Part of Stefan Eger’s AI in L&D series — read the series opener here.
Organisations are asking more of learning teams than ever. Programmes must scale, experiences must be personalised, and outcomes must tie back to business metrics — all while L&D teams stay lean. At Learning Pool, we don’t treat AI in L&D as a trend to follow. We treat it as a set of tools to be selected and applied deliberately: in those places where it solves real challenges for organisational learning.
That deliberate approach has been noticed. In Fosway Group’s AI Market Assessment for Digital Learning 2025, Learning Pool is placed among the market leaders for AI adoption and capability — reflecting a high proportion of AI features already live with customers and a broad, ambitious roadmap. Earlier this year, we were also honoured with a Bronze Stevie® Award for Technology Excellence in AI — an endorsement that we’re building functional, production-ready solutions, not experiments.
When we launched early tools like AI Conversations, the goal was never to be first for the sake of it. It was to test a clearly defined use case: can conversational AI and AI coaching help learners practice and apply new skills in a safe, repeatable way? The positive customer response showed us two things: the use case mattered, and customers valued tools that delivered immediate, tangible benefits.
That learning shaped our next decisions. We asked: where else can AI remove routine effort, create better learner experiences, or make instructors more effective? The answers became a set of targeted initiatives: automated facilitation for cohort learning, AI-driven feedback, smart moderation and notification workflows — all built into our Learning Automation platform.
These principles explain why our roadmap focuses on automated facilitation, AI coaching, Learning Automation, and responsible moderation — not on packaging novelty. The value is in doing fewer things, better - giving more learners access to better tools
Industry recognition like Fosway’s placement or a Stevie® award is valuable because it validates product direction and gives customers confidence. But awards don’t change our metrics for success. Our performance bar stays the same: do our ‘AI in L&D’ features save time, improve the learner experience, and deliver measurable business outcomes? If the answer isn’t yes, we iterate or retire.
AI adoption will continue to evolve rapidly. New model capabilities, data approaches, and governance frameworks will create both opportunities and responsibilities. Our commitment is to keep experimenting with rigorous evaluation, clear guardrails, and customer-centred outcomes.
In the coming months, you will see more work that reflects this approach: careful pilots, scaled rollouts of features that have proven impact, and focus on tools that help L&D teams measure ROI from AI in L&D investments.
Start small, choose meaningful use cases, and measure everything. If you’re focused on scaling cohort learning, prioritise automated facilitation and AI coaching; if you need safer social learning, look at AI moderation and alerting. And if you’re unsure where to begin, our team is happy to share what we’ve learned from live deployments and the Fosway assessment that rated AI adoption as a market differentiator.
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Stefan Eger is a Learning Experience Architect at Learning Pool, with over 16 years experience in Learning & Development. He is passionate about embedding robust learning strategies within organizations and observing their tangible positive impact on employees and managers.
Stefan continuously seeks out new methods and technologies to craft engaging and rewarding learning solutions that deliver measurable results and achieve key objectives. He thrives on creating experiences that not only resonate with learners but also drive demonstrable success.