Lyceum

Join me and Russell Hamer for our upcoming webinar on how to fix your Broken Training. We will show you how to upload ANY training content to automate building Reflective Practice training to build a Better way to measure skill gaps and see quicker ROI on your training programs. When: October 21st When: Noon EST https://lnkd.in/g4Q6MiqD #reflectivepractice #science-backed-learning Lyceum

Thanks to Richard Kerridge for the shout out in Donald H Taylor's AI in L&D report. We're happy to continue working with Hewlett Packard Enterprise and encourage everyone to check out the report to see how AI is transforming L&D! https://lnkd.in/e2nBGbVY

Want to build a faster-learning organization? Start with how you hire. Your learning advantage begins with your talent pipeline. If you hire for a fixed set of existing skills, you're already behind. Instead, you need to hire for learning ability. Here's how to start: 1. Prioritize Mindset: Value candidates with diverse backgrounds and a demonstrated growth mindset over those with narrow, deep experience in a single area. 2. Redesign Interviews: Ask questions that test for cognitive flexibility and problem-solving in unknown situations, not just recall of past accomplishments. 3. Use Trial Periods: Establish short trial periods where the primary evaluation metric is not output, but how quickly the candidate learns and adapts to your environment. Building a team that can learn at speed is an intentional act. https://lnkd.in/eYre67SJ #Hiring #TalentAcquisition #Recruiting #HR #FutureOfWork

It's time for a culture shift. Stop celebrating the "know-it-all" and start empowering the "learn-it-all." In an economy where skills change constantly, what you already know is less important than how fast you can learn something new. • The Know-it-all defends their turf. Their value is tied to their existing expertise, making them hesitant to admit gaps or adapt. • The Learn-it-all embraces curiosity. They see a knowledge gap as an opportunity, fostering psychological safety and driving innovation. A culture that values learning over knowing doesn't just adapt faster, it retains talent better. It gives employees permission to grow. Which does your current company culture reward more? https://lnkd.in/eYre67SJ #Leadership #CompanyCulture #FutureOfWork #AdaptationEconomy #MeetEllie

Let's be honest: Is most corporate training driven by inspiration or obligation? Self-Determination Theory shows a spectrum of motivation, from externally controlled to intrinsically valuable. Extrinsic: "I have to do this training because my boss is watching." (Yields poor results) Integrated: "I'm doing this training because being a mentor who develops others is part of who I am." (Yields deep engagement) The goal isn't to make every employee intrinsically love every topic. The goal is to create a learning environment that shifts them along the spectrum toward more self-determined motivation. An AI that just gives facts and figures keeps people stuck on the extrinsic end. L&D Leaders: How do you design training that connects with your employees' deeper values, rather than just checking a box? Share your best strategy in the comments. https://lnkd.in/e2JfVGMS #CompanyCulture #EmployeeEngagement #Leadership #HR #LyceumAI

Your current AI learning tool is probably a smart encyclopedia. Your employees deserve an expert coach. Imagine Pat, a mid-career pro, using an AI to upskill for a critical project. Scenario A (The Encyclopedia AI): Pat gets facts. She can ask questions 24/7, which is convenient. But the AI can't contextualize the information for her specific project, scaffold the difficulty, or adapt to her learning pace. The result? Frustration and wasted time. Scenario B (The SDT-Powered AI): The AI understands Pat's need for competence by dynamically adjusting the difficulty. It supports her autonomy by letting her speed up or slow down. It fosters relatedness by directly connecting every concept to her real-world project. The result? Deeper, faster, more meaningful learning. Don't settle for an AI that just provides information. Demand an AI that motivates. See how we're building our AI on the principles of Self-Determination Theory. Schedule a chat with us today. https://lnkd.in/gJ7Gwq6V #AIinHR #EdTech #InstructionalDesign #FutureOfWork #MeetEllie

You can't make an employee learn, any more than a gardener can make a plant grow. You can only create the conditions for growth. As we rush to adopt AI for training, we're focusing on delivering information faster. But information isn't the bottleneck, motivation is. Decades of psychological research from Self-Determination Theory (SDT) show that genuine learning flourishes when three basic needs are met: Autonomy: A sense of choice and control. Competence: Feeling capable and seeing progress. Relatedness: Connecting the learning to personal goals and the wider team. An AI that just dumps facts is like a gardener that just floods a plant with water. It might seem efficient, but it ignores the fundamental needs of what it's trying to nurture. The future of corporate training isn't just about AI, it's about AI that understands human psychology. Are you creating the right environment for your team to grow? https://lnkd.in/e2JfVGMS #LearningAndDevelopment #CorporateTraining #Motivation #SelfDeterminationTheory #EllieAI

According to psychology, 3 basic needs drive learning motivation: Autonomy, Competence, and Relatedness. Autonomy: Freedom to learn at your own pace and make choices. Competence: Feeling you have the skills to succeed and are making progress. Relatedness: Seeing how the training connects to your role, projects, and colleagues. When designing professional development, we often focus heavily on one area while neglecting others. This can sabotage even the best-intentioned training programs. Vote now and see how your experience compares to your peers'. For a deep dive into why all three are critical for the AI era, read our latest blog post. https://lnkd.in/e2JfVGMS #CorporateLearning #Psychology #LMS #EmployeeExperience #LyceumAI

Stop asking: "How can AI make our current process more efficient?" Start asking: "What old constraints does this new technology completely erase?" Most companies are using AI to do old things better. - AI-powered customer service to answer the same old questions. - AI document processing to digitize the same old forms. This is incremental improvement, not transformation. The companies that will define the next decade are asking different questions: - What if customer service wasn't about answering inquiries, but preventing them? - What if business processes could redesign themselves in real-time based on outcomes? What's one process in your organization you would completely obliterate and redesign from scratch if you started today with AI? Share your boldest ideas below. https://lnkd.in/eSSnPJ2j #FutureOfAI #Leadership #InnovationStrategy #RethinkWork #LyceumAI

Netflix vs. Kodak. Both faced disruptive technology. One became a global giant, the other a case study in failure. What was the real difference? It's a perfect illustration of the Innovator's Dilemma, and it boils down to one thing: breaking free from skeuomorphic thinking. Netflix (Stage 1): Started as a "better Blockbuster" (DVDs by mail). This familiar model got them in the door. Netflix (Stage 2): Knew when to leap. They abandoned the old model for something entirely new: streaming, and then content creation. Kodak: Invented the digital camera but could only see it as a "film replacement." They got stuck in Stage 1 and never left. The goal isn't just to adopt new technology, it's knowing when to use that technology to break old models entirely. Where does your current strategy fall on the Kodak-to-Netflix spectrum? See how to ensure you're on the right path. https://lnkd.in/eSSnPJ2j Hashtags: #InnovatorsDilemma #Disruption #BusinessStrategy #Netflix #MeetEllie