One of the regular discussions about the impact of artificial intelligence (AI) is about changes to jobs. We know that many jobs will change beyond recognition over the next few years, as AI-based tools emerge. However, what’s not often discussed is the learning challenge that is associated with this change. How will individuals and organisations update their skills to stay relevant, especially with the speed of change that we are likely to see?
Assessing the challenge
It’s worth being completely clear what we are talking about here. We are not talking about the science fiction image of AI-based robots that can do anything, including taking over the world. Instead, we’re talking about what we already see emerging around us: AI-based systems that can do particular tasks. These have huge potential to simplify and speed up the execution of some complex and time-consuming work. However, they are not without their challenges.
Let’s take two examples: ChatGPT and HeyGen. ChatGPT is a large language model. It uses AI to predict the most likely next word in a sentence, and therefore to write. You can use it to write articles or blogs, or help you brainstorm ideas. HeyGen is a video-generating platform that claims to allow you to create an explainer video in “just a few minutes”. Both these tools sound like they could do significant parts of your work for you, especially if you are an aspiring thought leader with a shortage of time. However, both also have some drawbacks that you need to understand to avoid problems.
In June 2023, two lawyers and their law firm were fined $5000 after they submitted fake citations generated by ChatGPT as part of the evidence for a hearing. They hadn’t realised that ChatGPT could make up information, and were treating it like a standard search engine that could write. The judge imposing the fine explained that there was nothing wrong with using technology. However, lawyers had an obligation to ensure that anything they submitted was correct, and this obligation had not been met.
It is clear, therefore, that people need to understand the tools that they use. The problem is that existing AI-based tools are updated regularly, and new tools are launched on a regular basis. Keeping skills and knowledge up to date is therefore hugely challenging. Training programmes are expensive, and employees may either not prioritise or may not have time for online training.
It is also important not to underestimate passive resistance to change. Not everyone is an early adopter, and people may need support to start using new tools and techniques. Few organisations can genuinely claim to have established a learning culture, and learning is also one of the first things to disappear under pressure of work.
Building a solution
There is no ‘magic bullet’ for these challenges. No single solution will be a ‘one size fits all’ option that will work for everyone. However, we believe that one component that may be helpful is learning cards.
Flashcards have been used in primary and secondary education for many years, and there is also good evidence that they also work at higher levels. They are usually physical cards that promote and encourage recall by providing questions on one side, and the answer on the other, although digital versions are also available. The concept has also been used for adult and skills-based learning. For example, Pip Decks produces a range of cards designed to help develop work-related skills in ‘bite-sized’ chunks.
Learning cards help to increase information retention by chunking up the content, and reducing cognitive overload. The fixed size means that creators have to focus on what really matters, and therefore highlight key points. This makes it easier to learn. Cards can also be easier to engage with than an online course, because the size is manageable. The physical nature of many learning cards also engages different parts of the brain than purely online content, although digital learning cards can also be useful. Learning cards can also be a good way to review a subject after initial learning, because they pare it down to the essentials.
Part of the answer?
Nobody is suggesting that learning cards are the whole answer to keeping everyone in an organisation up to date on new and emerging technologies. However, they may well be part of the solution. Certainly there is evidence to support their use—and some very real cognitive advantages to engaging in learning in that form.