Quick interview with Brandon Carson, Chief Learning Officer at Docebo
Brandon Carson is a globally recognized leader in corporate learning and development and currently serves as the Chief Learning Officer at Docebo. He has held prominent leadership roles across technology, retail, and transportation sectors at some of the world’s largest companies. Prior to his role at Docebo, Brandon served as the CLO at Starbucks where he led their global learning organization, their cultural leadership practice, and their future of work strategy. Before that, he served as Vice President of Learning and Leadership at Walmart where he was responsible for global leader development, corporate onboarding, and Walmart’s education practice. Brandon is the author of Learning In The Age of Immediacy: Five Factors For How We Connect, Communicate, and Get Work Doneand L&D’s Playbook for the Digital Age, both from ATD Press. He is also the founder of L&D Cares, a nonprofit that offers no-cost coaching, mentoring, and resources to L&D professionals, empowering them to grow and thrive in their career.
What will you be talking about at the Learning Conference?
My keynote ”Scaling to One in the Age of Superintelligence” explores the critical intersection of human-centered workplace development and advancing AI integration. As AI systems become increasingly embedded in our work processes, HR and L&D professionals face a unique challenge: how do we leverage these powerful tools while ensuring they amplify rather than diminish humanity? I’ll explore practical approaches to developing personalized learning journeys that leverage AI capabilities while preserving the uniquely human elements that drive innovation, creativity, and meaningful connection. The presentation will provide actionable strategies for designing learning ecosystems where technology and humanity complement rather than compete with each other.
What are the biggest challenges and what trends do you see in the industry today?
The most significant challenge facing L&D today is navigating the tension between efficiency and what I refer to as scalable learning–driving a continuous learning ecosystem across the company. As AI systems automate routine tasks and decision-making processes, organizations risk losing the human elements that drive innovation and meaningful work experiences. Key trends I’m observing include:
- Hyper-individualization of learning paths: AI is enabling unprecedented personalization, but L&D must ensure these paths include human connection and collaboration.
- Skills taxonomy evolution: The rapid redefinition of what constitutes essential human skills in an AI-integrated workplace.
- Learning experience fragmentation: The proliferation of tools and platforms is creating disconnected learning experiences that L&D must reintegrate.
- Ethical upskilling: Growing demand for helping employees navigate complex ethical dimensions of working alongside AI systems.
- Purpose-driven learning design: The increasing importance of connecting learning initiatives to larger purpose and meaning as AI handles more transactional work.
Why should professionals within L&D and lifelong learning attend the Learning Conference?
The Learning Conference offers a unique space where L&D professionals can collectively reimagine their role in an age of unprecedented technological transformation. Attendees will gain insights not just on adapting to AI, but on actively shaping how these technologies integrate with human-centered approaches to development.
I am excited because the conference brings together thought leaders from across the world who understand that the most important questions aren’t merely technical but deeply human. For L&D professionals navigating this complex landscape, the conference provides practical frameworks for balancing technological efficiency with human flourishing. You’ll leave with strategies for becoming architects of learning systems that amplify human potential rather than merely reacting to technological change.
Why is this conference necessary? What makes it important?
This conference arrives at a pivotal moment when decisions about AI will shape workplace learning for decades to come. I often say the next five years for L&D will be more transformational than the last 50. The gathering of diverse perspectives in Sweden creates a community of practice that can collectively develop more thoughtful, human-centered approaches to learning in an age of superintelligence. This collective wisdom is essential as no single organization can navigate these complex challenges alone.
What are your best tips?
When it comes to AI implementation, HR and L&D should consider how their role is central to the success of AI implementation across the enterprise. I recommend that HR and L&D take a lead role in determining how AI will be leveraged to drive competitive advantage. I recommend that HR and L&D:
- Design for workforce augmentation, not replacement: Create learning systems that use AI to enhance human capabilities rather than substitute for them.
- Focus on creating distinctly human-centered work environments: Focus development efforts on areas where humans bring unique value—ethical reasoning, creative thinking, emotional intelligence, and purpose-driven work.
- Practice ”scaling to one”: Use AI to enable truly personalized development while maintaining human connection and guidance.
- Develop ethical frameworks first: Establish clear principles for how AI will be used in learning before implementing specific technologies.
- Create reflection spaces: Build deliberate opportunities for learners to process, connect, and find meaning in their development experiences.
- Embrace augmented collaboration: Design learning experiences that use AI to enhance human-to-human collaboration rather than isolate learners with technology.
- Measure what matters: Develop metrics that capture human flourishing and growth, not just efficiency and knowledge acquisition.
