Title: How to Build AI-Powered Learning Pathways Resource URL: https://www.youtube.com/watch?v=-OYWs9I57Kw Publication Date: 2025-06-24 Format Type: Video Reading Time: 48 minutes Contributors: Christopher Rainey;Dina Yorke; Source: HR Leaders - Shaping The Future Of Work (YouTube) Keywords: [AI-Powered Learning, Skills Transformation, Open Talent Marketplace, Personalized Learning Pathways, Psychological Safety] Job Profiles: Digital Strategist;Chief Human Resources Officer (CHRO);Learning and Development Specialist;Training and Development Manager;Chief Executive Officer (CEO); Synopsis: In this video, Schneider Electric’s VP of Learning Excellence Dina Yorke and HR Leaders CEO Christopher Rainey explore AI-powered learning pathways. They emphasize foundational human skills, structured listening tours, open talent marketplaces, and AI copilots to personalize and scale learning. Takeaways: [Foundational skills like critical thinking and communication remain valuable across roles, industries, and eras, regardless of how jobs evolve., Organizations must stop hoarding talent and instead adopt a culture of talent sharing to build agility, innovation, and employee satisfaction., AI can drastically reduce learning content development cycles and enable faster, more responsive workforce upskilling., Social and community-based learning models increase participation and impact by leveraging peer validation and collaborative insights., Learning initiatives should be branded and marketed internally like products to capture attention in a content-saturated environment.] Summary: In this video discussion, Dina Yorke recounts her unconventional career path—from aspiring veterinarian to certified public accountant, finance partner, human resources lead, diversity and inclusion strategist, and finally, head of learning excellence at a global energy firm. She credits each pivot to a combination of transferable human skills—critical thinking, communication, problem solving—and supportive champions who encouraged calculated risk-taking. Anecdotes such as her father’s influence to pursue business instead of biology, her husband’s encouragement to apply for stretch roles, and tales of navigating a tile showroom illustrate how transferable skills and humility can open unforeseen opportunities. The conversation then turns to how businesses can embed skills as the red thread through every talent process. By conducting an initial listening tour, the learning lead broke down silos and surfaced expertise across continents. She describes launching an open talent marketplace that connects employees with cross-functional projects, mentors, and digital badges, boosting engagement and internal mobility. A concrete example shows how teams leverage a digital marketing expert to create branded learning campaigns that cut through digital fatigue and drive participation. Looking ahead, artificial intelligence emerges as a catalyst for personalized learning. The learning organization has integrated a proprietary AI co-pilot, trained on tens of thousands of hours of branded and partner content, to generate customized learning pathways in minutes. It uses participant profile data, context-setting questions, and language preferences to deliver video, audio, or text modules, with real-time feedback loops. This AI-enabled approach promises to reduce content production cycles from months to weeks and ensure materials remain fresh and relevant. The session closes with practical advice: challenge self-imposed barriers, seek discomfort as a growth driver, assemble trusted sounding boards, and embrace the psychological safety required to ask and answer tough questions. Leaders should cultivate environments where sponsors champion stretch opportunities, colleagues share talent rather than hoard it, and failure is reframed as a rapid learning cycle. Content: ## Introduction The Vice President of Learning Excellence at a global energy firm reflects on how career paths evolve and underscores the importance of foundational human skills. ### The Value of Foundational Skills Upon graduation, the jobs held today did not exist, yet critical thinking, communication, and problem solving remain indispensable. Encouraging her university-aged daughters to cultivate these core competencies affords them adaptability in any chosen field. ## A Journey Through Diverse Roles ### From Biology Aspirations to Corporate Finance As a teenager, she dreamed of veterinary medicine, only to discover a distaste for blood. Persuaded by her father to pursue business, she reluctantly majored in accounting, spent seven years as a certified public accountant in the United Kingdom, and then transitioned into finance leadership roles. ### Expanding Horizons in Human Resources and Diversity Invited to manage both finance and human resources, she embraced the challenge, gaining exposure to legal matters, operations, diversity and inclusion, and eventually learning strategy. Each new assignment required boldness and mentors who championed her emergence in unfamiliar domains. ## Leveraging Transferable Skills Her early consulting-style engagements honed influencing and advising abilities that later enabled her to align stakeholders around large-scale skills transformations, demonstrating that seemingly narrow functions can impart broad capabilities. ## Embracing Calculated Risks Reluctance to apply for a hybrid finance–human resources role almost cost her an 18-year tenure. With encouragement from her spouse and sponsors, she learned to dismantle self-imposed barriers, seize stretch assignments, and choose leaders and teams that foster growth. ## Leading a Cross-Functional Learning Team Upon assuming her current role, she prioritized psychological safety. Inviting the team to question her credentials on day one signaled humility and collaboration. Over an initial three-month listening tour, she gathered regional insights before proposing improvements, ensuring ideas matured organically. ## Embedding Skills as the Organization’s Red Thread A top priority is to integrate skills data from recruitment through performance and, potentially, compensation. Strong executive buy-in cemented this initiative, prompting the selection of agile, open digital platforms that can adapt alongside emerging business needs. ## Launching an Open Talent Marketplace The company introduced an internal marketplace for project gigs, mentorship, and cross-functional collaboration. Employees gain exposure to different cultures and roles without leaving their primary positions, replicating the variety once achieved only by changing employers or geographies. ## AI-Powered Personalized Learning Pathways Recognizing diverse learning preferences, the team offers micro- and deep-dive modules, curated learning paths, and algorithmic recommendations. They integrated an AI co-pilot—trained on 50,000 hours of proprietary, partner, and client content—to generate individualized pathways in minutes, support multiple languages, and provide real-time feedback. ## Fostering Digital Engagement Introducing a digital marketing specialist cultivated branded communications for learning campaigns. Tailoring content to moments that matter in the employee lifecycle combats digital fatigue and boosts participation and knowledge retention. ## Parting Advice Don’t erect internal barriers: apply for roles that induce a mild ‘pit in the stomach’ feeling, as that discomfort signals growth potential. Assemble a trusted sounding board, seek mentors and sponsors, and reframe failure as a fast-track learning opportunity, thereby winning permission to innovate and learn at speed.