Training Manager’s CONNECT Tackles Human Skills Training, AI

During our recent Training Managers CONNECT call, ASA members discussed significant training trends and emerging organizational needs. There has been a noticeable uptick in requests for behavioral training, highlighting heightened awareness around workplace behavior issues.
 

Engagement among younger employees also emerged as a critical topic. Several members cited challenges such as younger team members frequently isolating themselves or lacking basic interpersonal interactions like greetings and small talk. These behaviors pose risks to effective customer engagement, particularly in roles involving direct client contact, such as sales-facing roles. Participants emphasized the importance of soft skills training to bridge gaps in workplace communication and foster professional interactions. 
 

The discussion also addressed an evolving workplace culture influenced by shifting post-pandemic attitudes toward returning to in-office work. Members advocated for hiring strategies that prioritize cultural alignment in addition to technical skills. For instance, integrating cultural fit into hiring processes was mentioned as essential for improving employee retention and promoting harmonious work environments. All members agreed that lack of qualified labor often results in hiring outside of cultural best practices.
 

AI integration in training and organizational practices was another key topic. While recognizing AI's benefits—such as content creation, meeting note capture, and productivity enhancements—members expressed caution about its implications for job security. Specific examples included utilizing AI tools like ChatGPT and Microsoft Copilot for streamlining tasks and summarizing information, accompanied by clear organizational policies to manage responsible usage. One member shared that they had developed their first AI policy on use of the technology in the workplace and would be training across their organization on these ground rules.
 

To round out the discussion, the group talked briefly about cohort vs individual leadership program experiences, with one participant noting that she had a large group of managers awaiting training. Through discussion, a best practice recommendation to allow students to collaborate and “network” within a cohort model would not only increase communication at the member company, but also expose different functional areas of the business to unique stakeholders.
 

Members are encouraged to continue providing feedback and sharing insights to help shape future CONNECT meetings.

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