For years, our data was always late to the meeting. Now it finally shows up on time.
I have built a fair number of dashboards using Excel to BI tools and spent a lot of time making them pretty, working with teams for months to build only to find out after a few months they were always a few steps behind reality and they quietly went away.
For years, in my various roles I poured hours (and budgets) into elaborate KPI and OKR dashboards that looked impressive but lagged so far behind the actual work that by the time our L&D efforts were prepared, the business had either solved or moved on. By the time the data was cleaned, validated, and visualized, the moment for action had already passed.
But something interesting is happening. Dashboards are making a comeback, not because we’ve suddenly become better at building them, but because large language models are changing what “real‑time” actually means.
Today, LLMs can pull from live systems, summarize patterns, and surface anomalies in near real time. They can translate raw operational data into plain‑language insights that leaders can act on immediately. And for those of us in learning and development, this shift is more than a technical upgrade, it’s an opportunity to finally connect capability‑building to the actual flow of work.
Why this matters for L&D
For the first time, we can:
Monitor performance signals as they emerge, not weeks later.
Spot capability gaps early, before they become performance issues.
Design micro‑interventions that meet people exactly where they are in the workflow.
Create space for employees to succeed, not just react to problems after the fact.
Instead of waiting for quarterly reviews or post‑mortem reports, we can build learning experiences that respond to what’s happening right now. That’s a fundamentally different way of supporting teams, it is more human, more responsive, and far more aligned with how work being done actually gets done.
A few actions you can try now
Ask your team: “What performance signals do we wish we could see sooner?”
Identify one workflow where real‑time insight would change how you support people.
Experiment with an LLM to summarize operational data you already have access to.
Build a simple “learning trigger” — a prompt, a checklist, an email to leaders — that activates when a specific metric shifts and is focused on performance goals.
These small steps help you move from reactive training to proactive capability‑building. Then monitor the metrics, watch for positive trends and actively work with your business partner to ensure performance success is being met.
Your turn
So, are you seeing the same shift toward real‑time insights? Are AI-powered dashboards a part of your value proposition to your business partners? What tools or signals are helping you support them more effectively? And if you’re exploring how to bring LLM‑powered performance insights into your learning strategy, I’m happy to help you think it through. Let’s find time to talk.
#LearningAndDevelopment #AIInTheFlowOfWork #PerformanceEnablement #FutureOfWork #Dashboards