What if your AI learning assistant woke you up to tell you about an urgent client cybersecurity breach, prepared personalized training materials, helped you practice key conversations, and joined you on the call to take notes? According to Bob Gerard, who leads Learning Ingenuity at Accenture, this vision of learning might arrive by 2026 rather than the distant 2035 future they originally imagined.

Bob's remarkable 27-year journey at Accenture reveals the evolution of corporate learning from traditional classrooms to today's AI-powered experiences. He shares the story of pioneering virtual classrooms using Lotus Notes without video or audio capabilities, laying the groundwork for future innovations. His theater background proved surprisingly valuable - as he puts it, learning and development became "the job that failed theater people do" where they "can still have a stage and add business value by performing."

The conversation takes a compelling turn when Bob explains the fundamental shift happening in corporate learning: "We are in the change business. Our job is behavior change." Rather than focusing solely on creating learning experiences, effective L&D professionals now concentrate on changing workplace behaviors to improve business outcomes. Through Accenture's SKY framework, they've transformed how they measure learning impact, aligning every initiative with specific business metrics.

Bob illustrates this approach with a fascinating case study where they addressed new hires "ghosting" the company in India and the Philippines. By creating an engaging interactive experience candidates could share with family members who mistakenly viewed Accenture as merely a call center company, they significantly reduced their renege rate and achieved measurable ROI within one month. This perfectly demonstrates how learning initiatives must solve the real barriers preventing desired behaviors rather than simply delivering information.

The future of learning promises hyper-personalization through AI that knows what you need, when you need it, and how you prefer to receive it. As Bob explores this exciting frontier, he remains equally passionate about his "sideline career" hosting two podcasts, including "Short for a Stormtrooper" - a 15-minute Star Wars podcast designed specifically for busy fans.

Ready to transform how your organization approaches learning? Connect with Bob on LinkedIn or check out the Learning Geeks podcast to continue exploring the fascinating intersection of learning, behavior change, and business impact.

JD Dillon takes us on a fascinating journey from Disney theme park manager to learning and development leader, sharing powerful insights about enabling frontline workers and navigating workplace change. Drawing from his 25 years of experience "being a frontline worker, managing frontline teams, or enabling support for frontline employees," JD offers a refreshingly practical perspective on organizational transformation.

The conversation explores a pivotal moment in JD's career when his L&D position was eliminated during recession cuts, forcing him to return to operations management literally overnight. Rather than asserting authority, he built trust by working alongside his new team members, creating relationships that proved invaluable when operational challenges arose. This experience shaped his philosophy that "the best way to manage change is to help others do the same."

JD shares three fundamental strategies that guide his approach to workplace transformation: providing meaningful context that connects to daily realities, over-communicating while keeping messages simple, and practicing genuine transparency that treats employees as trustworthy adults. He advocates for L&D professionals to think of themselves as "organizational plumbers," focusing on creating adaptive infrastructure rather than just producing content.

The conversation takes a particularly powerful turn when JD reveals his ongoing struggle with public speaking anxiety - something you'd never guess from his polished presentation skills. Rather than eliminating fear, he learned to channel that energy productively - a metaphor for how we might approach organizational change more effectively.

Looking toward the future, JD discusses his upcoming book, "The Frontline Enablement Playbook," which aims to elevate conversations about the 70-80% of global workers on the frontlines. His message throughout is clear: by understanding the day-to-day realities of frontline workers and creating systems that support them through change, organizations can build more resilient, adaptive workforces ready for whatever comes next.

What does it take to create a workplace that truly works for everyone? Global talent advisor Stacey Gordon has dedicated her career to answering this question through her company, Rework Work.

In this candid conversation with hosts Justin Reiner and Dr. Britt Andreatta, Stacey reveals her fascinating journey from law school dropout to DEI champion. She shares how leaving a prestigious but personally unfulfilling legal career led her to discover her true calling in making workplaces more equitable. This pivotal career transition taught her valuable lessons about finding meaningful work at the intersection of passion, skill, and avoiding what drains your energy.

Stacey introduces her powerful "Four A's" framework—Awareness, Alignment, Action, and Advocacy—explaining why most organizations fail when they rush past crucial alignment conversations straight to performative actions. She invites listeners into what she calls "the messy middle"—that uncomfortable but necessary space where real organizational change happens through honest conversations about accountability, ownership, and business impact.

The discussion delves into the neuroscience of inclusion, exploring how we can rewire our brains from automatic exclusion to unconscious inclusion through deliberate practice. Stacey challenges listeners to embrace the discomfort that comes with examining biases, just as we willingly accept discomfort when learning new technologies or fitness routines.

Despite the changing political landscape surrounding DEI work, Stacey remains optimistic about creating meaningful change. Her perspective reframes diversity, equity, and inclusion not as separate initiatives but as integrated elements of effective leadership and talent strategy—simply good business practices that ensure opportunities for all.

Connect with Stacey Gordon at reworkwork.substack.com, reworkwork.com, or on LinkedIn to continue the conversation about making your workplace work for everyone.