On ships, in hotels, in boardrooms—I’ve seen learning evolve. But this… feels different.

AI Won’t Replace L&D Leaders—But L&D Leaders Using AI Might.

Every L&D leader I know is asking the same question:

 “Should we be using ChatGPT in Learning & Development?”

From my years of leading L&D across cruise ships and luxury hotels, here’s what I’ve realized—AI isn’t here to replace us. It’s here to extend us.

Here’s how I see it working in real life:

🔹 It saves time, not thinking.

 ChatGPT can draft training outlines, role plays, or FAQs in minutes. But it can’t replace the empathy, judgment, or storytelling that makes learning stick.

🔹 It helps personalize at scale.

 Onboard, I’ve trained teams from 70+ nationalities. Imagine instantly creating learning content that feels local, relevant, and role-specific. AI can make this possible.

🔹 It supports leaders in the moment.

 Sometimes managers need quick guidance—“How do I give feedback?” “How do I handle this situation?” ChatGPT can be that instant coach, while we provide the depth.

🔹 It sharpens our insights.

 By analyzing feedback and patterns, AI helps us predict where learning is needed most. That means less firefighting, more foresight.

But here’s the caution:

 ⚠️ AI is only as good as the questions we ask and the boundaries we set. Over-reliance or ignoring bias can backfire.

So, should L&D use ChatGPT?

 👉 Yes—if we use it responsibly.

 👉 Yes—as a partner that takes care of the repetitive, so we can focus on the transformative.

The bigger question is: How do we as L&D leaders make sure AI serves learning, instead of learning serving AI?

I’d love to hear from you—are you experimenting with ChatGPT in your learning strategies yet? 🚀

#LearningAndDevelopment #LeadershipDevelopment #ChatGPT #ArtificialIntelligence #FutureOfWork #HospitalityIndustry #CruiseIndustry #LxD #LearningCulture

✨ 25 years in L&D taught me this: technology evolves, but people remain the heart of learning.