AI in e-learning: how AI is reshaping the way we learn today

AI has moved from curiosity to daily conversation in L&D. It now sits at the top of industry surveys, conference agendas, and team discussions. But beyond the buzz, L&D teams want clear answers. What is AI actually useful for today? How can it support real learning impact instead of quick content automation? And how do we adopt it responsibly?

In our latest webinar, Derek Bruce (Global L&D leader), Patrik Schmitt (Chief Product Officer at Easygenerator), and Talha Faridy (Product Lead, EasyAI) joined Ashling Moran from Easygenerator to unpack these questions. The session explored practical adoption, peer learning, trust, and how AI is changing what learning looks like inside organizations.

🎥 Watch the session: Missed it live? Watch the full recording below.

Why AI matters now in L&D

AI is not new. Machine learning has shaped industries like retail, finance, and entertainment for years. Recommendation engines, fraud detection, and predictive systems have been around for more than a decade. But L&D is now catching up.

Patrik explained why AI finally reached learning. Unlike earlier forms of machine learning, generative AI understands and produces language. That matters because language is the foundation of learning. Courses, instructions, coaching, and feedback all rely on language. This shift makes AI practical instead of experimental.

Talha added that AI brings two big advantages to learning teams: content creation speed and personalization. Instead of spending weeks to build training, teams can now generate company-tailored outlines, examples, visuals, and assessments in minutes. At the same time, AI makes it easier to shape training around the learner, not the other way around.

Derek brought in a grounded perspective. He noted that AI is not a revolution, but an evolution. It gives L&D better tools to understand what people need, deliver help faster, and design learning that fits real work. In his view, AI is powerful when it helps people, not when it replaces them.

The speakers agreed on one thing. AI is not only about efficiency. It is also a chance to rethink how knowledge is shared and applied in organizations.

AI creates new potential for peer learning

Peer learning, also known as Employee-generated Learning (EGL), has grown in popularity because it solves a real problem. Subject-matter experts often hold the knowledge people need, but do not have time or instructional design skills to turn that knowledge into training.

Patrik shared that this is where AI adds real value. At Easygenerator, the team saw two challenges when helping customers scale peer learning. First, experts needed a faster way to create content. Second, they needed support to create quality training, not just quick outputs. AI now helps with both. It assists experts with structure, examples, assessments, and clarity while letting them stay in control of the message.

Talha added that AI makes peer learning easier by turning everyday resources into useful training. Experts can now turn a chat thread, meeting notes, or a process checklist into a course in minutes. This lowers the barrier to sharing knowledge.

Derek took the point further. He believes AI will play a bigger role in learning strategy, not just learning production. L&D teams can use AI to connect skills to roles, map development paths, and align learning with business gaps. In his view, the future will combine peer knowledge with intelligent guidance that supports people in real work situations.

What holds AI adoption back

AI adoption is not automatic. Many L&D teams feel excited about the potential but cautious about risks. Derek pointed out that risk aversion from leaders slows AI adoption even when solutions are safe. Some organizations want in-house AI systems even if these tools are basic or slow to develop. Others worry about misinformation, quality, or a lack of control.

Talha noted trust and clarity as major barriers. Many people do not know how AI models work or how data is used. Some fear that AI-generated learning is superficial. Others think AI will take over their jobs. These concerns are common but prevent teams from testing AI in useful ways.

Patrik compared the moment to the early days of cloud computing. People did not trust it at first because it was new. AI faces a similar stage now. The solution, he said, is responsible use. Human review must stay in the loop. L&D should use AI to assist, not automate decisions blindly.

All three speakers agreed that the best way to build trust is through clarity and good practice. That means explaining how AI is used, giving guidelines to authors, and reviewing output before publishing. It also means starting small and learning by doing.

Beyond automation: AI helps build better learning

Much of the hype around AI focuses on speed. But faster training alone does not improve performance. Real value comes when AI helps build better learning, not just more learning.

Patrik highlighted two sides of AI in learning: creation and experience. On the creation side, AI helps authors produce material faster and improve structure. It supports good learning design through templates, feedback, and suggestions. It also lowers production costs for formats like video and roleplay simulations.

On the learning side, AI opens space for richer experiences. AI roleplay allows people to practice conversations in a safe setting. AI coaching gives feedback right away. Adaptive learning adjusts content to match the learner’s experience. These approaches bring active practice back into learning, which helps knowledge stick.

Talha explained that these improvements make peer learning more scalable. Subject-matter experts should not have to choose between speed and quality. With AI, they can create company-tailored training that fits real roles, without needing deep technical skills.

Derek added that AI will support strategic learning decisions as well. It can help L&D teams analyze performance data, find skill gaps, and measure impact. AI gives a clearer link between learning and business outcomes.

The future of learning with AI

The future of learning will include AI, but it will still center around people. The speakers shared a view of what comes next.

Patrik sees two directions. On the author side, AI will help designers and experts curate and update knowledge over time. On the learner side, learning will become more interactive. People will practice more, receive better feedback, and get help at the moment of need.

Talha expects hyper-personalization to grow. Learners will shape their own paths with AI support. L&D roles will evolve to focus on quality, prompting, curation, and guidance. The role of the course author will shift toward knowledge maintenance and design oversight.

Derek is excited about learning in the flow of work. He sees a future where AI copilots support people during real tasks, inside tools they already use. Learning will feel less like a separate event and more like useful support. AI will recommend the right resource during a project or coach a manager during a feedback conversation.

The speakers agreed that AI will not replace L&D. It will raise expectations. Teams will need to move beyond content delivery and focus on performance outcomes.

The bottom line

AI is already part of learning. It saves time, supports peer learning, and improves the learning experience. But success does not come from tools alone. It comes from people who know how to use them with purpose.

For L&D teams, the opportunity is clear. AI can make training faster to produce and easier to adapt. It can connect learning to real work. It can bring internal expertise to the surface. Most of all, it can help people grow in ways that matter for the business.

As Derek said during the session, AI will not replace people in learning. It will help people work smarter. The teams that experiment now will be ready for what comes next.

👏 Huge thanks to Derek Bruce for joining Patrik Schmitt, Talha Faridy, and Ashling Moran for this conversation.

🔗 Learn more about Derek Bruce Associates: https://www.derekbruce-associates.com/