Preparing Leaders for an AI Future

“Artificial intelligence (AI) is clearly transforming how we work and live,” says Britney Cole, Blanchard’s vice president of innovation and head of the Blanchard Innovation Lab and Experience Center. “We are living through a renaissance of possibility—and a reckoning with reality.

“I think about when the internet first became a thing we all had access to; remember that? It was exciting but also overwhelming. We knew it would change everything, even if we didn’t yet know how. That’s exactly where we are with AI. It’s already in our everyday lives, helping us write emails, brainstorm ideas, plan meals—and it’s creeping deeper into how organizations deliver learning and support their people.

“But here’s the thing: technology changes fast, but the human stuff doesn’t. Trust, empathy, giving meaningful feedback, showing up for each other—those are timeless. AI might shift the how, but it doesn’t change the why.

“AI should never replace thoughtfulness with speed or meaning with mimicry. If we feed AI with more AI-generated content instead of real insights, we risk a world where leadership sounds confident but feels hollow.

“At Blanchard, our philosophy is grounded in a simple truth: AI can help us see more clearly and think more freely, but it’s still up to us to act. Human beings must remain the ones who choose, who discern, and who govern. That’s why we frame every AI investment through four non-negotiables:

• • Human-in-the-loop, always. AI augments; people decide, consent, and govern.

  • Flexible by design. Components are modular so you can switch on or off per policy.

  • Secure and responsible. We employ enterprise-grade privacy, rigorous bias checks, and IP controls to keep data safe.

  • Grounded in evidence. All outputs draw from Blanchard’s proven research and IP, not unvetted web sources.

“These guardrails empower us to innovate boldly without compromising ethics, meaning, or trust.”

Working with a Guide

When it comes to learning, Cole shares that everyone wants to make progress with AI tools, but most organizations are overwhelmed by the seemingly limitless scope of AI. So they start small, buying simple bots, avatar-based role plays, or widgets that simulate momentum. But these quick wins often disappoint because they’re not embedded in a strategy.

“People don’t just want tools, they want to grow. And while performance support and micro-coaching are valuable, skill building still takes intention, structure, and practice.”

Cole advocates working with a partner who combines behavioral science with AI literacy--someone who knows the difference between a tool and a transformation. As an example, she shares four design principles Blanchard uses to guide learning solutions.

1.        Personalization—Growth Tailored to the Individual

AI helps turn generic pathways into personalized development experiences.

• • Adaptive journeys can flex based on role, business context, leadership level, or current gaps.

  • Micro-nudges surface based on moments of friction, such as preparing for a tough conversation, onboarding a new hire, or giving real-time feedback.

  • Personalized formats (video, article, reflection prompt) support inclusion by honoring how different people learn and lead.

2.        Practice and Simulation—Confidence Without Consequence

Practice and simulation create muscle memory for emotionally complex work.

• • AI-mediated role plays (via tools like Bongo) allow learners to practice critical conversations and get instant, private feedback on knowledge mastery, tone, pace, and empathy.

  • Performance feedback is often more meaningful and educational for learners than their teaching sessions/modules, since it’s so relevant to their work lives.

  •  Scenarios can be customized by persona, industry, or context and replayed without embarrassment.

  • For leaders navigating layoffs, DEI tension, or conflict resolution, these safe practice spaces build fluency before the stakes get high.

3.        Just-in-Time Enablement—Coaching in the Flow of Work

This is all about meeting learners at the edge of action. AI helps bring learning into the everyday.

• • Tools such as the SLII^® AI Agent can embed into Slack, Teams, Outlook, or SMS so leaders get guidance when they need it, not when the LMS says so.

  • Prompts such as “You’re about to lead a team member who is at D3. Consider a mix of high support and low direction” show up right before the conversation, not six weeks prior.

  • Custom integration allows content to flow within the tools leaders already use.

4.        Content Companion—Trusted Insight, On Demand

When leaders have a question, AI becomes a curated knowledge assistant, not just a search bar.

• • Ask: “How do I give feedback to someone older than me?”

  • Receive: A Blanchard-approved response, a quick-read article, a relevant worksheet, and a nudge to reflect.

  • All content is validated, grounded in Blanchard IP, and linked to real behavior change.

“With AI, we can create super-personalized learning experiences such as building custom journeys for someone based on what they’re struggling with, or practicing tough conversations in a low-stakes environment. It makes development feel more relevant and accessible.

“But just because something makes sense doesn’t mean it automatically becomes standard. We still need to prioritize connection and trust. If we’re not intentional, we’ll end up automating everything and losing the very things that make learning stick.

Remembering the Human Side of AI Adoption

Cole reminds HR and L&D professionals to stay focused on the human side of AI adoption.

“Tech works only if people actually use it. That means you need a plan to help people see the value, not just the tool.

“AI is here to augment, not replace. It’s about freeing humans to do the stuff only humans can do: have hard conversations, show empathy, rally people around a purpose.

“The best managers will be the ones who lean into those human roles. They’ll become culture-shapers, connectors, and advocates. And guess what? That’s the kind of leadership most people are hungry for.”

For HR and L&D professionals who are feeling a little overwhelmed or maybe a little behind the curve, Cole has words of encouragement.

“You’re not behind; this is uncharted territory for everyone. So give yourself some grace and stay curious. Use AI to challenge your assumptions, test ideas, and work smarter.

“But don’t lose your humanity in the process. The organizations and the people who win in this new world will be the ones who are both innovative and intentional. AI is powerful, but it’s how we show up as people that will really set us apart.”

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Would you like to learn more about successfully integrating AI into your learning and development strategies? Join us for a free webinar!

Leading (and Learning) in the Age of AI

Wednesday, August 27, 2025, 8:00 a.m. Pacific Time

Join innovation expert Britney Cole for a real, practical conversation about how leaders can thrive in the age of AI without losing what makes us human. You’ll walk away with clarity, ideas, and the confidence to lead in this new era.

You'll explore:

• • Positioning AI as a human amplifier, not just a tech trend

  • Managing the tension between fast adoption and thoughtful integration

  • Making sense of the AI shift: What’s changing and what’s not

  • Keeping it human: How to use AI without losing trust, empathy, or authenticity

  • Equipping future leaders: The skills you can’t automate and how to build them

Join HR and L&D professionals from around the world for this special event.

Come ready to rethink, reimagine, and lead differently. We’ll frame the business case through clarity, not hype, and show you how leadership fundamentals (such as coaching, conversation, and presence) are even more important in an AI-powered world.

This is your moment.

Register Today!