Our Toolkits

It was a privilege this month to share my insights and experience in a webinar hosted by VNHR, Vietnam's trusted association for HR professionals. With a robust network of over 1400 corporate members, VNHR provides an invaluable platform for knowledge exchange and professional development within the HR community.

During the webinar, I had the opportunity to distill my 16+ years of working experience into a framework I call the "3 Generations of L&D Professionals." This concept highlights the evolving landscape of learning and development:

• 1st Generation L&D Professionals: These are the performance architects, focused on designing solutions that directly impact organizational performance.

• 2.0 L&D Professionals: This generation emphasizes integrating learning into the flow of work, making development seamless and practical.

• 3.0 L&D Professionals: Looking ahead, these professionals are already exploring the integration of AI assistants and AI agents into L&D initiatives.

Both the 2.0 and 3.0 generations of L&D also underscore the critical role of skill-based development for its inherent agility and practicality in today's dynamic environment.

You can watch the recording of the webinar at this link:

• Recording video

and access the presentation materials for your reference at thì link:

• Presentation slide

Chat with me if you have any questions. 🙏

I had the distinct opportunity to present at this seminar, focusing on the transformative trajectory of the Learning & Development profession within the context of the AI paradigm shift. This included a deep dive into the future state of L&D, emphasizing the critical interplay between leveraging AI-driven tools and nurturing uniquely human capabilities.

A key aspect of the discussion underscored the paramount significance of ethical AI implementation within L&D strategies. This encompasses ensuring fairness, transparency, and accountability in AI-powered learning platforms and content curation. Simultaneously, the evolving landscape necessitates a renewed focus on cultivating essential human skills such as critical thinking, creativity, complex problem-solving, emotional intelligence, and adaptive learning. These competencies will be crucial differentiators and enablers in a future where AI augments, rather than replaces, human expertise.   

For your reference, the presentation deck detailing these insights is available here:

My presentation

This month, we should delve further into AI use cases to anticipate the burgeoning demand for AI agents. Fortunately, a wealth of resources is available for our reference.

• Identifying and scaling AI use cases, from OpenAI

• AI in the Enterprise Lessons from seven frontier companies, from OpenAI

• A practical guide to building agents, from OpenAI

• 601 real-world gen AI use cases from the world's leading organizations, from Google

• The 2025 Top-100 Gen AI Use Case Report, from Marc Zao-Sanders

The "21 Future HR Jobs," introduced five years prior, initially seemed abstract to many in the field. However, the current surge of AI integration is rapidly transforming these concepts into tangible realities. This evolution underscores the dynamic nature of HR and invites us to consider the innovative roles that will undoubtedly emerge.

• 21 HR jobs of the future, by Cognizant

In March, I had opportunities to share with the public my knowledge and expertise on:

• Building an Irresistible Organization using Josh Bersin's model.

• Improving personal well-being and productivity based on Greg McKeown's "Effortless" & "Essentialism", recognizing that true 'effortlessness' fundamentally means achieving a state of flow, often referred to as 'being in the zone'.

• Preparing for the skill-based future and how it helps one navigate the chaos and uncertainty of lay-offs.

• Understanding the AI Transformation Roadmap to avoid the socalled "AI FOMO" or "AI Anxiety", and developing a strong foundation for AI transformation.

For your reference, please find the following materials:

• Book discussion on "Irresistible Organization" and "Effortless"

• Deloitte's "Building tomorrow's skill-based organization"

• BCG's "CEO’s Guide to Maximizing Value Potential from AI in 2024"

International Women's Day is more than just gifts and social media posts; it's an opportunity to reflect on inclusivity and diversity in the workplace.

DEIB, when implemented thoughtfully and avoiding extremes, serves as a meaningful reminder of the importance of adaptive leadership and a culture that embraces differences.

Both Korn Ferry and Deloitte have introduced effective models related to this theme. You can find more details here:

• Deloitte: The six signature traits of inclusive leadership

• Korn Ferry: THE 5 DISCIPLINES OF INCLUSIVE LEADERS