On-the-Job Training Practices

Stop guessing your next move—let a Personal Development Plan guide your progress. A while back, I mentored a professional named Rahul, who felt he was being repeatedly overlooked for promotions. We conducted a competency mapping session and discovered a key gap in his ability to work cross-functionally and lead diverse teams. 🧩 Rather than feeling discouraged, Rahul saw this as an opportunity. We built a Personal Development Plan (PDP) to close those gaps. By enrolling in relevant courses and taking on cross-departmental projects, Rahul not only improved his skills but also earned the promotion he had been aiming for. 👉 What is a Personal Development Plan (PDP)? A PDP is a roadmap for your career growth, detailing the specific skills you need to develop to advance in your role. Here are the Key Sections every PDP should include: 💢Self-Assessment: Identify your current strengths and areas for improvement based on feedback or a competency mapping session. 💢Goal Setting: Set clear, measurable goals for what you want to achieve in your career (e.g., leadership skills, cross-functional collaboration). 💢Action Plan: Outline the steps you’ll take to close the gaps, such as enrolling in courses, seeking mentorship, or participating in projects. 💢Timeline: Assign deadlines to each action item to track your progress and stay on course. 💢Evaluation: Regularly assess your progress through self-reflection or feedback from peers and supervisors. 💡 Key Action Points: ⚜️Use competency mapping to identify specific skill gaps. ⚜️Develop a Personal Development Plan to close those gaps. ⚜️Engage in practical experiences like cross-functional projects or targeted training. Feeling stuck in your career? Start building your personal development plan today and tackle those skill gaps head-on! #CareerDevelopment #SkillGaps #PersonalDevelopmentPlan #LeadershipSkills #CompetencyMapping #ProfessionalGrowth

Prototyping is proven to have the potential to transform the speed, quality & impact of instructional design: can AI finally make prototyping a standard part of our process? For years, studies have shown that rapid prototyping in instructional design: 📊 Significantly shortens development cycles (Gerber & Carroll, 2012) 📊 Improves instructional quality (Daugherty et al., 2007) 📊 Enhances the quality of stakeholder collaboration (Nixon & Lee, 2001) Despite 20+ years of evidence & tools like Balsamiq and Figma, instructional design has remained stuck in waterfall workflows with little if any testing & iteration. The question I've been exploring this week is, will AI prototyping tools change this? In this week's blog post I share what I learned prototyping a recent training design using AI. TLDR: → AI tools like Claude, Vercel & Loveable are finally making rapid prototyping in instructional design practical, fast, and accessible—transforming abstract learning concepts into testable, shareable experiences in minutes → While AI isn’t a silver bullet (it struggles with complex visuals and multi-page journeys), it does a good job of generating realistic, evidence-based scenarios, assessments, and case studies—*provided* the designer brings strong instructional expertise and prompt precision → The future of L&D lies in combining deep pedagogical expertise with AI fluency. Check out my full guide to AI prototyping for L&D, complete with prompts you can try for yourself, using the link in comments. Happy innovating! Phil 👋

My daughter was bored in high school. Here is the model she wished existed. While we debate AI in K through 12, a few operators are building. MacKenzie Price at Alpha Schools is shipping a full school solution. Ulrik Juul Christensen and the team at Area9 Lyceum provides an adaptive learning platform districts, networks, and universities can deploy. The latest Possible podcast episode with Reid Hoffman and Aria Finger explores how this can work at scale. The shift that matters most Teachers focus on coaching, mentorship, and motivation. AI runs in the background, handling pacing, diagnostics, and feedback. That is how we bring more humanity back into the classroom. Life skills we are missing, and why it matters When my daughter was in high school, she and her classmates were asking for real life skills during the school day. Not as electives, as essentials. This can be a game changer for the future workforce and for families. • Personal finance and taxes. Budgeting, credit, fraud prevention, and tax basics. Make this universal and measurable. • Home economics for all. Cooking, nutrition, sewing and repair, household planning, and basic safety. • Communication and public speaking. Rehearsal, structured feedback, presence, and storytelling. Employers still flag this as a top gap. • Media and digital literacy, the Norway model. Norway bakes critical thinking and source evaluation into its LK20 curriculum and uses classroom ready fact checking lessons through Faktisk.no’s Tenk program. Treat this as a core strand in every grade. Why this matters now: models like Alpha compress core academics with AI guided mastery in the morning, then use the afternoon for projects, teamwork, and real coaching. Alpha is the whole school example. Area9 Lyceum is the platform path for existing schools. What stands out • Time shift, better outcomes. Two hours on core academics, then life skills, projects, and teams in the afternoon. • Evidence loop. Adaptive assessments feed individualized plans that change what students do next. • Teacher economics in the open. Pay coaches well. Alpha lists guide roles at 100K per year. • Platform cost today, down tomorrow. Alpha cites a meaningful 10K per student AI platform cost today, with room to decline as the technology matures. • Solution versus platform. Alpha is a complete school model. Area9 Lyceum is a deployable adaptive learning platform used across sectors. What to watch Access and affordability at scale. Independent, multi year results across diverse communities. Robust data governance and age appropriate guardrails. Facilities and zoning. A sustainable path for teacher development as coaches. Grateful to Aria and Reid for putting this conversation on center stage and drawing out the builders doing the work. I will add sources and the podcast link in the comments. Open to thoughtful debate.

Then next frontier of #AI: building adaptive expert systems that learn and evolve. Adaptative AI goes beyond Static AI: While large language models (LLMs) are impressive, they currently lack the ability to autonomously learn and evolve over time. Adaptive Expert Systems are AI-driven “teachers” that not only answer questions but continually acquire new knowledge and evolve. Core Components: - Retrieval-Augmented Generation (RAG): Enhances AI’s ability to pull accurate information from up-to-date sources, critical for specialized fields. - Active Learning: By analyzing user questions, adaptive systems focus on relevant knowledge gaps. - Automated Data Collection: Enables AI to autonomously gather new information to fill identified knowledge gaps. - Self-Tuning: Fine-tuning itself, an adaptive AI maintains expertise without overfitting, akin to a professor updating knowledge for their students. Real-World Examples: There are many projects but the most known projects are AutoGPT, Anthropic’s Claude, BlenderBot 3, and Squirrel AI are paving the way with features like autonomous data collection and feedback-based learning. Challenges & Ethics: Ensuring data quality, avoiding model drift, and maintaining ethical safeguards are vital as AI systems become more autonomous. Adaptive expert systems represent the next frontier in AI – interactive, ever-evolving “professors” that not only teach but learn from their interactions. As AI technology grows alongside human understanding, industries like education, healthcare, and business intelligence could transform through real-time, continuously updated insights. https://lnkd.in/ex-cbVMM

Training and coaching programmes in many workplaces are often seen as one-size-fits-all solutions. Its time for that to change, especially when it comes to leadership development. Too often, learning and development initiatives are decided without involving the people who are not actually taking part in them. Organizations make huge investment into programmes, without effective research into people's needs. They don't ask people what they want or need. They presume everyone's needs are the same. There are times where this might be ok....specific technical skills for example or simple standard work practices. But leadership development requires a different approach. To be honest, I used to deliver one-day trainings on leadership skills here and there. But I never felt good about it. I felt like I wasn't adding real value to anyone. I knew most people were likely to forget everything they learned. It seems like such a waste of time and money. Now, I largely provide a blend of training and coaching programmes. They include an assessment of participant needs. They have a measure of individual development over time. Each person's coaching programme is tailored to what they need. I communicate with my programme participant's managers, to support the continuation of coaching long after their initial coaching programme ends. I always think I can do better so I gather feedback from every participant and improve my programmes all the time. These are the best practices guidelines I follow and teach: 1️⃣ Assess participant needs and customize programmes 2️⃣ Clarify the measures of effectiveness that will be used. 3️⃣ Personalize learning paths- this is possible through blending training with 1:1 coaching programmes 4️⃣ Foster a culture of continuous learning where coaching and training is part of what people regularly give and receive. Ensure all managers have effective coaching skills 5️⃣ Evaluate and adjust all training and coaching programmes. Make improvements based on feedback and measures. ❓What else would you add to ensure training and coaching programmes are highly effective? #learninganddevelopment #employeedevelopment #leadershipdevelopment #traininganddevelopment #training #learning #coaching

AI can give you answers. But your friend explaining it over chai will help you remember. We’re all talking about ChatGPT replacing teachers. But the most powerful learning I’ve seen lately? Came from a student teaching his friends at 11 PM. No AI. No slides. No script. Just passion, real understanding, and a bit of humour. It was raw. It was engaging. And honestly? It worked better than most lectures I’ve attended. 🤖 ChatGPT can explain a concept. But it can’t laugh with you when you don’t get it. It can’t find your language to help you understand. It can’t stay back after class and say, “let’s go over it again.” That’s why I believe peer-led learning is the next quiet revolution in education. Here’s what happens when students teach each other: ✅ They simplify- because they have to understand first ✅ They build trust- learning feels less intimidating ✅ They remember- because teaching is the best form of learning AI is amazing. But community-based learning is timeless. 🗣 If we want education to evolve, it’s not just about tech. It’s about trust. It’s about students becoming leaders of learning. So tell me: What’s more powerful in your experience: a machine with perfect answers? Or a classmate who makes you feel like you can figure it out together? Let’s talk about it :) #peerlearning #educationinnovation #studentledlearning #futureofeducation #jaipurians #jaipur #pinkcity #drprabhatpankaj

Your to-do list is lying to you I've seen leaders complete every task and still watch their companies stall. A Series A founder I coached showed me his productivity dashboard with pride: "Peter, look at this. 94% completion rate. 14-hour days. Yet we're stuck at $5.2M and I haven't slept through the night in months." His system was immaculate: ↳ Notion workspace organized by OKRs ↳ Calendar optimized to the minute ↳ Zero inbox maintained religiously ↳ Daily metrics tracked in real-time By conventional standards, he was winning. But in reality? His creative thinking had vanished. Strategic initiatives were stagnant. His best executives were quietly updating their LinkedIn profiles. The truth is uncomfortable: Productivity isn't progress. Busyness isn't business. Activity isn't achievement. The Productivity Paradox works like this: 1. The False Efficiency Cycle ↳ More efficiency → more tasks ↳ More tasks → fragmented attention ↳ Fragmented attention → shallow decisions ↳ Shallow decisions → misaligned effort 2. The Measurement Trap ↳ We count completions, not contributions ↳ We track hours, not impact ↳ We celebrate speed, not direction → We optimize for what's visible, not what's valuable 3. The Strategic Reversal ↳ Deliberately incomplete: Leave space for deep thinking ↳ Scheduled disconnection: Two hours daily without digital interruption ↳ Ruthless elimination: Remove one recurring meeting weekly ↳ Recovery blocks: 20-minute breaks between high-stakes decisions to prevent burnout ↳ Outcome obsession: Ask "Does this move us toward our core metric?" When my client implemented these principles: ↳ Weekly commitments dropped from 63 to 27 ↳ Deep work sessions increased from 2 to 8 hours weekly ↳ Strategic conversations replaced status updates The results after one quarter? ↳ Revenue growth unblocked (18% increase) ↳ Team attrition stopped completely ↳ Burnout symptoms reversed ↳ His words: "I finally feel like a CEO, not a task manager" Real progress isn't measured in checkmarks. It's measured in meaningful advancement toward what truly matters. Which meaningless productivity metric are you sacrificing your wellbeing for this week?

Want more productive workshops? Try stopping them sooner. Workshops often lock people in a room for two or three hours and expect them to do their best thinking on demand. Do we really have to hold people hostage to be productive? Lately, I’ve been using a technique I call "Echo Sessions." Instead of forcing deep work to happen in real time, we kickstart an activity, get clarity, but then stop just as people are getting into it. That pause is intentional. It’s based on the same principle as the Pomodoro technique—when you leave something unfinished while still feeling engaged, you'll find it easy to return to it later and give it space to percolate. Instead of dragging out a long workshop, I schedule an Echo Session later—often in the same day—where everyone brings their independent or small group work back for discussion, iteration, and action. Why does this work? ✅ Encourages Deep Work – People get time to think, research, or create in their own way, rather than being forced into artificial collaboration. ✅ Optimizes Meeting Time – Workshops should be for shared understanding, decision-making, and iteration—not for quiet focus time. ✅ Respects Different Work Styles – Some need time to walk and think. Others need to sketch. Some want to research or tap into AI. Echo Sessions give people time and space to work in the way that’s best for them. ✅ Creates Natural Momentum – Stopping at a high-energy moment makes people want to continue later, giving them space to create, rather than leaving them drained from a marathon session. ✅ Reduces Calendar Lockdowns – Instead of monopolizing hours at a time, work is distributed more effectively and meetings are only used when necessary. Most importantly, this approach treats participants like adults. It gives them flexibility and agency while ensuring that meetings serve a clear, valuable purpose. We don’t need long workshops. We need better workshops. Curious—how do you approach workshop fatigue? Would this work in your team?

A job searcher wanted to transition into a high-impact data role. However, they faced a clear gap between their current skill set and the industry requirements. While they had foundational knowledge, they struggled with: - Structuring their learning, - Managing their time efficiently, - And aligning their skill development with real-world expectations. They needed a clear and actionable roadmap to bridge the gap between their existing knowledge and their career aspirations. The key challenges included: ⭕ Lack of a structured approach to developing essential meta and technical skills. ⭕ Inefficient time, energy, and emotional management, leading to inconsistent progress. ⭕ Basic SQL knowledge that needed to be advanced to handle industry-level data tasks. ⭕ Uncertainty about how to build and showcase industry-relevant projects. We implemented a 𝗠𝗲𝘁𝗮 𝗦𝗸𝗶𝗹𝗹𝘀 𝗮𝗻𝗱 𝗧𝗲𝗰𝗵 𝗦𝗸𝗶𝗹𝗹𝘀 𝗥𝗼𝗮𝗱𝗺𝗮𝗽 𝘁𝗮𝗶𝗹𝗼𝗿𝗲𝗱 𝘁𝗼 𝘁𝗵𝗲 𝗰𝗹𝗶𝗲𝗻𝘁’𝘀 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗻𝗲𝗲𝗱𝘀 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗹𝗲𝘃𝗲𝗹: 1) Meta skills roadmap - Focused on time, energy, and emotional management to improve consistency and productivity. - Established daily habits for structured learning and self-discipline. - Set up a progress tracking system to measure growth and make necessary adjustments. 2) Tech skills roadmap (if the client had extensive experience, we skipped foundational steps): - Advanced SQL development: Structured learning plan to move from intermediate to advanced proficiency. - Project-based learning: Focused on building projects aligned with real-world scenarios. - Industry-level exposure: Integrated collaboration with tech leads, stakeholders, and project managers. 3) Building industry-ready projects - Developed industry-level projects showcasing problem-solving skills. - Engaged in paid freelancing to gain real-world experience. - Collaborated with a tech lead, stakeholders, and a project manager to simulate real job conditions. Key Takeaways: -> Having a roadmap makes it easier to stay focused and track progress. -> Managing time and energy is just as important as technical skills. -> Daily habits lead to long-term success. -> Real-world projects help build confidence and credibility. -> Working with a team improves collaboration and problem-solving skills. By following a structured Meta and Tech Skills Roadmap, The job searcher effectively bridged the skill gap and positioned themselves for high-value career opportunities. Follow Jaret André to learn how to land the job you will love.

𝗪𝗵𝗮𝘁 𝘄𝗼𝗿𝗸𝗲𝗱 𝗶𝗻 𝟮𝟬𝟭𝟱 𝘄𝗼𝗻’𝘁 𝗰𝘂𝘁 𝗶𝘁 𝗶𝗻 𝟮𝟬𝟮𝟱. I recently came across a blog that stated it outright: leadership training needs a reset. And I couldn’t agree more. Yet many organisations are still running leadership development like an assembly line: →Same workshops.  →Same frameworks.  →Same buzzwords. But leadership today is anything but standardised.  It’s unpredictable. Emotional. High stakes. Leader A is managing a team that’s just been through a restructuring. Leader B is outwardly confident but privately battling imposter syndrome. Leader C knows the business but can’t seem to influence the C-suite table. And all three are put into the same generic training? That’s not development. That’s a checkbox exercise. I've been inside those rooms, as a corporate leader and now as an executive coach. And I’ll tell you this: 𝗦𝗲𝗻𝗶𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝗺𝗼𝗿𝗲 𝘀𝗹𝗶𝗱𝗲𝘀. 𝗧𝗵𝗲𝘆 𝗻𝗲𝗲𝗱 𝘀𝗽𝗮𝗰𝗲, 𝗽𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲, 𝗮𝗻𝗱 𝗽𝗿𝗲𝗰𝗶𝘀𝗶𝗼𝗻. 𝘛𝘩𝘢𝘵’𝘴 𝘸𝘩𝘦𝘳𝘦 𝘱𝘦𝘳𝘴𝘰𝘯𝘢𝘭𝘪𝘴𝘦𝘥 𝘤𝘰𝘢𝘤𝘩𝘪𝘯𝘨 𝘤𝘰𝘮𝘦𝘴 𝘪𝘯. 𝘐𝘵 𝘪𝘴𝘯’𝘵 𝘢𝘣𝘰𝘶𝘵 𝘵𝘦𝘭𝘭𝘪𝘯𝘨 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘩𝘢𝘵 𝘵𝘰 𝘥𝘰. 𝘐𝘵’𝘴 𝘢𝘣𝘰𝘶𝘵 𝘩𝘦𝘭𝘱𝘪𝘯𝘨 𝘵𝘩𝘦𝘮 𝘥𝘪𝘴𝘤𝘰𝘷𝘦𝘳 𝘩𝘰𝘸 𝘵𝘩𝘦𝘺 𝘭𝘦𝘢𝘥 𝘣𝘦𝘴𝘵, 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘵𝘢𝘪𝘭𝘰𝘳𝘦𝘥, 𝘳𝘦𝘢𝘭-𝘵𝘪𝘮𝘦 𝘴𝘶𝘱𝘱𝘰𝘳𝘵. In a world where complexity is constant, personalised coaching is no longer a luxury. It is your competitive edge. So, before you enrol your leaders in yet another group training, ask: Is it designed for ease or for real impact? If this message resonates, DM me 'COACH.' Let’s discuss what tailored leadership development could look like for you or your team. Image credits: MARG #ModernLeadership #ExecutiveCoaching #LeadershipDevelopment #PersonalisedGrowth #FutureOfWork #TailoredLeadership #LeadWithImpact #empoweryouredge #smitadasjain #smitadjain