my go-to for simple research and questions. Pros: I feel like a lot of what Google is trying to do with its AI search stuff now (and which I kind of hate?) is what Perplexity was designed to do from jump. It gives you real answers to your questions including the links to the sources (which I find ChatGPT tends not to be as good about unless you routinely prompt it and check its answers). Cons: I couldn't really say. Perplexity has gotten more capability since I started using it but since I got paid accounts with Claude and ChatGPT, I haven't dug further in. ChatGPT (OpenAI)-> my go-to for when I want some deep data analysis. Pros: I like it for summarizing data across different sources and that it can then create downloadable Excel, PDF, Word docs, images, etc.. I also like that it has persistent memory across chats (and that that can be updated or deleted). I make a lot of use of the Projects feature so I can provide different sets of instructions and resources to be used in each project. Cons: Seems like it hallucinates more than Claude, particularly when using custom GPTs. I've basically stopped using a lot of the GPTs I created and organized my work into Projects because the amount of hallucination was getting way too annoying. OpenAI's approach to AI and how they talk about it gives me the ick. Claude (Anthropic)-> my go-to for brainstorming and creative writing (and becoming my playground to learn about and do no-code projects!). Pros: It produces writing that feels more my style. Doesn't seem to have problems with hallucinations to the same extent. I like that having Projects allows me to organize my work and provide instructions and add resources on a broad level (but still wish memory existed across chats). I like that I am getting to experiment with no code projects (I created a Trader Joe's recipe slot machine!). Anthropic gives me less of an ick than OpenAI as it seems to take environmental and ethical responsibility more seriously than some competitors (at least publicly). Cons: Can't generate files for download and doesn't have persistent memory. You can't access artifacts or memory across chats. (I've also been spending more time learning how APIs work and building things using tools like Make.com, Postman, Tally.so, and Glide - but that is a post for another day!) If you have any you use/love, drop them in the comments!

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Most L&D teams get ignored because they act like service providers, not advisors. Here's what works much better: Adopt a consulting mindset, and start speaking the language of performance, not “learning.” 👉 Swipe to see how. Be honest: is your L&D team seen as a consultant… or a course provider? ____________________ High functioning ≠ high capacity. I consult with L&D teams to turn busyness into business impact.

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