In the past, organisations have treated learning as a supporting function — necessary, important, but ultimately peripheral to “real” business operations. That’s changed. AI is speeding up product cycles, workflows, and the rate at which skills evolve. In this environment, learning is playing an increasingly central role in helping organisations adapt.
Across the companies I speak with, a common pattern emerges. The challenge is not usually the AI tools themselves. It is the growing gap between how quickly work changes and how slowly many organisations are able to update and distribute knowledge. People struggle to keep up with new processes, new roles, or new product capabilities. AI is influencing how people learn and work, but it has also highlighted how important it is for organisations to maintain current, accessible internal knowledge.
This is where the idea of a “Learning Operating System” began for me. It is not a product category, it’s a mindset — a way of treating knowledge as something that runs continuously in the background, gets updated in real time, and can be easily accessed by everyone.
Why a Learning Operating System Matters
In many enterprises, valuable knowledge sits in silos, inside people’s heads, and leaves when people move on. Traditional models of producing learning — long development cycles, centralised control, and limited update mechanisms — often struggle to keep pace with today’s rate of change. Research on institutional memory shows how easily critical expertise is lost without a deliberate retention strategy.
We are operating in a knowledge-based economy. But institutional knowledge has a short shelf life. In many domains, anything you get off the shelf is already stale and obsolete.
A Learning OS mindset starts with basic but important questions: where knowledge resides within an organisation, who has it, and who else can benefit from it.
In practice, this means enabling subject-matter experts to contribute directly. As I often explain to teams: you know your stuff. The question is whether you can capture it, share it, and make sure it doesn’t leave when you do.
A Learning OS encourages a mindset of continuously creating new knowledge, shifting learning from a slow, waterfall production model to something more distributed and adaptive.
AI as an Amplifier, Not a Replacement
The anxiety around AI is obvious: trainers, instructional designers, frontline staff all wondering about job displacement or whether they can keep up. That’s understandable. But the OECD has noted that AI is more likely to reshape roles than eliminate them.
From what I’ve seen, the most useful role AI plays in learning is as an amplifier. AI lowers the barrier to creating instructionally designed content. It supports the tasks that are repetitive or difficult to scale, while leaving the human parts of the work intact.
One example comes up almost every week: one of the most dreaded things for a teacher is to create multiple-choice questions. It’s the most boring thing that every teacher has ever had to do. But with AI, you can upload a PDF and ask it to create 100 multiple-choice questions based on Bloom’s taxonomy of varying levels of difficulty.
The same applies to feedback. If you have 2,000 students and you run a test with 100 questions, it’s impossible to provide feedback. With AI, you can give every student individualized responses — what they got right, what they got wrong, and where they can find the correct answer.
AI also supports trainers who know their subject well but lack formal instructional design expertise. A co-pilot helps them organize that knowledge — it’s instructional design for lay people.
AI isn’t going to replace trainers and instructional designers, but it is already changing what the job looks like. The nature of the work shifts upstream toward judgement, strategy, and meaning-making.
Understanding AI Anxiety — and the Role of Learnin
The fear surrounding AI is not just about automation. It’s often about identity. When content creation becomes easier or more decentralised, specialists ask where their value lies.
From my conversations with teams, confidence starts to return when people gain hands-on experience with AI. You won’t be beaten by AI itself, but you will absolutely be beaten by the person who knows how to use it.
This is reinforced by recent findings that employees in the creative industry receiving more than 80 hours of structured AI training report almost double the weekly productivity gains of the median worker, while around 40% of employers still provide no formal AI training at all . When people are expected to adapt without the training to do so, anxiety grows—not because AI is replacing them, but because the support they need to use it well is missing.
This helps people place AI in the right context. The teams who are winning with AI aren’t using it to replace people. They’re using it to clear the mundane, automatable tasks so their people can focus on the work only humans can do. Learning plays a major role in this shift. You can’t rebuild trust in AI by talking about it. You rebuild it by actually using it, seeing what it can and can’t do, and understanding where you still matter.
This is also why community is becoming so much more important. What distinguishes you isn’t just what you know. It’s how you bring people together around that knowledge. AI can generate content, but it can’t create belonging.
What Learning Agility means in the Era of AI-Accelerated Word
The knowledge half-life is collapsing. Traditional training cycles can’t keep pace. This is why ideas like learning in the flow of work and Josh Bersin’s analysis are becoming more relevant. Knowledge that is available and updateable at the moment of need tends to be more effective.
And this is where decentralised content creation becomes critical. Subject matter experts won’t be waiting for L&D gatekeepers or IT to build something for them. They’ll create and update content on the fly, exactly when it’s needed.
This is a practical expression of a Learning OS: constantly thinking about where knowledge resides in your organisation, who has it, and who else can benefit from it. Knowledge becomes decentralised, fluid.
AI helps by capturing institutional knowledge, supporting updates, and surfacing information at the right moment. It does not replace human expertise; it preserves and distributes it more effectively.
Learning isn’t a supporting function anymore. It’s infrastructure. The organisations that can update what they know as fast as what they know changes — those are the ones that will stay ahead.
