Skills-Based Learning Approaches

There’s been a lot of talk about making LLM outputs more deterministic – especially surrounding agents. What’s often overlooked in the push for deterministic outputs is the input itself: context. In most enterprise AI systems, “context” is still treated as raw data. But to answer complex, multi-hop questions like “How is engineering project Y tracking against its OKRs?”, agents need a deeper understanding of cross-system relationships, enterprise-specific language, and how work actually gets done. LLMs aren’t built to infer this on their own. They need a machine-readable map of enterprise knowledge – something consumer search systems have long relied on: the knowledge graph. But applying that in the enterprise brings a new set of challenges: the graph must enforce data privacy, reason over small or fragmented datasets without manual review, and do so using scalable algorithms. At Glean, we’ve built a knowledge graph with thousands of edges, recently expanded into a personal graph that captures not just enterprise data, but how individuals work. This foundation sets the stage for personalized, context-aware agents that can anticipate needs, adapt to organizational norms, and guide employees toward their goals, far beyond the limits of chat session history. We break this down in more detail in our latest engineering blog on how knowledge graphs ground enterprise AI and why they’re foundational to the future of agentic reasoning. https://lnkd.in/g-rVJPri

Measuring Success: How Competency-Based Assessments Can Accelerate Your Leadership If it’s you who feels stuck in your career despite putting in the effort. To help you gain measurable progress, one can use competency-based assessments to track skills development over time. 💢Why Competency-Based Assessments Matter: They provide measurable insights into where you stand, which areas you need improvement, and how to create a focused growth plan. This clarity can break through #career stagnation and ensure continuous development. 💡 Key Action Points: ⚜️Take Competency-Based Assessments: Track your skills and performance against defined standards. ⚜️Review Metrics Regularly: Ensure you’re making continuous progress in key areas. ⚜️Act on Feedback: Focus on areas that need development and take actionable steps for growth. 💢Recommended Assessments for Leadership Growth: For leaders looking to transition from Team Leader (TL) to Assistant Manager (AM) roles, here are some assessments that can help: 💥Hogan Leadership Assessment – Measures leadership potential, strengths, and areas for development. 💥Emotional Intelligence (EQ-i 2.0) – Evaluates emotional intelligence, crucial for leadership and collaboration. 💥DISC Personality Assessment – Focuses on behavior and communication styles, helping leaders understand team dynamics and improve collaboration. 💥Gallup CliftonStrengths – Identifies your top strengths and how to leverage them for leadership growth. 💥360-Degree Feedback Assessment – A holistic approach that gathers feedback from peers, managers, and subordinates to give you a well-rounded view of your leadership abilities. By using these tools, leaders can see where they excel and where they need development, providing a clear path toward promotion and career growth. Start tracking your progress with these competency-based assessments and unlock your full potential. #CompetencyAssessment #LeadershipGrowth #CareerDevelopment #LeadershipSkills

Pre-assessment methods help trainers understand trainees' baseline knowledge and skills before starting a training program. Here are various types of pre-assessment methods along with examples for each: 1. Quizzes and Tests Multiple-Choice Questions (MCQs): Assess specific knowledge areas with questions offering several possible answers. Example: "Which of the following is a primary key feature in relational databases?" True/False Questions: Quickly gauge understanding of basic concepts. Example: "True or False: The Earth orbits around the Sun." Short Answer Questions: Require brief, written responses to test knowledge recall. Example: "What is the capital of France?" Essay Questions: Assess deeper understanding and the ability to articulate thoughts. Example: "Explain the impact of globalization on local economies." 2. Surveys and Questionnaires Likert Scale Surveys: Measure attitudes or perceptions with scales (e.g., 1-5, Example: "Rate your confidence in using Microsoft Excel: 1 (Not confident) to 5 (Very confident)." Self-Assessment Surveys: Trainees evaluate their own skills and knowledge. Example: "How would you rate your proficiency in programming languages? (Beginner, Intermediate, Advanced)" Open-Ended Questions: Gain insights into trainees’ thoughts and experiences. Example: "What are your main goals for this training program?" 3. Practical Tasks and Simulations Hands-On Exercises: Assign tasks that mimic real-world scenarios relevant to the training. Example: "Create a simple budget spreadsheet using Microsoft Excel." Role-Playing Scenarios: Simulate situations trainees might encounter. Example: "Role-play a customer service interaction to resolve a complaint." Problem-Solving Activities: Assess critical thinking and problem-solving skills. Example: "Solve this case study on supply chain management challenges." 4. Interviews and Discussions Structured Interviews: Ask standardized questions to each trainee to compare responses. Example: "Describe a time when you successfully managed a team project." Unstructured Interviews: Allow for open-ended conversation to explore trainee experiences. Example: "Tell me about your experience with project management." Focus Group Discussions: Facilitate group discussions to gather diverse perspectives. Example: "Discuss as a group the challenges you face in your current roles." 5. Skill Assessments and Competency Tests Technical Skill Tests: Evaluate specific technical abilities required for the training. Example: "Complete a coding challenge in Python." Competency-Based Assessments: Measure specific competencies related to job roles. Example: "Complete a leadership assessment to evaluate your management skills." #training #trainthetrainer

Competency-based education for the budding professional doesn’t stop at memorizing checklists or theory. It begins in the complex, real-life moments that require both precision and emotional intelligence. Getting the chance to practice being a professional, on-on-one with the task at hand, is where true learning takes shape, especially in healthcare. For example, VRpatients is not just designing simulations. We’re developing immersive opportunities for learners to engage in realistic, daily patient encounters based on real life. Whether it’s calming a distressed individual, obtaining informed consent, or responding to a deteriorating condition, these interactions demand critical thinking and human connection that go beyond memorization. Virtual reality allows students to make mistakes in a safe space, reflect on their decisions, and build confidence through repetition. This isn’t about simply completing a task. It’s about preparing for the unpredictable situations where judgment, timing, and empathy all matter. You could say the same thing for an airline pilot or an electrician. Being placed in professional circumstances frequently is the key to mastering competency. If the goal is to prepare healthcare professionals to be confident, competent, and patient-ready, then training must reflect the reality of care. That begins with creating learning experiences rooted in real conversation, real tension, and real healing. Let’s give our workforce learners a real shot at getting the job, by making them the best they can be on day one. VRpatients #PhysioLogicAI #nursing #nurse #simulation #VR #MR #XR #AI #professional #workforce

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

The Role of Virtual Reality (VR) in Education: A Game-Changer ✓ Explore Ancient Civilizations: Experience history without leaving the classroom—VR brings immersive learning to life! ✓ Medical Training Revolutionised: At Stanford, medical students simulate surgeries in a risk-free environment, enhancing their skills. ✓ Virtual Field Trips: Google Expeditions allows students to visit historical sites and geographical wonders, making learning more engaging. ✓ Interactive Learning with Labster: Virtual labs enable hands-on STEM experiments, boosting understanding and retention of complex concepts. ✓ Transformative Statistics: According to PwC, VR learners train four times faster and are 275% more confident in applying their skills.

Skill maintenance was a topic of hot debate during my time with army special operations. Specifically, how to determine the rate of skill decay and therefore the duration between refresher training to improve the chances of skills being reproducible in the heat of the moment. It’s a near impossible question to answer and will differ from person to person and skill to skill however, there is some science that underpins the principles of refresher training and informs the intervals between practicing the skills to reduce the chance of losing them. Skill classification starts the process. Specifically, determining whether the skills are: Physical vs Cognitive Natural vs Synthetic Closed Loop vs Open Loop Accuracy vs Speed skills Studies show that cognitive, open loop, and accuracy skills, in natural environments, decay faster and should be prioritised for refresher training. Other critical factors that impact the rate of skill decay are: How the information was initially encoded, and Cues present at retreival Paying attention to the detail and structure of training, and learning to retrieve skills in response to a variety of cues that are likely to be present in real world scenarios, dramatically improves retention. No matter how good the initial training however, skills decay over time, with one study demonstrating a 92% drop in performance of a trained skill after 365 days without refresher training. This newsletter takes a deep dive into the theory to help inform the prioritisation of refresher training for critical skills that, for military members and first responders, might make the difference between life and death. #military #training #realitybasedtraining #police #lawenforcement #ambulance #emt #paramedic #firefighter #correctionsofficer

The old playbook for leadership is crumbling.  Leading in the new world of work, means constantly reinventing yourselves. Technology is reshaping how we work faster than ever before. Artificial intelligence, automation, and digital platforms are making traditional career paths disappear. Companies need leaders who can navigate uncertainty, embrace change, and turn disruption into opportunity. The most successful leaders won't be those with the most experience, but those with the greatest ability to learn and adapt. What does it take to be a Future-Fit Leader? Here's an excerpt of concepts from my book: REINVENT 4.0: 8 Traits to Help Leaders Lead Better 1️⃣ Risk-taking Mindset ↳ When AI handles routine tasks, leaders must explore new ground. ↳Brave leaders dare to go where computers can't predict. 2️⃣ Entrepreneurial Thinking ↳AI processes information; humans create meaning. ↳Spotting opportunities is about seeing potential others miss. 3️⃣ Inclusiveness ↳Diverse views prevent AI bias. ↳Real innovation comes from understanding different human experiences. 4️⃣ Noticeable ↳Your human skills are your true power. ↳Where machines calculate, humans inspire and solve creatively. 5️⃣ Vulnerability ↳Trust isn't built by data, but by genuine human connection. ↳Being real matters more than being perfect. 6️⃣ Empathy ↳Feeling and understanding human emotions is something machines can't learn.    ↳ Emotional intelligence is a leader's secret weapon. 7️⃣ Networking ↳ Real connections matter more than digital links. ↳ Strong human relationships drive true innovation. 8️⃣ Trans-disciplinary Learning ↳ Breaking traditional boundaries creates new insights. ↳ Great leaders connect dots across different fields of knowledge. In the age of rapid transformation, your capacity to reinvent yourself is your most valuable leadership skill. ♻️ Share this to help others to be future ready ☎️ Let's have a conversation on how I can help you be ready to lead in the future. Follow Adeline Tiah 謝善嫻 for more content on leadership culture, reinvention and future of work.

The 7 Principles of Mastery (because mastery is your edge in a distracted world.) In a world chasing shortcuts, depth is rare - and that's what makes it powerful. It’s not just about talent. It’s about staying with something long enough to become exceptional. Here are 7 real-world ways to practice mastery, inspired by Robert Greene’s work - and how I’ve seen them play out in business and leadership: 1. Start as an Apprentice ↳ Forget instant success. Start where you are - and commit to learning. ↳ Pick a craft, a skill, a role. Study it. Shadow someone. Practice daily. ✅ Action: Pick one area where you’re still a student. Double your learning time this month. Example: Want to improve at storytelling? Study posts that work. Break them down. Rewrite them. Daily. 2. Focus on One Thing ↳ Multitasking kills momentum. ↳ Mastery comes from sticking with one thread long enough for it to grow roots. ✅ Action: Choose one skill or focus area to deepen over the next 6 months. Example: Choose “sales conversations” or “writing weekly thought leadership” - not both at once. 3. Practice Until It’s in Your Bones ↳ It’s not enough to “know.” You have to embody. ↳ The goal? Skill becomes second nature. ✅ Action: Practice one small task every day until it becomes effortless. Example: Want to be a better speaker? Practice 1-minute riffs every day. No slides. No notes. 4. Use Frustration as Fuel ↳ That stuck feeling? It’s not failure - it’s the edge of your next breakthrough. ✅ Action: When it gets hard, pause… then try a new approach. Example: Rework a stale offer. Try a new format. Seek feedback from someone outside your bubble. 5. Find People Ahead of You ↳ Mentors compress time. ↳ Learn how they think, not just what they do. ✅ Action: Message someone you admire. Ask a thoughtful question, not for a favor. Example: “What’s one mindset shift that helped you improve your writing/speaking/leadership?” 6. Reflect to Sharpen Intuition ↳ Your gut gets smarter the more patterns you see. ↳ Trust grows when you track your experience. ✅ Action: After a project, review what felt natural - and what didn’t. Example: After leading a workshop, reflect: What flowed? Where did energy drop? 7. Play the Long Game ↳ Mastery isn’t loud. ↳ It builds in the background while others chase quick wins. ✅ Action: Set a 3-year vision for your craft. Keep showing up, especially when it’s quiet. Example: Write one post per week. Teach what you’re learning. Stay consistent. Anyone can dabble. Few commit. But those who stay - who go deep instead of wide - create work that lasts. Which principle are you building with right now? 📚 Explore more concepts in my book - The Conscious Choice ♻️ Repost if you believe more people need to hear this. 🔔 Follow Bhavna Toor for more on Conscious Leadership.

With disruption accelerating across industries, many believe that greater specialization will be key to professional success—“learn X to get Y.” But is that enough? While deep expertise is valuable, breadth and adaptability are just as critical. In uncertain environments, companies need talent who can connect the dots, synthesize new information, and pivot quickly—not just at the leadership level, but across the entire organization. These reflections brought me back to David Epstein’s Range, which I recently revisited and thoroughly enjoyed. His book makes a compelling case for how diverse experiences and cross-disciplinary thinking help individuals navigate uncertainty and drive innovation in a variety of domains - from sports and music to science and beyond. This is something we see firsthand at IESE Business School. The most effective professionals aren’t just specialists—they are strategic thinkers with a broad perspective. A general management approach equips them to break silos, adapt across industries, and make high-impact decisions. That’s why we emphasize a holistic, general management perspective that encourages business leaders to think beyond functional expertise and consider the broader impact of their decisions. As industries transform, the companies that thrive are those with teams who see the bigger picture, embrace diverse experiences, and navigate complexity with confidence.