#continuous-learning

#continuous-learning

AI labs are racing to build data centers as large as Manhattan, each costing billions of dollars and consuming as much energy as a small city. The effort is driven by a deep belief in "scaling" - the idea that adding more computing power to existing AI training methods will eventually yield superintelligent systems capable of performing all kinds of tasks.

They're bringing that strain and pressure to work, and it's showing up as a record low in employee engagement: an abysmal 21%. The damage adds up: Gallup estimates the collective cost of employee disengagement to the global economy at an eye-watering $438 billion. [3] As L&D leaders, we've entered a whole new era of flux and uncertainty, but also opportunity. How can we help our people grow into adaptable, innovative, and resilient employees...who stick around?

For L&D leaders, the question is not whether employees need to keep learning but how to create an environment where learning never stops. Lifelong learning in the workplace has shifted from a nice-to-have initiative to a competitive advantage that determines the survival and growth of a business. Modern learning tools, such as AI-powered LMSs, are making this easier, enabling employees to learn at their own pace and stay updated.

Generally, when someone interviews with me, it's their last interview. And generally, prior to the interview, I have a full list of what I'm looking for. I'm trying to understand culture fit and if they're the right person for the job. It's also an opportunity for me to set expectations for them. To me, educating yourself and learning constantly is what will separate any candidate.

First client, then new stuff. Set a goal and learn-on-demand for reaching that goal.