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.

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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.

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:

Onboarding: Embedding ethics training, case studies, and discussions into the onboarding process to ensure new hires understand the company's ethical expectations from the outset. For example, you can provide real-world scenarios that challenge new employees to apply ethical reasoning.

Communications and campaigns: Launch targeted communications, awareness campaigns, and storytelling initiatives that celebrate and highlight ethical conduct within the organization. For example, you might place posters or digital displays in common areas that reinforce integrity as a core value. Some companies even display a hotline number for reporting misconduct prominently in break rooms or onboarding portals.

Performance management: Incorporating ethical considerations into performance reviews, promotion criteria, and recognition programs to incentivize and reward ethical leadership. You might offer small cash bonuses, points, or "shoutouts" at team meetings for employees who demonstrate ethical decision-making.

Culture: Collaborating with HR and compliance to establish clear, confidential channels for employees to report ethical concerns or misconduct, and providing training on how to use these mechanisms. EthicsPoint or Convercent are good examples of tools organizations can use that allow employees to report ethical issues anonymously. 

Go1 simplifies ethics training, offering accessible, high-quality content that empowers organizations to instill integrity at every level. From creating custom learning paths to accessing 100+ pre-curated playlists aligned to a broad range of skill development needs, your organization can make ethics training a simple and effective part of your everyday operations. 

Experience the future of learning with one, easy-to-integrate subscription. Schedule a demo with our team to explore Go1's innovative features and benefits.

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...

Leading with integrity: Why ethics matter more than ever

Ethical leadership is essential for earning trust and ensuring lasting success. Discover practical strategies to cultivate leaders who act with integrity, driving meaningful and sustainable growth.

Today's businesses include up to four generations working side by side. Each generation brings unique perspectives, values, and communication styles, which Jennifer Dowdy highlights in Episode 2 of our podcast, L&D in 20. She emphasized the growing need for organizations to find common ground among Baby Boomers, Gen X, Millenials, and Gen Z to foster workplace collaboration and inclusion. But what does this look like in practice? Let's dive right in.

One effective strategy is to frame workplace programs around universal human values like respect, inclusion, and trust — principles that transcend generational and cultural differences. We'd recommend starting with diversity and inclusion training led by a third-party or objective source, team-building exercises that bring a sense of achievement, and open communication channels to share feedback.

By showing a commitment to these shared values, companies can create a more cohesive and harmonious work environment where everyone feels valued and accepted, which in turn improves employee satisfaction, retention, and ultimately, better business outcomes. Prioritizing a culture of respect, inclusion, and trust can help companies not only attract top talent but also drive innovation and success. Take it a step further with these next steps:

Develop a shared language: Working across different generations can often mean getting lost in translation. As a team, establish terms and concepts everyone understands and can easily find the definition for in a central place.

Focus on behavior over policy: While what's written in the books is important from a legal or HR perspective, for everyday employees, behaviors matter most. Emphasize everyday practices in positive behavior like active listening, apology frameworks, and creating space for others' viewpoints. Be sure to work with your leaders on modeling behavior that aligns with companies as well.

Inclusivity isn't a one-size-fits-all topic and one of the key challenges to cohesion among a generationally diverse workforce is understanding and navigating the differing expectations and perspectives you work with. It's also important for older generations to be open to learning from younger generations and vice-versa, as this can lead to growth and innovation within the workplace. By acknowledging and respecting the expectations of different generations, companies can create a more collaborative workforce that isn't trying to one-up each other or get the upper hand.

For example, Gen Z and Millenial workers may want to discuss issues like climate change or societal conflicts, topics older generations may find unconventional in professional settings. It's important for companies to create space for these discussions, as it can lead to a better understanding of each other's values and a more well-rounded approach to problem-solving. Additionally, incorporating technology and digital tools into the workplace can also appeal to younger generations, who are often more adept at utilizing these resources.

Baby boomers and Gen X may value more formality and hierarchy at work, requiring younger leaders to adopt differing leadership strategies. For L&D teams, this could mean providing mentorship and guidance to help younger leaders develop new strategies from what they've come in with. Teaching managers and employees to hold space for generational differences, ask questions with curiosity, and connect through shared experiences is vital.

Across all employee training, we recommend implementing training programs and workshops that focus on intergenerational communication and collaboration. By educating employees on the unique perspectives and strengths that each generation brings to the table, companies can break down stereotypes and foster an understanding work environment that sees the value of each generation. Additionally, L&D teams should provide opportunities for employees of different generations to work together and learn from each other. Have an HR team of mostly Baby Boomers? Have them collaborate with that Gen Z employee running social media for the next recruitment campaign. This improves teamwork, the sharing of ideas, and a sense of mutual respect among employees of all ages.

Practical applications in employee training

If you're feeling inspired and ready to take action, here's some final advice, inspired by Jennifer Dowdy's insights from Episode 2 of L&D in 20:

Whenever possible, use real-world scenarios to address common generational challenges your team is experiencing, like conflicting communication styles or work-life balance expectations.

Incorporate interactive elements like role-play or scenario building into training whenever possible. This allows employees to practice resolving generational conflicts in a safe and hypothetical environment that they can recall for the real thing.

For more on the topic of cohesion among a multigenerational workforce, be sure to check out L&D in 20 Episode 2 with Jennifer Dowdy of Emtrain

Episode 2 - More than a checkbox: Unlocking value and professional growth through compliance training 

Embracing universal human values can go a long way for a multigenerational team. Find out how with this advice from Episode 2 of L&D in 20.

Creating cohesion in a multigenerational workforce

AI is more than a tool — it's a new team member

Josh Penzell, VP of AI Strategy & Innovation at ELB Learning, is encouraging everyone to shift their perspective on AI. Rather than treating it as a tool, he proposes that AI should be seen as a new team member. This perspective change could lead to more effective utilization of AI and open up new possibilities for its application. He went into detail on what this could look like for leaders in the learning and development space in our recent webinar, How AI can be a partner in employee development. (You can watch the recording at the end of this article).

"AI is not just a new tool. AI is your new team member," stated Penzell. He argued that AI is capable of operating more like a partner or colleague than a tool, providing insights and identifying patterns that a human might overlook.

This shift in perspective can help alleviate fears and concerns about AI taking over jobs and replacing human workers. Instead, AI can be seen as a valuable asset that can enhance human capabilities and improve overall efficiency and productivity. By viewing AI as a team member, businesses and organizations can foster a collaborative environment where humans and AI work together towards a common goal. This can lead to innovative solutions and advancements in various industries, from healthcare to finance to manufacturing.

"I think that the future here is every single individual being able to hire and create their own team at scale. And I want you to think about this. You have something that is behaving like a human. It has the whole human knowledge," Josh urged the audience. This more strategic view of what AI brings can completely change an individual's day-to-day efficiency with some prompt engineering and upskilling around AI.

By working alongside AI, individuals can learn new skills and improve their own abilities, leading to personal and professional growth. Humans can tap into new capabilities and use it as a tool to tackle complex problems and create innovative solutions. It's an always-on brainstormer and teammate that you can train to respond in a way that fits your role, expected outcome, or business. With the combination of human creativity and AI's analytical abilities, the possibilities for progress are endless. But it's on the individual to embrace the technology and use it ethically to enhance, not hurt.

Enhancing productivity and employee engagement with AI

Josh Penzell explained that AI doesn't necessarily mean job loss. Instead, AI can increase productivity by taking over automatable and mundane tasks that can bog down a day's work. Statistically, employees who use AI are more engaged and motivated, which ultimately boosts their creativity. Because when AI can handle mundane and repetitive tasks, employees have more free time to focus on the challenging and engaging work.

"According to McKinsey, only 5% of jobs can be fully automated. But 60% of jobs have 30% of automatable tasks, meaning that those are easy things for us to let AI do for us," explained Penzell. This means that while AI may be able to take over some tasks, it's not there to take over your job.

The ability to think about and understand one's own thought processes can really up the ante on how the way we use AI for learning and development.

This means that instead of simply performing tasks and completing rote actions, AI, if trained properly, can reflect on its own decision-making and adapt accordingly. It may sound intimidating or like something out of a sci-fi movie, but this has huge implications for industries such as education and training, where AI can be used to personalize learning experiences and provide individualized feedback. The future of AI is undoubtedly exciting, and with a focus on metacognition, it has the potential to greatly enhance our world in ways we can only imagine.

Despite the advanced capabilities of AI, Josh, like many AI experts, emphasized the importance of human contribution. He suggested that the best way to effectively use AI is to engage with it in a conversation, provide it with feedback, and treat it like a colleague.

"You have a tool, and the tool's only as good as you are. You're putting information in, it's giving you some sort of something out. But with AI, it's able to look at that entire case study. It's able to provide and notice things we might not have noticed or we might have overlooked," Penzell points out.

This is where upskilling your team on AI, and training them on how to engineer prompts that churn out the best results comes into play. With proper training, teams can use this new machine for everything from brainstorming topics that leaders around the world are investing in to building out a script for the next coffee chat your CEO is hosting. It's on us, as humans, to build these prompts, ask the right questions, fact-check everything, and put the guardrails on this new technology.

When your team is trained and confident in their AI skills, productivity advancements will begin to flow in and new use cases will emerge. And Josh has you one step ahead with this custom GPT he's programmed to assist L&D professionals in applying concepts from this webinar!

For more on how AI can be a partner in creating employee development opportunities, don't miss the full webinar with Josh Penzell

How AI can be a partner in employee development

Learn how AI can be a valuable asset to your team, enhancing productivity and employee engagement while opening up new possibilities for employee development.

How can AI be a partner in employee development?

Learn how you can put AI to work as a partner on your team, enhancing productivity and engagement while opening up new possibilities for employee development.

Compliance training often carries the stigma of being mundane and obligatory, with employees seeing it as a chore. However, as Jennifer Dowdy emphasized in Episode 2 of our podcast, L&D in 20, this underappreciated yet crucial part of workplace learning holds serious upskilling potential that goes beyond any regulation or legal adherence. By approaching compliance training as an opportunity rather than a regulated business requirement, your employees will do the same.

Step away from out-of-the-box compliance training

Traditional compliance training, often supplied by your legal, cyber, or HR vendors, focuses heavily on rules, policies, and scenarios that might feel detached from employees' daily work lives or the specifics of your business. So while it's crucial information, we're big believers that no employee training should be one-size-fits-all, and that includes compliance training.

To make compliance training feel more personal to your organization, consider:

Embeding growth opportunities: Infuse elements such as conflict resolution, communication, and bias awareness into compliance modules. For instance, teaching employees how to pause and check their biases during workplace interactions serves both organizational and personal benefits, and adds a more tactical element to the training. Take it a step further and add in examples that are most relevant to your teams based on region or industry.

Adopting the "Pill in Peanut Butter" strategy: As Jennifer Dowdy described on L&D in 20, just like hiding medicine in a treat for pets, compliance training should blend regulatory requirements with engaging and practical content, ensuring the "medicine" is consumed effectively, and in a way that's enjoyable and memorable. In practice, this could look like gamifying the experience with streaks or prizes or even making sure the trainings are visually and aurally appealing.

Behavioral insights play a crucial role in compliance training as they help employees understand the reasons behind regulations and how their behavior can impact the organization. Rather than exclusively addressing regulations, the best compliance programs focus on the behaviors and attitudes that underpin them. Behavior is often at the heart of why compliance issues arise, making skill-building an essential layer.

For example, in the finance industry, compliance training could include scenarios that reflect real-life situations where employees are tempted to cut corners. By incorporating these specific examples, employees can better understand the potential consequences of their actions and develop the necessary skills to make ethical decisions.

Similarly, compliance training for a retail company may include scenarios related to customer data privacy and security breaches, empowering employees to actively protect sensitive information and avoid potential legal ramifications.

As the team responsible for employee development, it's imperative that you focus on the most relevant areas and bring it to the employees' attention directly to address these behaviors head on. By focusing on behavior and providing relatable examples, compliance programs can mitigate risks and promote a culture of ethical and responsible behavior within an organization.

Tackling ethically ambiguous areas of compliance

But not every compliance training it cut and dry. Teaching employees how to navigate ethically ambiguous situations, however complex, is at the heart of impactful compliance training. When done right, these trainings can empower employees to make ethical decisions and prioritize inclusion and trust in their actions.

How can you incorporate these more ambiguous areas into your compliance training?

Try case studies and real-life examples that can better illustrate the complexities of ethical decision-making. This allows employees to see the potential consequences of their actions and the impact it can have on others.

Interactive and scenario-based compliance training can provide employees with a safe space to practice navigating these situations and receive feedback on their decisions.

Emphasize the importance of speaking up and reporting any potential ethical violations, as well as providing employees with a clear and accessible reporting operating procedure within the training to refer back to and practice.

Addressing the harder, behavioral parts and the actions that brigs us to compliance training in the first place ensures that employees understand the significance of the training, while picking up the necessary skills to handle complex situations effectively.

Ultimately, incorporating personal experiences, offering behavioral insights, and addressing even the hard and ambiguous topics in your compliance training can help create a culture of accountability and ethical behavior within the organization that goes far beyond the compliance training room.

For more on the topic of creating the most engaging compliance training, be sure to check out L&D in 20 Episode 2: More than a checkbox: Unlocking value and professional growth through compliance training with Jennifer Dowdy of Emtrain 

Compliance training is more than a requirement. Learn how to make more engaging and valuable for your employees' growth and skill development.

Flip the script on how employees perceive compliance training

Legacy systems in learning and employee training (or outdated systems with high-maintenance systems that a company may use) are pretty common. In fact, on average, 31% of an organization’s technology is made up of legacy systems.

While these legacy systems can often seem to offer safer, more comfortable ways of operating — given their familiarity — they can be pretty damaging to organizations and the employees that use them.

In this article, we'll discuss some of the challenges of outdated L&D legacy systems. Plus, we’ll explain why modern tools are a better solution for your business and employee training programs.

Five challenges of legacy learning systems

Legacy systems often rely on traditional classroom-based training or outdated learning platforms. These systems struggle to provide the flexibility and accessibility that modern workforces demand, like:

Mobile learning, microlearning, or in the flow of work content delivery

Access to learning materials outside of scheduled training sessions

Personalized learning paths based on individual needs and preferences

Multimedia content or interactive learning experiences

Older learning systems typically lack sophisticated analytics capabilities, which are crucial for measuring the effectiveness of learning programs and driving continuous improvement.

The ability to track detailed progress and engagement metrics

Tools for measuring the impact of training on job performance or business outcomes

What are the challenges of outdated learning systems and how can modern tools improve employee engagement, productivity, and the overall learning experience?