In this episode, Vijay Swaminathan sits down with Leonardo’s learning and skills transformation leaders Assunta (Suzy) Galasso and Alessandro Venturi to unpack what it takes to modernize early-career development—and enterprise learning overall—in an AI-shaped labor market. Leonardo shares how they’re revamping their professional system to map roles, skills, and evolving competencies, then using AI-enabled analysis to spot emerging capabilities and tailor development programs.
A recurring theme emerges on how learning can’t be extra work. Instead, it must be embedded into day-to-day operations through micro-learning, digital platforms, and on-the-job knowledge sharing—while still maintaining governance and business alignment.
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Quotes
“Rather than considering learning as something separate from work, we focus on integrating learning into the flow of operations.”
“We implemented… ‘cold feedback’… delayed post-training… after six, eight months… to evaluate the real impact.
“Both have their place… standardized compliance-driven training [and] personalized learning are essential for engagement… and developing future capabilities."
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Moments you can’t miss!
01:01 – Using AI to map roles and emerging skills
05:34 – Embedding learning into daily work
08:50 – Tracking learning impact with multi-input metrics
11:05 – “Cold feedback” 6–8 months later to confirm impact
12:28 – Balancing compliance training with personalized paths
15:34 – Strengthening early-career growth with structured checkpoints
19:25 – Upskilling across generations with hands-on learning + partners
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Key Takeaways
Make learning part of the job
Embed upskilling into operations using micro-learning, digital access, and team-level knowledge sharing.
Use AI to keep role/skill maps current
A structured professional system, paired with AI analysis, helps identify existing vs. emerging skills—and tailor development accordingly.
Measure impact beyond completion
Combine KPIs with skill assessments, 360-degree feedback, manager evaluations, and progression tracking—then validate with delayed cold feedback.
Balance consistency with personalization
Keep compliance training standardized where needed, but layer in personalized learning paths shaped by skills, performance feedback, and career goals.
Soft skills are back in the spotlight
Leonardo explicitly ties performance to both what (outcomes) and how (soft skills), evolving leadership expectations as AI changes work.
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More on Draup:
Draup for Talent is a multidimensional labor and market data platform for HR teams that powers use cases across talent intelligence, skills architecture, and work redesign. It is trusted by more than 300 global enterprises, including 5 of the Fortune 10 and organizations such as Microsoft, PepsiCo, PayPal, and Moderna.
More on Leonardo:
Leonardo is a global aerospace, defense, and security company focused on advancing innovation through cutting-edge technologies and transformation initiatives. With a strong presence across Europe and worldwide, Leonardo invests in future-ready skills and talent strategies to stay ahead in an increasingly competitive market.
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