The iVentiv community brings together the most experienced and knowledgeable leaders across nations, sectors, and job functions. Below, you can find various videos, blogs, and articles with expert insights around Learning and Development, Talent Management, Executive Development, and more.
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The topic of Artificial Intelligence has been impossible to escape in L&D over the past few years. For some, it stands to displace the entire function and render most of its skills and roles obsolete. For others, it represents an opportunity for Learning to reach more employees in more meaningful ways than ever before.
In this blog and report, we look in more detail at what Heads of Learning say they are really doing about AI.
In a world where the shelf life of skills is shrinking from years to mere months, the question facing every Learning leader is no longer if we move to a skills-based model, but how fast. For Comcast, the answer has been a bold, enterprise-wide journey called Skill Forward.
Spearheaded by Sara Dionne, Chief Learning Officer at Comcast, Skill Forward is a data-driven approach that redefines how the business identifies, develops, and embeds skills. What began with conversations with just over 1,000 business leaders has grown into an integrated system shaped by more than 3,000 voices, weaving skills into hiring, strategy, and day-to-day operations.
But transformation at this scale is never simple. How do you balance enterprise-wide consistency with the needs of individual business units, or even individual learners? How do you make assessment meaningful at volume? And how do you keep pace when skills are being redefined almost quarterly by technologies like AI?
In this blog, we explore Sara’s insights from leading Comcast through this transformation, and what every L&D leader can learn about scaling skills, converging human and digital capabilities, and preparing the workforce for constant change. Read it now.
At Boehringer Ingelheim, the “university” concept has been reimagined as a global ecosystem serving every one of the company’s 54,000 employees.
In conversation with iVentiv, Martin Hess, Chief Learning Officer at Boehringer Ingelheim, outlined how his team has created a federated model that unites more than 500 contributors worldwide, built a skills-based approach that directly connects capability to business goals, and implemented a vendor management system that reframes L&D as a value creator rather than a cost centre. The impact, he says, is measurable in both euros saved and credibility gained.
This blog explores Martin’s perspective and Boehringer Ingelheim’s journey, offering insights on skills, ROI, and personalisation that are directly relevant to anyone leading learning at scale. Read it now.
In August, iVentiv brought together a group of Chief Learning Officers and senior learning leaders in Foster City, California. Against the backdrop of Silicon Valley—arguably the global epicentre of technological disruption—the group explored a central question:
How can learning enable organisations to move from AI experimentation to enterprise-wide impact?
Over two days of candid dialogue, Collaborative Cafés, and breakout sessions, CLOs reflected on what it really takes to scale AI, reimagine skills strategies, foster learning cultures, and prepare leaders for disruption. What follows is a synthesis of their key insights, designed to help CLOs worldwide think about the opportunities and challenges ahead.
For Michelle Agnew, Global Head of Learning, Engagement, and Culture at CNH Industrial, the work of L&D goes far beyond delivering skills training. It’s about creating an environment where “people want to come to work, and they’re excited about that and giving it back.”
With more than 20 years of experience in HR and Talent Development which includes senior roles at the American Red Cross, Michelle has built a career around connecting learning to culture, engagement, and ultimately, business performance.
In this conversation, Michelle shares her views on where L&D is headed, how to link learning to ROI, and why human connection may become the ultimate differentiator in the age of AI. Read it now.
“Every single leader, especially in Germany and Europe, will realise they need to invest in their people — otherwise they will lose this competition.”
- Katrin Marx, Head of Corporate Learning, Bosch
The race for talent is no longer about recruitment alone. For multinationals navigating economic changes, AI disruption, and intensifying competition, the real differentiator is how fast organisations can reskill and transform the capabilities of their existing workforce.
This was the core message from a recent conversation between iVentiv’s Hannah Hoey, Katrin Marx, Head of Corporate Learning, Bosch and Charles Jennings, Co-Founder of the 70:20:10 Institute. Both leaders agree: traditional learning models — designing courses, pushing content, and measuring satisfaction — are obsolete. The new mandate is to create performance-driven ecosystems where skills development is continuous, embedded in work, and tightly linked to business outcomes.
Curious to learn more? Read and watch now.
As we cross the halfway mark of 2025, one thing amongst Heads of Learning, Talent, and Leadership is abundantly clear: the pace of change in their organisations is no longer incremental, it’s exponential.
At iVentiv’s recent Executive Knowledge Exchanges, C-suite leaders from global enterprises gathered to explore how Learning, Talent, and Leadership strategies must evolve to remain relevant in an AI-driven, skills-first world. The discussions weren’t just future-focused, they were grounded in urgent, present-day challenges.
From the iVentiv community across the USA and Europe, several recurring themes emerged. This blog unpacks the top insights and imperatives every CLO, and Head of Talent should consider when building a future-fit workforce. Read all about what's top of your mind for your peers here.
The role of Global Learning and Talent leaders is changing. Shaped by rapid advances in technology, shifting workforce demands, and wider societal change, L&D in some cases is expected to drive the change. In others its role is being challenged. In many cases it’s both.
Based on iVentiv survey responses from 248 senior L&D and Talent executives, we’ve identified the top five priorities for Global Heads of Learning and Talent so far in 2025, along with two key themes still shaping the conversation: DEIB and change management. If you provide services to this audience, these are the issues your clients care about right now. Read now.
In a world of rapid technological acceleration, generative AI is no longer a distant promise—it is an active force reshaping how people learn, work, and grow. For C-suite executives, particularly Chief Learning Officers and Heads of Talent, this presents both a challenge and a strategic opportunity.
At the heart of this evolution is a reimagining of the role of the Chief Learning Officer (CLO)—from a provider of content to a curator of developmental ecosystems, integrating AI and human expertise to build skills that matter.
In a recent interview with iVentiv, Heather Stefanski, Chief Learning & Talent Officer, McKinsey & Company, outlined how AI is transforming the development ecosystem at McKinsey, and what it means for the future of learning and leadership more broadly. Watch it now.
In a world where microchips power everything from smartphones to AI supercomputers, ASML is a key partner to chip makers. But behind this technological powerhouse lies a deep investment in people. Caroline Vanovermeire, Global Head of Talent Management, Learning, and Knowledge Management at ASML, is leading a fresh approach to building an adaptive, inclusive, and purpose-led workforce.
In this blog taken from an exclusive interview with Caroline ahead of iventiv Learning Futures Eindhoven at the ASML Academy, She shared her insights into how ASML is preparing its talent strategy for a rapidly changing world, where human curiosity, personal growth, and AI-powered enablement converge to build not just careers, but enduring purpose.