How AI Is Rewriting Career Growth for Learning Professionals

This article is based on a recent CPD masterclass session at the Digital Learning Institute with expert Claire Meehan.

Artificial Intelligence is no longer just a buzzword, it’s becoming part of the everyday toolkit for learning professionals. For many in L&D, this shift raises a big question: how do we keep our careers future-ready when the roles around us are changing so quickly?

The good news is that AI doesn’t just disrupt it creates opportunities. By rethinking how we approach career development, the skills we prioritise, and the ways we use technology to learn, we can position ourselves to thrive in this new landscape.

Traditionally, careers in learning were mapped around job titles and five-year plans. Today, those pathways are less reliable. Instead, what really matters is the portfolio of skills you build and how adaptable you are in applying them.

Three key shifts are emerging:

• From roles to skills. Careers are no longer defined by fixed titles. The focus is on transferable skills, such as facilitation, data storytelling, or learning analytics. That can open multiple doors.

• From planning to experimentation. Instead of a rigid five-year plan, experiment with short learning sprints. Take on stretch projects, run small pilots, and treat each as a chance to test and learn.

• From individual focus to mutual value. It’s not just about what you want to learn. It’s about aligning with what your organization and industry need. The sweet spot is where personal growth meets business value.

This approach takes away the pressure of predicting the future. Instead of asking “what’s my next title?”, you ask “what skills can I develop that will serve me across multiple futures?”

AI is reshaping the expectations of learning teams. While human skills like facilitation and storytelling remain essential, three big shifts are worth noting:

• One-size-fits-all → Personalised at scale.
  AI tools now allow us to deliver tailored experiences without losing efficiency. That means learning professionals need to grow their skills in prompt design, data handling, and building AI-driven learning pathways.

• Curation → Concierge.
  Rather than handing learners a pre-selected list of resources, we can now equip them with the tools to curate their own learning. This requires L&D to be strong in piloting new technologies, measuring impact, and guiding learners to use AI responsibly.

• Virtual-first → Human-centred.
  Even with AI, demand for live, human experiences is increasing. Skills like facilitation, coaching, and creating immersive workshops are not going away they’re becoming more valuable. AI can support these moments, but it cannot replace them.

AI isn’t just for your learners, it’s a powerful tool for your own development. A simple three-step loop can help you learn any new skill more effectively:

• Plan. Use AI to design personalized learning paths. For example, ask an AI to create a 30-day plan to build confidence in giving feedback, tailored to the time you have available.

• Practice. Role-play conversations, test your knowledge, or simulate scenarios with AI tools. This creates a safe environment to build skills before applying them in the workplace.

• Prove. Bring your new skill into real work situations, then use AI to review, critique, and refine. Feeding real-world experiences back into your learning plan helps you improve faster.

This loop makes learning more practical, adaptive, and embedded in your day-to-day work.

It’s easy to view AI through a lens of fear, the worry of being replaced, or of becoming obsolete. But in reality, AI is amplifying the importance of what makes us human: creativity, empathy, and connection.

As learning professionals, our value is in how we design experiences, coach people, tell stories, and build communities of practice. AI gives us the tools to personalize, scale, and measure but it’s our human skills that give learning meaning.

AI is rewriting the way we think about careers in L&D. The focus is shifting from job titles to skills, from long-term plans to short experiments, and from individual goals to shared value with our organizations.

For L&D professionals, the opportunity is clear: embrace AI as a partner in both your own development and the experiences you design for others. By doing so, you’ll not only future-proof your career you’ll lead the way in shaping the next era of learning.