Interview with Dr. Keith Keating - Part 2

I’m pleased to bring you part two of my thought-provoking conversation with Dr. Keith Keating , the creative force behind the book The Trusted Learning Advisor. In this second part of the interview, we deep dive into the culture of learning, strategies that make an impact and his thoughts on AI. Keep reading…and let’s learn together!?

1. Continuous learning is a cornerstone of your philosophy. How can companies foster a culture of continuous learning, and what role does it play in adapting to the rapidly changing demands of the modern workforce?

The key is one single word you already used – culture. Organizations must make learning part of their culture.

Continuous learning is pivotal in today's fast-paced world. Companies must embed learning into their DNA, making it a daily habit rather than a one-off event. It's not easy! It involves leadership being champions of learning, providing accessible resources, and celebrating curiosity. By nurturing a culture of continuous learning, organizations not only empower their employees to adapt to today's ever-evolving demands but also position themselves as resilient, forward-thinking teams prepared for tomorrow. As I've emphasized in The Trusted Learning Advisor, it's about evolving from mere order-takers to proactive, strategic partners in the learning journey, ensuring our workforce is always primed and ready for the future.

2. You've worked with various renowned organizations. Can you share specific examples of how your strategies and methodologies have made a significant impact, not just in terms of learning and development but also in shaping the overall organizational culture?

When Talent Development and L&D practitioners evolve to being Trusted Learning Advisors, the benefits are shared throughout the entire organization. For example, when L&D evolves, the shift in the relationships with stakeholders improves dramatically. They view us as their partner, not their order taker, which leads to L&D feeling valued and respected, reducing the amount of burnout.

By focusing on understanding the real business challenges and aligning L&D solutions with them, we saw not only improved learning outcomes but also a noticeable positive shift in the overall organizational culture. Employees felt more valued, engaged, and equipped to handle their roles. What truly stood out was that as L&D evolved, it became a catalyst for broader cultural transformation, underscoring the immense value our industry can bring to the table when we approach our role strategically.

At one global organization, the entire business ecosystem began to value and prioritize learning, which in turn fostered a culture of agility and adaptability. This culture became their competitive advantage, allowing them to respond to market changes and drive consistent growth.

3. With advancements in AI and technology, there are concerns about the future of traditional job roles. How do you see AI affecting the workforce, and what measures should professionals take to stay ahead?

We are at the precipice of a massive transformation in how we work. Our jobs are literally changing day by day as a result of AI, even if it's so subtle that you don't see it yet. It's like when the internet first became accessible to all – it's the AI wild wild west right now. And every single leader is asking the same thing – how can we use AI to be more effective and efficient, increase revenue, and reduce costs – including the most costly resource – people.

There is no version of the future that exists without AI. To stay ahead - Workers need to embrace AI. Learn it. Use it. But don't fear it. Recognize it for what it is – a tool that augments our work, that can handle some of our tasks to free us up to focus on our more human skills and areas of expertise.

Technology destroys jobs, changes jobs, and creates new jobs. Figure out how you can leverage AI in your work and then look for other opportunities to expand your skills in new areas. Be a lynchpin in your organization. Don't limit yourself based on your job title or function but keep the mindset that you are agile, adaptable, and ready to fill the next organizational gap – whatever it is.

Realistically, pay attention to trends.? Do your own research through the World Economic Forum or McKinsey Global Institute to understand what research firms identify as future skill and role changes. Figure out for yourself the impact AI might have on your role...do not be passive in this. Take charge. And if you are in a role that is clearly identified as replaceable through AI, figure out your transferable skills – because we all have them – and look for adjacent careers or jobs that you can begin to upskill yourself on and transition into.

Be your own advocate. My personal philosophy is that I want to help empower, enable, and encourage talent to take control over their future through the power of learning. Never stop learning and you will be able to take control over your future.

Dr. Keith Keating’s book The Trusted Learning Advisor is a must-read and a call to action for anyone interested in impacting learning and talent strategies within a company. Learn how to develop a future-ready workplace and connect learning strategies to business success.

Make sure to connect with Dr. Keith Keating and Sean S. !