Professional Development and Training -- What is Changing?

Just this past week, Matteo Zaralli published a new book entitled The Evolution of Professional Training: How Artificial Intelligence Technologies Can Accelerate the Learning, which is a prime resource for navigating the evolution of education and professional training in the age of artificial intelligence (AI) and virtual reality. It thoroughly explores how AI can enhance human capabilities, facilitate more efficient and personalized learning or training, and promote unprecedented professional development. This book is not just an analysis of the impact of emerging technologies on learning and professional development -- it is an invitation to reflect on the future of work, the nature of intelligence, and the evolution of human society in the digital age.

When I spoke with Matteo recently, I asked him, “What is now having the biggest impact on professional development and training?" Here is his complete answer:

The biggest force currently reshaping professional development and training is the match of artificial intelligence (AI) and virtual reality (VR). These technologies are redefining not only how we learn, but also how we interact with knowledge, work, and each other.

As outlined in my book, we are experiencing a new digital revolution. AI plays a central role in transforming training into a personalized and adaptive experience. By leveraging data, AI systems can identify learning needs and adjust content in real time, offering highly efficient, user-specific development paths.

Meanwhile, virtual reality introduces a new dimension to learning: experience. In VR, users can simulate real-world scenarios, such as public speaking, decision-making, or technical tasks, in safe and immersive environments. This not only accelerates skill acquisition but also increases confidence and retention.

Together, AI and VR support the rise of the augmented worker: professionals empowered, not replaced, by technology. They allow faster learning, deeper engagement, and more relevant training across sectors.

However, this transformation goes beyond tools. It requires reflection on the nature of intelligence and the future of work. As discussed in the book’s philosophical section, we must consider how AI reshapes our perception of truth and identity, and how digital environments challenge our ethical frameworks.

In this context, the impact of AI and VR is both technical and cultural. They demand a shift from static, one-size-fits-all education models to dynamic, human-machine collaboration. Professional training is becoming more immersive, flexible, and continuous, an ongoing process rather than a fixed phase.

Those who embrace this shift will stay competitive and be prepared to navigate the complexities of a fast-changing world.

What do you think of Matteo's perspective? Have new technologies affected or transformed professional training in your organization? If so, what are the results so far?

Humility -- Does It Affect Leadership Effectiveness?

In August, Andrew J. DuBrin published a book entitled Leadership Humility: A Characteristic that Enhances Professional Effectiveness, which describes an opinion about the most relevant aspects of humility as it applies to leadership and professional effectiveness, yet the emphasis is on leadership. Humility as it relates to leadership and professional effectiveness is covered from many angles. Among these topics are the many meanings and components of humility and how leadership humility impacts group member performance and behavior.

When I spoke with Andrew this month, I asked him:  “How does humility actually increase leadership effectiveness?” Here is his complete answer:

An appropriate degree of humility is essential for leadership effectiveness because today’s effective leader is expected to demonstrate humility in addition to standard leadership attributes such as self-confidence, high-level cognitive skills, creativity, charisma, and the ability to articulate visions. Leadership effectiveness is enhanced when interspersed with other key leadership attributes including assertiveness, a sense of humor, and strategic thinking ability. Many brash, aggressive, and successful leaders would be even more successful if they sprinkled their leadership approach with humility.  

Another way in which humility increases leadership effectiveness is that being a little humble has an impact on performance. The performance, or results, could be at the individual, group, or organizational level. Leadership humility can improve a leader’s decision-making. Intellectually humble leaders are likely to gather multiple inputs before making a decision because they do not think they have all the answers. Leaders who express humility often enhance the creativity of group members because they set up a climate conducive to imaginative thinking. A humble leader will often create a psychologically safe environment, meaning that staff members feel safe to take the risk of making a mistake. The person who feels psychologically safe believes he or she will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.

A leader with humility helps establish a group climate in which people can learn and develop. A climate of this nature enables group members to invest more of themselves into their jobs, and therefore be engaged in their work. Leadership humility often has a big impact on team performance. The humble leader seeks the cooperation of all team members, shows openness toward their ideas, and encourages them to become actively involved in solving problems the team is tackling. One of the many ways in which leadership humility improves organizational performance stems from workers observing that their strengths are appreciated.

What do you think of Andrew's perspective on humility and leadership? What role does humility play in your company's leadership and management training?

Leadership Principles -- How Do They Build Motivation and Commitment?

Back in March, David Sharpley published a new book entitled Leadership Principles and Purpose: Developing Leadership Effectiveness and Future-Focused Capability, which provides a fresh perspective on leadership and the steps required to achieve high performance. It explores how we create purpose by moving from vision and values through principles to action. When I spoke with David this month, I asked him directly: "How do principles shape competencies and build motivation and commitment?" Here is his complete answer: 

We hear executives talk about "vision" and "values," but there’s less mention of the principles that define how activities are completed. These provide points of reference and set boundaries. They also underpin competencies linked to high performance. Higher-order principles influence people’s expectations of what is fair and reasonable. They help clarify how leaders create enabling conditions that enhance motivation, commitment, and shared purpose.  

Self Determination Theory (SDT) offers insight into why principles matter. The SDT Model reveals that everyone has an innate need for positive, trust-based Relationships. We also seek to develop the Competence that fuels meaningful activity and builds motivation. Autonomy adds to self-direction, responsibility, and purpose. Underlying needs are also reflected in people’s desire for social cohesion and stability. Significant principles therefore relate to Justice, Equality, Compassion, and Accountability. Principles are closely aligned with ethical values but expressed in the form of rules, protocols, and norms.  

Clearly stated principles ensure consistency of approach, support cascaded leadership, and define the work culture. Effective leaders build on principles that will develop capability and create shared purpose. They appreciate that discretionary effort is influenced by a range of factors, which include opportunities for self-directed, meaningful activity. Significant, Superordinate Principles strengthen trust-based relationships and motivation. They help build commitment, which is the emotional connection and identification people feel towards the organization. It is enhanced when people feel valued and there are opportunities for personal development (e.g. "my manager supports my development"). Commitment helps maintain motivation when we are faced with the inevitable setbacks that undermine progress.  

Over time, authentic leaders internalize important principles, including an emphasis on transparency, equality, and accountability. Clear principles increase personal conviction, but also our willingness to develop capability in others. Acting on the basis of higher-order principles conveys integrity and establishes a clear rationale for effective action, which adds to the leader's credibility. Principles have a significant role in building and maintaining people's motivation and commitment. They help leaders create shared purpose, develop effective systems, and achieve more meaningful connections with others.

What do you think of David's perspective? What is the state of leadership in your organization? Do the principles stated and practiced build motivation and commitment?

Virtual Reality and Artificial Intelligence -- What is Their Role in Coaching and Training?

In February, Matteo Zaralli published a new book -- entitled Virtual Reality and Artificial Intelligence: Risks and Opportunities for Your Business -- which focuses on how virtual reality (VR) and artificial intelligence (AI) are reshaping the way we learn and coach. 

When I spoke with Matteo this past week, I asked him: “What are some of the ways virtual reality and artficial intelligence are being incorporated into coaching and training?” Here is his complete answer:

Virtual Reality (VR) and Artificial Intelligence (AI) are revolutionary technologies with the potential to radically transform the landscape of learning and coaching, significantly accelerating, enriching, and enhancing the process.

Exploring the domain of artificial intelligence, we see how the accessibility to information and the speed of its acquisition highlight the transformative power of AI. However, its application extends far beyond this. Recently, Open AI introduced a groundbreaking development with the launch of a vocal feature for ChatGPT, offering users the opportunity to interact with an advanced virtual assistant, further expanding the horizons of digital learning.

In parallel, virtual reality is opening new frontiers in education and coaching, thanks to the introduction of cutting-edge devices from Oculus and Apple. Studies conducted on these platforms demonstrate that learning can be up to four times faster, with improved performance and optimal concentration, thanks to an immersive environment that minimizes distractions.

By combining the strengths of VR and AI, we can envision innovative scenarios such as public speaking, healthcare procedures (such as surgical room preparation and intricate surgeries), work safety certifications alongside standards compliance, construction projects, engineering challenges, and energy and plant maintenance represent areas where advanced tools significantly enhance learning and execution of specialized skills; where users can practice in a safe, interactive, and emotionally engaging context. This environment is enriched by the presence of a virtual assistant, with whom users can discuss specific topics, offering an unprecedented learning experience. For coaches and instructors, often constrained by limited time, this synergy provides a valuable simulation tool, allowing them to efficiently support every individual and ensure a high level of continuous learning.

The benefit of having a tool to train and exercise our skills is needed today more than ever. Technology runs, companies run, and more and more skills and abilities developed quickly are demanded at work, but like everyone, the day consists of 24 hours. So it required a tool that allows us to learn faster, with an impact on our recollection and memory, and above all that untied from space and time.

What do you think of Matteo's perspective? Has VR and AI been incorporated into your organization's learning and coaching processes? Have the results been successful? 

Career Success -- What Are the Basic Factors?

At the beginning of May, Barry A. Franklin published a very interesting book -- entitled GPS for Success: Skills, Strategies, and Secrets of Superachievers -- which analyzes and highlights the foundational factors underlying future career success. Throughout the book, Barry provides specific examples and inspirational stories highlighting 10 critical behavioral skills for success. 

When I spoke with Barry just this past week, I asked him: “What are the basic factors that underly career success? Why do most people miss them?” Here is his complete answer:

After 10 years of undergraduate and graduate education, ultimately culminating in a Ph.D., it seemed somewhat paradoxical to me that virtually no college course had prepared me for the world of work. Accordingly, I began reading everything I could find on achieving career success and learned how ill-prepared I really was!

The critical knowledge and experiential perspectives I lacked included: understanding the power of relationships, positive associations, and collaboration; essential people skills; goal setting; the “boomerang effect” of serving others; dealing with setbacks; the virtues of patience and persistence; the potency of preparedness; writing and speaking expertise; understanding the laws of attraction and sow and reap; the dividends of organizational membership; and, the #1 success strategy -- taking action.

My research identified four foundational factors underlying overwhelming career success. These included: love what you do; realize that to a large extent, you make your own luck; take 100 percent responsibility for your setbacks and achievements in life; and admirably serve others.

Finally, why do most people miss them? Unfortunately, these underappreciated “soft skills” are seldom even touched on in college curricula that equip students with broad life and career proficiencies that empower them to contribute meaningfully to their communities and the workplace.

Perhaps the late professor Randy Pausch, author of  The Last Lecture, summed it up best when he said, “It’s not about how to achieve your dreams, it’s how to lead your life. If you lead your life the right way, the karma will take care of itself, and the dreams will come to you.” In so many ways, GPS for Success was written to fulfill this objective, to enable the dreams of others and provide guidance about how to live your life.

What do you think of Barry's perspective? Did you his recommendations for future career success accurate and inspiring? Are there any factors missing? What would you add?