You in 2042 ... The Future of Work

Chris Dyer, a workplace strategist, examines how organizations can thrive amid rapid technological change. He discusses the need for clear goals, continuous learning, and workforce adaptability to ensure AI and automation enhance productivity rather than create barriers. Chris shares practical insights on how leaders and employees can embrace new technologies, stay relevant, and foster a culture of growth in an evolving digital landscape. Explore how workplace culture and technology shape the future of work. Gain actionable strategies to adapt, lead, and thrive. Connect with Chris Dyer on LinkedIn [https://www.linkedin.com/in/chrisdyer7/] and learn more at ChrisDyer.com [http://ChrisDyer.com]. Show Notes [00:26] Introduction to Chris Dyer Chris Dyer, a retired CEO and leadership speaker, shares his expertise in workplace culture and how to make work more engaging while preparing for the future. [01:05] The Acceleration of Change Chris Dyer explains how technological cycles are becoming shorter, accelerating the pace of change in the workplace. While previous generations experienced one major shift in their lifetime, today's workforce navigates multiple transformations, from the rise of the internet to AI and the Internet of Things. He emphasizes the need for adaptability, urging leaders to embrace change rather than resist it. [03:06] The Cultural Impact of Rapid Change He discusses how the fast pace of change could disrupt societal and workplace culture. Without shared beliefs or a common language, organizations risk losing their foundational identity. He illustrates this with a personal anecdote, questioning whether future generations will even need to learn how to drive as autonomous technology advances. This shift, he warns, could redefine not just work but fundamental aspects of human experience. [04:40] The Workplace Challenge of Keeping Up with Change Chris Dyer highlights the growing gap between institutional knowledge and technological fluency. He compares it to the frustration of teaching older generations how to use new devices, warning that employees who struggle to adapt may become a burden rather than an asset. To bridge this divide, he predicts a resurgence in workplace training, where companies must take an active role in educating employees on emerging technologies like AI to maintain efficiency and competitiveness. [07:07] The Key to Future-Proofing the Workforce He emphasizes that companies must first clarify what they want to achieve with new technologies and why it's important before getting caught up in the how. Many organizations struggle with implementation details instead of focusing on clear objectives, automation priorities, and employee benefits. He points out that simply introducing AI or software without explanation leads to confusion and missed opportunities. To succeed, companies must ensure employees understand the purpose of new tools, provide proper training, and secure buy-in to drive meaningful adoption. [09:00] How Individuals Can Stay Future-Ready Chris Dyer encourages individuals to take initiative in learning about AI and emerging technologies. With many free resources available, employees at any skill level can start building their understanding. He emphasizes that you don’t need to be an expert in the technical details, but having enough knowledge to explain the why and what’s possible will make you a valuable asset in the workplace. Rather than fearing AI, employees should embrace it as a tool that simplifies tasks—not something that requires coding expertise. Danielle Wallace reinforces that developing basic skills ensures individuals stay relevant amid constant change [10:30] Where to Connect with Chris Dyer To learn more about Chris Dyer, he is active on TikTok [https://www.tiktok.com/@chrisdyer.com], and LinkedIn [https://www.linkedin.com/in/chrisdyer7/]. For more in-depth content, he recommends visiting his website, ⁠ChrisDyer.com⁠ [http://chrisdyer.com/], where he shares blog articles and other resources.

Lisa Taylor, Founder and CEO of Challenge Factory, reveals how longevity, identity, and overlooked demographics are transforming the future of work. She challenges the “skills-first” mindset and makes the case for career development as a core strategy, not a reactive fix. Get practical insights on rethinking career paths, navigating transitions with purpose, and preparing your workforce for what’s next. Connect with Lisa at challengefactory.ca [https://challengefactory.ca/]or on LinkedIn [https://www.linkedin.com/in/authorlisataylor/]. Show Notes [0:27] Introducing Lisa Taylor Lisa Taylor is the Founder and CEO of Challenge Factory, a Canada-based research and consultancy firm focused on career development and the future of work. A proud Torontonian, devoted mom and wife, Lisa also happens to be a passionate baseball fan. [1:04] Predictable Patterns in Workforce RevolutionsLisa explains that while the future is hard to predict in exact terms, revolutions—like those shaping the workforce—tend to follow repeatable phases: emergence, coalescence, and catalyst. She highlights how we’re seeing this unfold with generative AI and workplace transformation, noting that those who understand these cycles can better anticipate what’s next. [3:00] The Overlooked Disruptor: Demographics While technology dominates the conversation, Lisa urges a shift in focus toward people. She emphasizes that intergenerational dynamics and demographic changes are more disruptive to the workforce right now than tech, reminding us that the true future of work lies in human effort. [3:50] Rethinking Work in the Age of Longevity Lisa spotlights a powerful yet under-discussed trend: the impact of increased life expectancy on the workforce. While people are now living and working 20 years longer than previous generations, most workplace systems are still built on outdated models. “We’ve added twenty extra years of life and productivity,” she notes, but talent programs and retirement expectations haven’t kept up, contributing to labor shortages and missed opportunities for experienced talent. [6:05] Career Development as a Missing LinkLisa highlights career development as a vital yet often overlooked pillar of the future of work, distinct from HR or education. Rooted in identity, labor market shifts, and lifelong learning, it's a proactive field in countries like Finland and Singapore. In contrast, Canada still relies on a “fail-first” model. Lisa urges a cultural shift toward career literacy, helping people align who they are with a changing world—before they feel like they’ve “run out of time.” [10:23] The Risk of a "Skills-First" Approach Lisa explains why focusing only on in-demand skills often falls short—people may get jobs, but don’t stay if the roles don’t align with their identity or purpose. She calls for stronger career literacy and agency so workers can navigate transitions more purposefully. Lisa also highlights that Canada has 40,000–60,000 certified career development professionals—about as many as pharmacists—who remain underused. Her call: shift from reactive training to proactive, human-centered career development. [16:13] Real Career Conversations Start with Managers Lisa emphasizes that career development is different from performance management—it’s ongoing, not just annual. She shares research showing that managers often avoid career talks due to three fears: Pandora’s Box (opening tough topics), Time Warp (conversations dragging on), and Imposter Syndrome (feeling unqualified). Her solution? Equip managers with practical tools—like the Retain and Gain playbooks—and encourage authentic, future-focused conversations. [19:53] Stay Connected with Lisa Follow Lisa Taylor on LinkedIn at @authorlisataylor for weekly insights on the evolving world of work. You can also explore her practical resources, including career development playbooks, at challengefactory.ca, and don’t forget to sign up for the Wednesday newsletter for fresh tools, trends, and thought starters.

Mike Vaughan, CEO of The Regis Company and Editor-in-Chief of The Thinking Effect, shares bold insights on the future of L&D in an AI-powered world. From accelerating course development to validating real-world skills, Mike unpacks what it takes to stay ahead. He emphasizes the need for L&D leaders to move beyond passive learning and adopt smarter, more human-centered strategies. If you're rethinking how to drive relevance, speed, and quality in your learning programs—this one's for you. Tune in for insights and connect with Mike on LinkedIn [https://www.linkedin.com/in/michaelsvaughan/] and at theregiscompany.com. Show Notes: [0:27] Introducing Mike Vaughan Mike Vaughan is the Editor-in-Chief of The Thinking Effect, a platform focused on AI’s impact on upskilling and reskilling, and CEO of The Regis Company, which develops AI-driven technologies for skills practice, learning, and validation. [1:10] The Future of Workforce Learning Mike discusses the shift towards personalized learning, focusing on skills validation and data-driven decision-making. Organizations investing in data strategies will better understand how to allocate resources, upskill, and reskill employees more effectively. Skills validation powered by data will grow in importance. [2:32] The Evolution of Learning Technologies Mike predicts that AI will replace knowledge-based learning tools like eLearning and knowledge management, leading L&D professionals to focus on developing higher-order skills such as decision-making and problem-solving. Future learning will emphasize simulations and skills practice, where learners get immediate feedback. [03:53] The Need for Skills Validation in L&D Mike stresses that businesses will demand proof of employees' skills in action, pushing L&D to provide better data-driven insights. Traditional metrics fall short, but evolving learning technologies can address this gap by integrating talent management and skills validation systems for a more comprehensive view. [5:37] Navigating AI Trends and Pitfalls Mike highlights the opportunity and challenge that AI presents for L&D. With an overwhelming influx of tools, he warns that waiting too long to adopt AI may leave companies unprepared. Leaders must leverage AI for task automation, enhancing learner engagement, and improving talent selection and skills validation. [7:28] Strategic AI Adoption Mike urges L&D professionals to proactively integrate AI into their processes, using it to automate tasks, speed up course development, and enhance learning experiences. The goal should be efficiency and engagement, not just more content. [8:10] Quality Over Speed Mike warns against rushing AI-driven training without improving quality, as there’s already too much low-quality content. Continuing this trend could render some L&D roles obsolete. [9:00] Prioritizing Speed and Relevance Mike emphasizes that L&D must respond faster to business needs, with a focus on efficiency without sacrificing quality. AI can streamline processes, but high-impact learning aligned with business goals remains the priority. [10:15] How to Connect with Mike Vaughan Mike Vaughan is with The Regis Company, which focuses on AI-driven, human-centered learning solutions. He invites those interested in upskilling, reskilling, and the future of AI in L&D to explore The Thinking Effect, which is launching soon.

George Hanshaw, Director of eLearning Operations, shares his vision for a future where learning is integrated, engaging, and never boring. He talks about embracing AI, building a culture of experimentation, and why learning and development is the best place to spark organizational transformation. For George, it’s all about starting small, iterating fast, and leading with a people-first mindset. Discover how AI-driven support and cultural architecture can drive meaningful change in organizations. Tune in for practical strategies and connect with George at hanshawshorizon.com [https://www.hanshawshorizon.com/] or on LinkedIn [https://www.linkedin.com/in/ghanshaw/]. Show Notes: [0:25] Introducing George Hanshaw George Hanshaw, an innovative creator and thought leader, is on a mission to eliminate boring learning. Known for his bold, action-first mindset, he brings energy and purpose to reimagining how we design impactful learning experiences. [1:02] The Future of Integrated Learning George Hanshaw imagines a future where "the world gets really blurred" between work and training. He sees tools like augmented reality delivering just-in-time learning, eliminating the need to “clock in on a training number.” Instead, training becomes embedded in daily tasks, enhancing spatial awareness and enabling real-time skill application. As George puts it, “Somebody along the line decided learning was boring—when it’s not supposed to be that way.” [4:00] AI Course Assistants and the Human Touch George Hanshaw shares how his institution integrated AI course assistants—named “Spark”—into every course, offering students 24/7 support without replacing human instructors. Designed with Socratic-style prompts, Spark encourages back-and-forth conversations to boost understanding, clarify assignments, and enhance motivation. As George explains, this approach is “radically student-centred” and helps maintain, rather than diminish, the human connection in learning. [6:00] Start Small, Build Smart George Hanshaw encourages a progressive approach to using AI in learning: “Start—just start somewhere—and then iterate outward in concentric circles.” He highlights the impact of using AI assistants for active learning, which led to a 20% increase in student performance. From course support to professor tools and hands-on practice, his method proves that small beginnings can lead to transformative results. [7:30] Shifting Culture for AI Integration George points out that embracing AI requires more than just new tools—it demands a cultural shift. Rather than focusing solely on technology, he urges organizations to prioritize integration with a people-first approach. He highlights the importance of appointing a “cultural architect”—someone dedicated to designing the kind of workplace where innovation, learning, and AI-driven support can succeed. [09:40] L&D as a Starting Point for TransformationGeorge highlights Learning & Development as a powerful lever for cultural change, given its reach across all departments. He urges teams to “get comfortable with being uncomfortable,” and view experimentation as a pathway to growth. The message is clear: start small, iterate often, and use L&D to drive the mindset shift needed for the future of work. [12:40] Evolving L&D’s Role in the BusinessWhen aligned with business outcomes, L&D can transform from a support function into a strategic partner. George emphasizes that by piloting initiatives and learning from what works—and what doesn’t—L&D becomes more than a trainer. It becomes a collaborator, a problem-solver, and a vital force in shaping future-ready organizations. [13:18] Follow George Hanshaw You can follow George Hanshaw on LinkedIn, where he actively shares insights on learning, innovation, and organizational transformation. To dive deeper into his work, visit hanshawshorizon.com. George also invites fellow educators and professionals to connect via email at ghanshaw@lpu.edu.

Paul Schneider, Head of Product Marketing at Dominknow, explores the evolving role of AI in learning technologies. He highlights its potential to enhance training, personalize learning, and analyze data for better decision-making. Paul shares insights on maintaining control, developing AI policies, and leveraging AI tools effectively—without waiting for new platforms. Discover how AI and human-centric solutions are shaping the future of work. Learn practical strategies to stay ahead in an evolving landscape. Tune in for insights and connect with Paul at Dominknow.com [https://www.dominknow.com/]. [0:26] Introducing Paul Schneider Paul Schneider, an instructional design expert, shares his journey from earning his doctorate in the ’90s to working in learning technologies. With experience in business and vendor-side operations, he provides insights into the industry’s evolution. [1:03] The Cyclical Nature of Learning Technologies Paul highlights two key observations: learning technologies constantly change, yet trends often repeat. He reflects on how past training methods, once delivered on physical media, have evolved and resurfaced in new digital formats. Learning approaches are shaped by both technology and audience needs. [2:12] The Role of AI in eLearning AI is transforming eLearning in two major ways: it accelerates content creation, making development faster and more accessible, and it enables data-driven personalization for adaptive learning. Paul discusses AI’s potential to enhance accessibility, automate tasks, and create more realistic training experiences. [4:57] Navigating Technology Trends and Pitfalls Paul advises against adopting new technology just because it’s trendy. He emphasizes the importance of aligning AI with business needs, protecting intellectual property from data privacy risks, and verifying AI-generated content to prevent misinformation. Strategic adoption is key. [08:01] Preparing for the Future of L&D Unlike previous shifts like PowerPoint-based eLearning, AI affects entire organizations. Paul stresses the need for clear policies to mitigate risks related to data security, compliance, and intellectual property. As regulations evolve, businesses must stay proactive. [09:47] Key Focus for Learning Technologies The core purpose of training is to improve employee performance and efficiency. Paul urges organizations to focus on AI’s impact on learning outcomes rather than chasing the latest tools. Instead of waiting for AI features in specific platforms, companies can leverage existing AI tools to enhance scenarios, accessibility, and training strategies. [12:33] AI’s Role in Data Analysis & Personalization AI personalizes learning by analyzing training data and recommending skill advancements based on user behavior. Paul highlights AI’s ability to process large datasets, measure ROI, and integrate training insights with business metrics, such as safety and performance tracking. Rather than fearing data overload, organizations should use AI to extract valuable insights and drive measurable change. [15:51] How to Connect with Paul Schneider Paul Schneider works at DominKnow, a cloud-based provider of off-the-shelf authoring tools for eLearning and instructor-led training. He encourages anyone interested in content creation, management, and maintenance to reach out.