Artificial intelligence (AI) is reshaping the way we work, learn and lead. But while the technology is advancing rapidly, the human capability to use it effectively is still catching up. For learning and development (L&D) and human resources (HR) leaders, the challenge is no longer whether to invest in AI training, but how. Building enterprise-wide fluency demands more than internal resources. It requires strategic partnerships and scalable solutions.
The Difference Between Literacy and Fluency
AI literacy lays the foundation for responsible and effective AI use. It equips employees with the essential knowledge to interact with AI responsibly, understanding its capabilities, limitations and ethical considerations. Fluency, however, turns that foundation into action. It enables individuals to reimagine workflows, solve problems creatively and use AI as a strategic partner in innovation.
The greatest risk to organizations isn’t external threats, but rather high-performing employees using AI tools without proper guidance — acts of unsanctioned or “shadow” AI that can undermine genuine progress. These well-intentioned efforts can lead to compliance breaches, data exposure and reputational harm. The takeaway? L&D leaders must proactively build AI fluency, not assume their workers’ understanding.
The Role of Third-Party Learning
To scale AI fluency, many enterprises are turning to platform-based learning ecosystems. These platforms offer holistic, multimodal experiences, including self-paced courses, live instruction, simulations and AI coaches, that meet learners where they are and adapt to their pace and role. The new generation of third-party training also involves agentic AI, well-developed pre-integrated tools as well as custom building capabilities directly in the platform.
Nearly two-thirds of employees rate their organization’s AI training as “average to poor,” and only 1 in 4 consider their talent development programs “highly effective.” While in-house training can offer cultural alignment and institutional knowledge, it often lacks the scale, speed and technical depth needed for AI transformation. External learning programs can begin to close this gap with expertly designed, impactful content.
Vendor-led platforms bring depth, agility and continuous innovation, especially when integrated into daily workflows and existing tech stacks. With the help of AI-powered training tools, including recent advancements in agentic AI, industry-best platforms preserve the strengths of in-house training while accelerating deployment and aligning learning with business goals. With the right internal L&D team and the right external partnership, the road to AI fluency is paved with speed, agility, quality and strategy.
The Right Third-Party
Achieving enterprise-wide AI fluency requires more than just content. It demands a learning ecosystem that integrates skills development, analytics and intelligent tools. This is where platform-based L&D vendors offer a distinct advantage.
Holistic skill building begins with multimodal learning experiences tailored to targeted roles and proficiency levels. Employees need access to foundational AI literacy, practical examples and guidance on ethics, delivered through self-paced or instructor-led formats and immersive experiences. Vendors orchestrate these experiences at scale, ensuring consistency across geographies and functions.
Advanced analytics such as benchmarking and AI-assisted skills mapping enhance this foundation. These tools help organizations visualize current competencies, identify gaps, and align learning with strategic goals. For example, benchmarking dashboards can compare internal proficiency against industry standards, while skills mapping engines dynamically recommend learning paths based on role, performance, and future-readiness.
AI and human coaches also play a pivotal role. AI-driven coaching tools offer real-time feedback, curated learning paths, digital credentials and personalized nudges that keep learners engaged and progressing. Meanwhile, human coaches provide the empathy, context and mentorship that AI alone cannot replicate, especially when navigating complex, role-specific challenges. Together, they create a hybrid support model that is both scalable and deeply human.
In-house programs often struggle to deliver this level of integration. They may offer strong cultural alignment but lack the infrastructure, agility and innovation cycles needed to keep pace with AI’s evolution. L&D vendors, by contrast, bring specialized expertise, continuous content refreshes and the ability to embed learning into workflows, making them indispensable partners in building AI fluency.
As organizations race to adopt AI and leverage its benefits, the need for true, organization-wide AI fluency has never been clearer. Third-party learning platforms are not supplemental. The right one should be a true strategic partner in both business goals and the vision of an AI-enabled workforce. By integrating these platforms with internal L&D teams, organizations can ensure that their people gain foundational literacy as well as the capability to adapt, innovate and lead in an AI-driven world.
Now is the time for L&D leaders to reimagine what’s possible. By exploring and embracing third-party solutions, L&D teams can accelerate their journey toward AI fluency, positioning their organizations at the forefront of digital transformation. The path forward is one of partnership, of leveraging the best external innovation while anchoring it in a company’s unique culture and goals.
