Alfred Remmits is the Founder and Chief Strategy of Xprtise and an internationally recognized expert in workflow learning, performance support, adaptive learning, and the use of AI in Learning & Development. He works with major organizations in Europe and the United States to help them move from content-first training to performance-first solutions with measurable business impact.
What will you be speaking about at the Learning Conference – and why is this topic particularly relevant right now?
I will be speaking about how AI can be used to design and build innovative workplace learning solutions that support people directly in the flow of work. The focus is not on using AI to create more content faster, but on using AI to help people perform better at the moment they need support.
This is highly relevant right now because work is changing faster than traditional learning models can keep up with. Employees often do not have time to search through courses, PDFs, portals, or content libraries. They need trusted, task-based support in the workflow: when they apply knowledge, solve problems, or need to adapt to change.
AI-enabled Digital Coaches can play a powerful role here. They can help transform existing knowledge sources into contextual performance support, making learning more relevant, more accessible, and much closer to real work.
What do you think most organizations still misunderstand when it comes to learning today?
Many organizations still confuse learning with content consumption. They believe that if people complete a course, watch a video, or access a microlearning object, learning has taken place. But the real question is: can people perform better when it matters?
Another misunderstanding is that learning in the flow of work simply means moving traditional training content into the workplace. That is old wine in new bottles. True workflow learning starts with the work itself: the processes, tasks, decisions, problems, and moments where people need support.
Learning and working are inseparable. If we want learning to create impact, we need to design for performance first, not content first.
What distinguishes organizations that truly succeed with learning from those that only talk about it?
Organizations that truly succeed with learning connect learning directly to business performance. They do not measure success only by completion rates, satisfaction scores, or hours of training. They look at indicators such as time to competency, error reduction, productivity, quality, compliance, confidence, and first-time-right performance.
They also have the courage to rethink the learning ecosystem. Instead of adding another platform or another library of content, they ask: what support do people need to do their jobs better, faster, and with more confidence?
Successful organizations involve the business, secure leadership support, focus on critical tasks, and use technology such as Digital Coaches to provide just enough support at the point of need.
If you could give just one piece of advice to create learning that actually drives real impact – what would it be?
Start with the work, not with the content.
Identify the moments where performance really matters: where people make decisions, solve problems, execute critical tasks, or risk making costly mistakes. Then design support around those moments.
AI can be incredibly powerful, but only when it is connected to a strong methodology. Without a performance-first design approach, AI will simply help us produce more content. With the right approach, AI can help us create smarter, faster, and more measurable workplace learning solutions.
What are you most looking forward to about being part of the Learning Conference?
I am looking forward to exchanging ideas with people who are serious about the future of learning. This is a moment where Learning & Development has a real opportunity to move beyond traditional training and become a stronger driver of business performance.
Over the past 3 years I have attended the conference and I have especially enjoyed conversations with people who are willing to challenge assumptions: about courses, platforms, AI, measurement, and the role of L&D itself. My hope is that participants leave inspired, but also with practical ideas they can immediately apply in their own organizations.
