L&D teams may be fluent in many AI tools, but true readiness requires more than adoption. Kristin Delgado explains why measuring human factors such as learning agility, critical thinking and reliance on AI can help learning leaders close confidence gaps, target support and guide organisations through digital transformation more effectively.
When new challenges require an organisation to rethink existing ways of working, upskill staff, and redesign training, learning and development are promptly called to the rescue. As those responsible for coaching staff through complex transitions, L&D leaders can feel all the responsibility of successfully bridging learning gaps and ushering businesses into the next era of digital transformation.
How can L&D teams close their own digital confidence gap
But what if they are the ones struggling to come to terms with the incredibly fast pace of digital evolution? How can L&D teams close their own digital confidence gap while continuing to guide their organizations forward?
Fluency vs true readiness
Recent data from our latest Market Pulse survey, which in spring 2026 polled 207 senior HR and talent leaders across several sectors in the US and the UK, revealed that L&D respondents have the lowest readiness score by function. In fact, only 23% said their organisation is ‘very prepared’ to adapt job descriptions, competencies, and career paths to reflect AI-driven changes.
AI has been routinely used by L&D professionals for years to create training content, develop personalised learning experiences, track learning progress, and generally make processes more efficient. A low preparedness score can seem paradoxical in a sector that has been so completely transformed by AI, but a closer look at the realities of AI implementation helps explain this figure.
While fluency with specific AI tools is now a given in L&D teams, the ability to measure and assess true AI readiness among the workforce isn’t. L&D leaders might be able to use AI to create personalised learning experiences at scale, but they don’t necessarily have reliable, science-backed tools to evaluate how the workforce will collaborate with AI, and the quality of that collaboration.
Unlocking successful human-AI teamwork
AI can certainly enhance the learning experience, but adoption alone isn’t enough. To unlock the true potential of technology, L&D teams must consider the human factors that positively or negatively shape how workers interact with AI.
For example, learning agility and comfort while navigating ambiguity are key characteristics to have when working with tech that evolves at unprecedented pace. Critical thinking is also crucial to ensure employees thoroughly evaluate AI outputs rather than accepting them blindly.
Having a reliable, objective framework in place to measure these factors is important to predict how the workforce will cope as technology inevitably changes. In turn, L&D can proactively identify where extra support, coaching, or training is needed before skill gaps open up.
It’s equally important that L&D teams watch out for the common pitfalls of human-AI interaction. For example, a tendency to over-rely on AI could quickly lead to erosion of skills and confidence, while an under reliance on AI might lead to missed opportunities to boost efficiency by automating routine and repetitive tasks.
Having reliable frameworks to assess true AI readiness among the workforce, rather than just using AI to assist with training and development, could help L&D teams to actively shape an agile, future-ready workforce. Ultimately, technology is only as effective as the humans guiding it. When L&D teams equip themselves with the right tools to measure AI readiness, they can successfully bridge their own confidence gap while being the driving force behind their organization’s digital transformation.
Kristin Delgado is Manager of Assessment Innovation at Talogy
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