Burnout isn’t just a buzzword — it’s a real problem. Research from iSolved shows that 65% of US employees experienced burnout in 2023, leading to more sick days, emergency room visits, and lower productivity. The ripple effects are costly for everyone, including your organization.

Let’s break down what burnout looks like and explore practical strategies for building resilience.

Burnout is prolonged emotional, mental, and physical exhaustion caused by ongoing stress. It’s not just being tired after a long day; it’s feeling consistently overwhelmed and disconnected.

Too much work: Unrealistic workloads and deadlines

Lack of control: Employees feeling powerless in their roles

Unclear goals: Vague expectations creating unnecessary stress

Toxic work culture: Environments that prioritize results over people

No boundaries: Poor work-life balance with no time to recharge

The data doesn’t lie. Ignoring burnout doesn’t just harm individuals — it hurts businesses.

Health risks: Increased anxiety, depression, and physical illness.

Productivity loss: Burnt-out employees produce less and disengage more.

Turnover: Exhausted employees are 2.6x more likely to start job hunting.

Burnout doesn’t have to be the norm. In addition to doing the opposite of everything listed under “What is burnout,” employers can help employees build resilience — the ability to recover from challenges and adapt effectively. Here’s four steps to take now:

Provide guided meditation sessions or include courses on wellness into employee onboarding and training programs.

Encourage walking meetings or offer fitness perks to promote physical activity. Maybe a stipend for walking pads if your team is remote?

Implement Employee Assistance Programs (EAPs) and access to counseling for emotional support.

Teach practical tools like time-blocking and task management for setting priorities. Don’t forget to include a course or two on how to say no.

Encouraging micro-breaks for salaried workers. For employees on hourly schedules with specific allotted break times, try creating a space on site they can go to to disconnect.

Support employees in setting hours that work for them, when possible. It may feel counterproductive, but flexible structures like this often result in better outputs.

Discourage after-hour emails and ensure people can unplug without risk. Remember, it often starts with the people managers setting the standard.

Using allotted PTO should be a norm, not a guilt trip. Study after study shows that vacations are good for an employee’s mental state.

Work with your executive teams to advocate for a no-meeting day once a week. This makes it easy to find uninterrupted focus time.

Make space for open feedback channels that take away any fear of judgment. Be sure to positively reinforce contributions.

Learning is in our DNA. Offering courses on emotional intelligence, resilience, and well-being gives employees a third-party source for education.

Nothing goes further than recognition. Celebrate team effort and contributions with sincere appreciation, regularly.

Many corporate teams have gone remote or hybrid, which has increased the need for bonding through social events or team-building activities. Make time and set aside a budget for this.

Burnout doesn’t have to define your workplace. By making any of these small but intentional changes, you can create a supportive, resilient culture. Start small, and add on good habits in workplace culture as you go.

Go1 makes it simple to provide employee education on burnout, wellness, prioritizing, and more. With curated learning paths and playlists in our global-friendly content subscription, you’ll have access to the tools and training needed to tackle burnout and promote well-being for your entire team.

Schedule a demo today to see how Go1 can help your organization thrive.

Avoiding burnout_Go1.pdf

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Learn how to identify, prevent, and address burnout in the workplace. Explore practical strategies and discover how Go1’s curated training can help build a resilient culture.

Burnout: Causes, effects, and how to fix it

Let’s face it — most global compliance training programs can feel like it were designed for robots, not people. And here’s the kicker: what works in one region might be completely irrelevant (or even offensive) in another. Localization isn’t a luxury — it’s the key to building trust, meeting regulations, and keeping your global workforce engaged.

So how do you actually localize compliance training? It’s simpler than you might think. Here’s your no-nonsense guide.

Legal requirements differ widely across regions. Ignoring this can result in ineffective training — or worse, fines. Just like you wouldn’t run a marathon without checking the route first, the same logic applies to compliance training. Every country (and sometimes every state) has its own rules, and if you're not familiar with them, there's consequences.

Why it matters: Training employees on irrelevant regulations wastes time, negatively affects engagement, and leaves your organization at risk of fines.

What to do: Map out region-specific laws. Prioritize high-risk regions — like GDPR in Europe or workplace safety in Australia.

If you need somewhere to start, try Go1’s compliance content offering, which includes region-specific trainings in multiple languages and dialects from providers like EasyLlama, Emtrain, LRN, and more.

A direct translation might technically be correct, but it often misses the mark. Translation alone isn’t enough. Context, tone, and cultural nuances matter, especially for compliance topics that often involve risk and employee safety.

For example, if you're in Japan, subtlety may be a bigger priority for addressing concerns, whereas in the US, a more direct approach can work best. Having the forethought to consider these cultural differences will localize your trainings and show your commitment to employee understanding.

What to do: You don't need to understand every detail yourself, but the content providers you use should understand compliance and the local culture. 

Alternatives on a budget: If that’s not an option due to existing contracts with more general providers or budget restrictions, ask regional managers or other in-house experts to review content until you can move to a more comprehensive solution.

Not to scare you, but a misstep in tone or context could turn your training into a punchline — or worse, a liability. It's an investment for now and the future to execute compliance training with context in mind.

No one will remember generic examples like “Employee A does X,” and while checking the box gets the job done, making sure employees are safe and informed is part of that completion. Compliance training scenarios should feel like something employees could actually face at work. Relatable, actionable training will go the furthest.

For example, in Germany, focusing on data privacy scenarios in a Professional Services firm. Or in Vietnam at a distribution center, workplace safety scenarios might take center stage.

What to do: Survey regional teams to uncover common challenges or situations that have come up and build your compliance around their input. If an employee can see themselves in the situation, you've met the goal.

To help make personalized training easier for Go1 customers, we offer customizable modules and playlists to add localized examples without starting from scratch.

It's not all that shocking that people learn differently. Some prefer videos, while others prefer interactive modules or quick quizzes to learn and retain information. One-size-fits-all formats miss the mark, especially with compliance. It's best to offer a variety of formats if you can, or zoom in on the formats you've seen work best for your teams in the past.

For example, mobile-friendly microlearning works well for field employees in industries like construction or pharma, while desk workers in service industries might need something that's longer, online, and interactive to keep them interested.

What to do: Use a mix of formats in your compliance training whenever possible. Blending video, quizzes, and infographics when possible. And make sure trainings are convenient and accessible for your teams or they won’t complete it. 

One step further: To go the extra step, tailor formats to the cultural preferences of employees. Our research shows that sandbox environments, which allow for play, failure, and success, are almost twice as popular in Australia (41%) than anywhere else. And in the UK, 60% of employees want content that's longer than one hour.

Localization isn’t a set-it-and-forget-it process, it's ongoing. It's important that you monitor results and adjust as needed, tracking what works and what doesn’t.

If completion rates in one region are lower, dig into why. Maybe the training format isn’t a good fit, or the topic isn't resonating in the right way. Some detective work may be needed to get your compliance training programs right for each location, but the data doesn't lie, so rely on it.

Localized compliance training builds trust, retention, and drives completions. By tailoring your approach by region, you’ll meet local regulations while fostering a global culture of accountability. And with the right tools, supportive solutions, and some intentional effort, you can build a compliance training program that works everywhere — and for everyone.

Need help making your compliance training a better fit for your global team? We've got your back. Schedule time with our team to see our compliance and upskilling training offering in practice. You can have employee development and compliance in one easily accessible subscription with Go1.

Simplify compliance for global teams with this quick guide on tailoring content to local needs.

Your 4-minute guide to localized compliance training

In our final webinar for 2024, we spoke to several experts in AI adoption and social change about the impact of this emerging technology. How will AI affect individuals and businesses? , How can we harness its power to boost human creativity and innovation? We welcomed Dr. Cornelia Walther, Humanitarian Leader, Author, and Director of POZE, Scott Province, VP of Integrated Learning Services, at ELB Learning, and Nikki Lee, Head of Impact Evaluation, Assessment, and Research at Google, to a conversation moderated by Josh Penzell, VP of AI Innovation and Strategy, at ELB Learning.  

Throughout the conversation, one theme became abundantly clear — as we explore the potential of generative AI, it’s important to remember that this technology isn’t something to be afraid of. It’s a tool that can help us unlock our unique human potential and create a future based on equity. 

Using AI for human uniqueness and creativity 

The rise of AI technologies presents an opportunity to boost human capabilities rather than replace them. Gen AI isn't here to supplant human ingenuity but to amplify it and help us unlock more of our human qualities. Dr. Cornelia Walther proposed, “Rather than using AI to do more at lower cost, think about what makes you unique and where AI can now help you to do more of that very specific stuff that makes you stand out.” Integrating AI into our workflows allows us to leverage its computational power and data-processing abilities to free up time for more creative and strategic thinking. AI is great at recognizing patterns and crunching data, but it can’t replace human intuition, empathy, and understanding.  

By letting AI take over the more repetitive, data-driven tasks, we can focus on the work that requires our uniquely human skills — like critical thinking and creativity. This way, we’re not only more efficient, but the work we do is more fulfilling. 

Integrating Gen AI into employee development 

The potential of Gen AI in employee development is nothing short of transformative. Think of the traditional training methods we've all encountered — the one-size-fits-all approach that often misses the mark for individuals with their own learning preferences and needs. Now, imagine a shift to personalized learning paths, each finely tuned to an employee's unique goals or skill gaps.  

“There's a lot that's being done with machine learning and AI these days that can observe and evaluate how you're doing, then provide you hints, additional education, and then assess your proficiency at a specific skill and then tell you where to go get additional coaching on that,” Nikki Lee explained. AI can craft tailored learning journeys and provide instant feedback, reinforcing our ability to adapt and upskill in the face of shifting job landscapes. This AI mentorship is about making us sharper, more adaptable, and, ultimately, more valuable. 

Changing your approach to problem-solving  

As organizations adopt AI, a change in perspective is needed. The traditional, top-down approach is being replaced by a 'first principles' method of breaking down complex problems into their basic elements. Instead of generic solutions, you can understand the principles behind your work. This leads to more creative problem-solving and a more purpose-driven approach to AI that makes organizations adaptable and resilient. By embracing this mindset, we can stay ahead, respond better to market changes, and comply with the latest AI regulations.  

However, as we explore the possibilities of Gen AI in 2025, it's crucial to be mindful of the pitfalls. One of the most pressing challenges is the inherent bias in AI models, which can perpetuate inequalities. This is where ethical considerations come to the forefront, and compliance with regulations such as the upcoming EU AI Act is essential for maintaining transparency, fairness, and respect for human rights. With this Act, organizations will be mandated to include AI training into their compliance programs. The goal is to educate employees on ethical and responsible AI practices to ensure accountability and build trust with customers. What the training looks like, seems to be at the discretion of the employer. So how will you train your employees for a more ethical and unbiased approach to using AI?  

The potential of Gen AI in employee education, training, and business operations is immense and can revolutionize how we learn and develop skills. When we approach the integration of Gen AI into employee development and business operations with care and balance, we unlock its full potential while minimizing the risks. However, we must remember that the human element is irreplaceable. 

"We need to consider the human in the loop because we are the ones who are training AI models, selecting what data it gets; it gets trained on what we know. We are making decisions along the way," Nikki Lee explained.  

There are significant ethical concerns and principles that should govern the use of AI. As Scott Province noted, "Our unconscious biases, which are inherent in our language, can also be embedded in algorithms. This poses a risk of further perpetuating these biases if we rely solely on AI to produce language." All panelists emphasized the need to address biases in AI and stressed the importance of AI literacy in understanding and mitigating these risks. Scott continued, "How can I use this as an analytical or research tool to then come to my own findings? Considering how AI summarized this and what perspectives it's ignoring and what actions and events it's highlighting? And what does that tell us about ourselves? This is what the system is reflecting back to us — our zeitgeist."  

The panelists cautioned against the potential loss of human control if AI is used without critical awareness. As AI becomes more prevalent, it's crucial for both L&D leaders and employees to have AI literacy skills, including understanding the potential risks and pitfalls of its implementation. 

By prioritizing the greater good and fairness, organizations can ensure that AI is used ethically and responsibly, benefiting both the workplace and society. As Dr. Cornelia Walters stated, "The first, second, and third industrial revolutions were driven by commercial interests, with social aspects viewed as collateral damage or benefit." It's necessary to shift this mindset and prioritize ethical considerations in the use of AI. We have the chance to steer this upcoming fourth industrial revolution (4IR) in a different direction by prioritizing positive social impact and, as a collateral benefit, the commercial benefits.  

Pro-Social AI and 4IR

We're at a pivotal moment in history where our choices about AI shape the world. It's not just about the latest tech trends. It's how we can use these tools to create a society that's underpinned by fairness, transparency, and respect. We have the power to influence the direction AI takes. By advocating for an inclusive, ethical approach to AI, we can ensure that the technology serves all of us, creating a future that's not only smarter but also more just and sustainable. 

To dive deeper into this discussion, watch the full webinar with our expert panel below:  

Gen AI: Innovations, mindsets, and what’s next for 2025

Can Gen AI be used as a vehicle for positive social reform? And what ethical considerations around AI do we need to watch out for? We’ve asked the experts.

Change is constant, and businesses that can’t keep up risk being left behind. To thrive, employees must continually build the right skills. In a recent webinar, Amanda Cassidy of Go1 and Eri Jancaj of Zensai shared insights on five essential skills for success. Let’s break them down.

Skill #1: Digital literacy and technical skills

Technology is everywhere, and staying current is vital. Whether you’re learning to use AI tools like ChatGPT or understanding data privacy laws, technical skills are a must. Amanda Cassidy emphasized, "the half-life of a technical skill is now just two and a half years — down from a decade a few generations ago."

Digital literacy goes beyond knowing Microsoft Excel or Google Docs. It’s about understanding how tools reshape your industry and the ethical questions they raise. For example, can your team responsibly use AI to improve customer support without compromising data security?

Workplaces are changing faster than ever, leaving many employees feeling overwhelmed. "By building agility into their teams, companies can navigate even the toughest transitions," Amanda recommended.

To reduce "change fatigue," organizations can promote resilience by offering training programs that mix in-person workshops with eLearning modules. In periods of big transitions, like shifting to hybrid work, hiring change management professionals can also help.

Skill #3: Communication and collaboration

Hybrid work has made clear communication even more critical. Frontline employees especially need strong verbal, written, and non-verbal communication skills to ensure smooth teamwork, especially when collaborating remotely.

Our research shows that "40% of leaders prioritize collaboration and teamwork skills," which Amanda shared on the webinar. These skills help build workflows that not only improve productivity but also keep teams motivated. Leaders can enhance these efforts with emotional intelligence training and active listening tools.

Skill #4: Problem-solving and critical thinking

Automation is replacing repetitive tasks, leaving humans to tackle nuanced issues. Take healthcare as an example: today’s medical professionals often rely on data analytics to complement traditional skills.

Eri Jancaj of Zensai explained, "Every industry, from manufacturing to healthcare, requires employees who can analyze problems and find creative solutions." Employers benefit from investing in interdisciplinary training that prepares teams to address these modern challenges.

Good leadership isn’t just for managers. Every employee can develop skills to guide and inspire their peers. "Empathy and clear communication are essential in today’s workplaces, where burnout and distractions are common," Amanda pointed out.

Leadership programs should focus on fostering inclusion, resolving conflicts, and having honest conversations. These soft skills ensure managers and team members can handle challenges while keeping morale high.

Why continuous learning is non-negotiable

Eri Jancaj posed, "What happens if we invest in our people and they leave? What happens if we don’t—and they stay?"

Our answer is clear: To ensure their workforce keeps up with the changing world, businesses must invest in ongoing development.

Want to dive deeper? Check out the full webinar with Amanda and Eri, and afterwards, be sure to take a look at Go1's integration with Zensai to bring your LMS, upskilling, and compliance training all into one neat package

Top 5 Skills You Need to Success in Your Industry

Change is constant, and businesses that can’t keep up risk being left behind. To thrive, employees must continually build the right skills.

5 skills for today to stay relevant tomorrow

Learn the five key skills employees need to stay effective in today’s workplace, uncovered in our webinar with Zensai and summarized in this list.

Welcome to this month's "What's trending in learning?" In today's global workforce where it's easier than ever to access remote work, cultural diversity is at its highest. While this diversity brings a wealth of perspectives and ideas, it can present misunderstandings that need to be addressed to foster a truly inclusive and collaborative environment.

This month, we'll share employee training for recognizing these cultural differences at work and learning to embrace the unique aspects of every employee. We'll delve into the importance of cultural competence with relevant courses you can add to training programs before sharing new content providers that can help you navigate and thrive in a multicultural workplace.

Topic spotlight: Recognizing cultural differences

Here are five expert-recommended courses available on Go1 to help your team build their emotional intelligence and cultural awareness:

1. Managing Culturally Diverse And Globally Distributed Teams by The Expert Academy (Interactive, 10 mins)

Are you a manager of a global team who wants to maximize efficiency? Are you an executive who wants to expand into the global market? Or are you a professional who works with a culturally diverse team looking to improve your communication skills? If so, this course is for you!

The rise of globalization paired with advancements in technology has changed the way we work forever. Distributed and remote teams are now the norm in many industries, so it's important to optimize our approach to teamwork in this new environment and be prepared to tackle any challenges that may arise.

2. Understanding the Cultural Differences (U.S./India) by Talent Quest (Course, 10 mins) 

India and the US are such vast and populous geographies that drawing comparison points of cultural differences between the two can result in people making sweeping generalizations.
A young, ambitious software engineer from New Delhi may have a lot in common with his or her counterpart in Silicon Valley. It could be, certainly a lot more than a farmer from any part of India would with a construction worker from Seattle.

3. Cross-Cultural Intelligence by Symmetra (Interactive, 15 mins) 

Today’s world is more diverse and interconnected than ever. This means we're often required to have a wider worldview to be successful in different markets or with culturally diverse teams. In this module, you’ll learn about how you can build your cultural intelligence and navigate these differences.

4. Intercultural Teams — Communicating with Colleagues from Other Cultures by Pinktum (Interactive, 1 hr 10 mins) 

Communication is everything when it comes to successful cooperation, including in an intercultural context. However, conflicts or misunderstandings occur frequently, especially between people from different cultures. This e-training course discusses how to adapt one's own communication, criticism, and conflict behavior in an intercultural work context, and how to effectively overcome language barriers. Course participants learn how they can succeed in interacting with people from different cultures in a respectful and appreciative way.

5. Cross-Cultural Leadership by Mind Tools  (Article, 5 mins) 

This article explains what to look out for when leading people from different cultural backgrounds.

At Go1, we’re constantly growing our content offering. From new content providers to returning favorites updating their offerings, here’s what’s new to Go1 in December.

Simmons Learning Solutions is a US-based content provider that's new to Go1 and offers interactive and practical content on the topics of AI, Leadership, and Entrepreneurship. Their courses cover a wide range of topics around AI, such as AI Ethics, Leveraging AI to Enhance Customer Experience for Managers, AI Integration in Leadership, and more.

Topic coverage: Artificial Intelligence, upskilling, professional services like leadership, time management skills, personal development

Top courses: Artificial Intelligence Ethics, ChatGPT for Entrepreneurs, Data-Driven practices, Emotional intelligence, Managing stress at work, Upskilling and reskilling: Adapting to technological advancements

Virtual Design and Construction Institute (VDCI)

VDCI is a US-based new provider at Go1, offering career-focused software training in 2D drafting (CAD), Building Information Modeling (BIM) and Virtual Design and Construction (VDC). VDCI’s courses are tailored for jobs in design, architecture, engineering, and the construction industry, on tools such as AutoCAD, Revit, SketchUp Pro, Photoshop, etc.

Topic coverage: AutoCAD (Drafting/Architectural Software)

A new, 10 courses series on AutoCAD now available!

Learn everything you need in this 10-stage breakdown for using AutoCAD.

American Medical Compliance (AMC) now offers continuing medical education credits (CME) to physicians and healthcare professionals through The Accreditation Council for Continuing Medical Education (ACCME).
AMC offers a variety of courses eligible for CME credits, including those focused on clinical knowledge, skills development, ethical information, medical strategies, and management practices. 

Courses are rigorously vetted to align with ACCME accreditation criteria. The goal of ACCME is to ensure healthcare education meets rigorous standards to support medical professionals. AMC's accreditation gives healthcare professionals the confidence they need that their CME-accredited courses meet these stringent national standards.

Three content providers that we’re loving this month

Mind Tools for Business from Emerald Works provides on-demand performance support and learning resources designed to help people overcome workplace challenges. Our insight-led learning solutions help millions of people around the world develop essential management, leadership, and personal effectiveness skills to build happy and successful careers.

Topic coverage: Leadership & Management; Sales & Customer Service; Communication; Teamwork; Business Skills; Personal Development; Mental Health & Wellbeing; Health & Safety 

Approximately 100 courses in Premium around 60-minutes in duration, each

Top courses: Anti-Bribery 101; Five Customer Service Parables; Health & Safety 101; Data Protection 10

Introducing Mind Tools- digital training to boost management, leadership and self-development skills

PINKTUM is one of the leading providers of E-Training and web-based training for lasting and effective staff development in businesses. For more than ten years, their high-quality E-Training experiences have inspired employees and promoted intercultural and accessible human resource development. PINKTUM's internationally awarded online library includes more than 400 video-based, interactive and multilingual E-Trainings. PINKTUM also develops and offers modular learning pathways for targeted competence development, including as blended learning. This enables learning to be integrated into everyday working life in a lasting and targeted manner and encourages employee self-directed learning.

Topic coverage:  Leadership & Management, Project Management, Personal Development, Communication, Sales & Customer Service, Wellbeing, Teams, Negotiating Skills

400+ courses in Premium, ranging from 40 to 200 minutes in duration

Top courses: What is Agile Management?, Situational Leadership, Smart Stress Management, Feedback Between Colleagues, Time Management

The Expert Academy create a diverse range of extremely informative courses hosted by world experts. Each course is led and taught by a leading expert in that field who provides learners with the knowledge and skills to master the topic.

The Expert Academy is a UK-based provider of communication, business and sales skills courses, all available in the Go1 Content Hub and relevant globally.

Topic coverage: Leadership, Emotional Intelligence, Sales and Customer Service, Wellbeing, Marketing, Resilience, Communication, Negotiating Skills, Social Media, Entrepreneurship, Remote Working

95+ courses in Premium, some shorter courses but most are 60-minutes plus in duration 

Top courses: Mastering Sales: How to Hold a High Price and Difficult Conversations: How to Master Them, Become a Coffee Expert: How to Make the Perfect Cup, Resilient Business Leadership, Feedback & Difficult Conversations, Sales: The Psychology of Selling

As we wrap up this month's "What's trending in learning?" on recognizing cultural differences, it's clear that cultural competence is a necessity in today's interconnected world. By embracing and understanding cultural diversity, we can build stronger, more innovative teams that thrive on collaboration and mutual respect. We hope the courses and content providers featured in this article have provided you with valuable insights and tools to enhance your cultural awareness and skills. Stay tuned for more updates and resources from Go1, and don't forget to check out our upcoming webinars for additional inspiration and learning opportunities

If you have any questions or need further assistance, our team is always here to support your learning and development journey every step of the way. See you in the next edition!

You can stay ahead of the latest trends and learning content when you sign up for our newsletter! You'll receive valuable L&D resources and tips directly to your inbox.

This month is all about recognizing cultural differences. Read the full article to find course recommendations and new content providers to help your employees recognize and respond appropriately to cultural differences at work.

What’s trending in learning? Recognizing cultural differences in December 2024

Discover the latest employee training for recognizing cultural differences at work. Learn about essential courses, new content providers, and expert insights from Go1.

Generative AI (GenAI) is reshaping how organizations approach learning and development. It offers ways to make learning more personalized, efficient, and engaging. Marc Zao-Sanders, an expert in learning technology, offered insights on how L&D leaders can effectively implement this technology in the latest episode of L&D in 20.

Sometimes, creativity stalls because the right tools or prompts are missing. GenAI can help employees generate new ideas, simplify complex concepts, and explore fresh approaches to challenges. It’s a supportive tool for breaking through mental roadblocks and can be used to brainstorm solutions during team workshops or develop visuals to explain technical topics more clearly.

When prompted and implemented correctly, GenAI can enable personalized training by adapting content to individual skills, roles, and goals that match the individual learner. To take it a step further in prompting, adding in a brand voice or regional nuances that relate to your employees' experiences can make a difference in not just engagement, but retention of the information covered as well. This tailored approach ensures employees find value in the material. For example, an AI tool could suggest bite-sized courses on leadership skills for a new manager or deep-dive technical lessons for an engineer, specific to your organization.

AI can provide on-demand guidance and support without judgment, creating a safe space for employees to practice skills, explore ideas, or ask for feedback. It’s not about replacing human mentorship — it’s about adding another layer of support. An employee preparing for a presentation could use AI to refine their delivery or gather tips for overcoming stage fright. When we train AI to act like, and endorse it as a colleague or mentor, employees will begin to feel comfortable asking more personalized questions.

Rather than tracking how many courses employees complete, measure how new skills impact their work. Start small — pilot AI tools on tasks that directly contribute to business outcomes, and refine based on results. If your organization provides a service, use AI to train customer service teams and measure changes in response times or satisfaction ratings for quantitiative outcomes.

Understanding government and organizational AI policies is crucial from an ethical and safety point of view. New technology always comes with risks we need to be aware of, and AI is no different. Ensure any tools you use meet standards for data privacy and fairness, and are reviewed by the correct teams if they're a third-party product. Addressing risks upfront helps build trust among employees and leadership, and that starts with proper education. Partner with IT or compliance teams to audit tools and confirm they align with ethical guidelines. Then, build in AI ethics courses into your L&D programs. Go1 has multiple content providers offering AI courses today!

AI can handle repetitive tasks, like summarizing notes or analyzing trends, freeing employees to focus on more meaningful work. Offer training sessions to show how these tools can make daily tasks easier. Then, use AI to generate training session summaries as a takeaway to show the power of the tool straight away.

You can create truly personalized development plans at a faster rate with GenAI. Use it to identify gaps in skills and recommend specific training paths for each employee. AI could pinpoint an employee's need for negotiation skills and recommend a mix of videos, practice exercises, and reading materials.

It’s natural to feel unsure about AI, especially with its rapid advancements. One challenge is measuring intangible outcomes like confidence or curiosity. Using progress tracking and engagement metrics is a great starting point. Look for patterns in how employees apply their training at work and refine your AI strategies based on those insights.

Generative AI is more than a buzzword — it’s a tool to help employees thrive and organizations adapt. By starting with small, practical steps and keeping your team’s needs in mind, you can make AI a meaningful part of your L&D strategy.

For more on the topic of incorporating storytelling into business strategies and employee training, be sure to check out L&D in 20 Episode 3: AI use cases for personalizing learning and measuring impact with Filtered’s Co-Founder and CEO Marc Zao-Sanders

Episode 3 - AI use cases for personalizing learning and measuring impact

From personalized learning paths to AI mentors, L&D leaders using GenAI will learn practical implementation tips in this article.

Practical tips for integrating AI into L&D strategies

Leading with integrity has never been more critical. As Generation Z is poised to make up 25% of the workforce by 2025, their expectations for ethical leadership are reshaping workplace norms. This generation prioritizes transparency, fairness, and purpose, challenging organizations to rise to the occasion.

Despite this growing demand, trust in organizational leadership remains alarmingly low. Only 21% of US employees strongly trust their leaders — a decline from 24% in 2019. This erosion of trust underscores the urgent need for leadership grounded in ethics and integrity. And for consumers, much is the same. Customers, partners, and the general public are increasingly demanding that businesses operate with transparency and ethical principles. 

When organizations lead with ethics and integrity, they create true trust at an individual and organizational level — both of which can contribute to an organization’s long-term success and sustainability. Of course, the opposite can be true, too — when an organization doesn't have trustworthy leaders who act with integrity, their success can be threatened.

Ethical leadership revolves around guiding an organization with a steadfast commitment to moral principles. 

At its core, ethical leadership embodies key values such as:

Integrity and honesty: Ethical leaders demonstrate a strong moral compass, acting with authenticity, transparency, and truthfulness at all times. They "walk the talk" and lead by example.

Fairness and justice: Ethical leaders make decisions and treat stakeholders (employees, customers, partners, etc.) in an impartial, unbiased manner. They strive to ensure equitable processes and outcomes.

Empathy: Ethical leaders show genuine care and consideration for the well-being of their team, organization, and broader community. They make a conscious effort to understand different perspectives.

Principled decision-making: Ethical leaders rely on clear moral frameworks and standards to guide their choices, even when faced with complex or ambiguous situations. They always consider the broader impact of their decisions.

Accountability: Ethical leaders take responsibility for their actions and the consequences they have, both positive and negative. They're willing to admit mistakes and learn from them.

Among organizations that demonstrate this kind of ethical leadership, Patagonia — the outdoor apparel company that has long been known for its commitment to sustainability and environmental protection — stands out as an example. 

In 2011, the company famously ran a Black Friday ad with the tagline "Don't buy this jacket," encouraging customers only to purchase what they truly need — directly in line with their morals and values around overconsumption and protecting valuable resources.

Ethical leadership isn’t optional — it’s a cornerstone of organizational success. 

According to Harvard Business Review, people at high-trust companies report:

74% less stress and 106% more energy at work

50% higher productivity and 76% more engagement

29% more satisfaction and 40% less burnout than people at low-trust companies. 

Plus, ethical leadership leads to a more physiologically safe workplace where people trust their leaders and their vision, feel comfortable voicing their opinions, and will ask for support.

Here’s what this means: When organizations lead with integrity and true ethics, their employees have greater well-being, leading to more engagement and productivity — a win-win for everyone.

Top ethical challenges facing businesses today

There are plenty of obstacles that test the character and decision-making abilities of organizations’ leaders. 

Corporate social responsibility: Balancing profit motives with environmental sustainability, community impact, and fair labor practices.

Data privacy and security: Protecting customer information and using data ethically in an era of increased surveillance and targeted attacks.

Diversity, equity, and inclusion: Ensuring fair and unbiased treatment of internal and external stakeholders regardless of race, gender, age, or other identifying characteristics.

Conflicts of interest: Maintaining objectivity and transparency when personal, financial, or political interests intersect with business decisions.

Ethical supply chains: Ensuring products and services aren't tainted by human rights abuses, unfair labor practices, or environmental destruction further down the supply chain.

Developing ethical decision-making and a culture of integrity

Learning and Development (L&D) plays a pivotal role in shaping ethical leaders. By designing targeted programs, L&D teams can equip leaders with the tools for principled decision-making, foster moral behavior, and build a culture where integrity thrives.

Some starting areas to focus on for L&D include:

Ethics and integrity training: Providing comprehensive training on ethical frameworks, case studies, and decision-making models to help leaders recognize and navigate complex moral dilemmas.

Ethical leadership development: Designing leadership development programs that emphasize self-awareness, emotional intelligence, and the ability to role-model ethical conduct.

Speak-up culture: Implementing initiatives that encourage employees to voice concerns, ask questions, and challenge unethical practices without fear of retaliation.

Accountability: Ensuring that the organization's performance management, recognition, and consequence systems reinforce and reward ethical behavior, not just results.

Ethical risk assessment: Equipping leaders with the skills to proactively identify potential ethical risks and vulnerabilities within the business.

When creating these programs, be sure to offer leaders several different channels for learning — like blended learning, mentorship, modules, podcasts, and more — in order to increase engagement and retention. 

Building a culture of integrity across an organization

Along with offering training to leaders and employees, we’d encourage organizations to incorporate ethics and integrity into other parts of business operations. 

Consider looking deeper into these areas and processes:

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