How AI is Elevating the Instructional Design Role with Kara Kirby of TrainingPros
In this episode of Learning Leader Spotlight, host Leigh Anne Lankford welcomes Kara Kirby, Relationship Manager at Training Pros, for a conversation that spans career development, leadership, consulting, and the evolving role of learning and development. Drawing on experience as a facilitator, leadership development practitioner, consultant, and business owner, Kara shares perspectives on what makes learning effective and how the profession is changing.
The discussion highlights both the human and technological dimensions of modern L&D, with particular attention to coaching, relationship building, AI adoption, and the evolving role of instructional designers.
At TrainingPros, Kara works with clients and consultants across a wide range of learning and development initiatives. Prior to joining Training Pros, she built a career in corporate learning, leadership development, facilitation, organizational development, and independent consulting.
Kara also earned a master’s degree focused on organizational development, an experience that shaped her perspective on coaching, systems thinking, and organizational effectiveness.
From Accidental Trainer to Learning Professional
Like many professionals in L&D, Kara described entering the field somewhat unexpectedly. Her first significant learning role came shortly after college when she became a facilitator delivering presentations throughout the automotive and tire industry.
What began as teaching product knowledge evolved into a deeper interest in how adults learn. By continuously adapting content and delivery to different audiences, she discovered the power of facilitation and the importance of creating engaging learning experiences. This early exposure helped shape a career-long fascination with helping people absorb complex ideas, expand their capabilities, and perform more effectively.
Her story reinforces a common theme within the profession: many successful L&D leaders arrived through nontraditional paths but were consistently drawn to teaching, communication, and helping others learn.
Organizational Development
Creates Better Learning Systems
A major influence on Kara’s career was her experience at Dealer Tire, where she witnessed organizational design practices that actively involved employees in shaping business decisions.
Rather than relying solely on top-down leadership decisions, the organization brought employees together to participate in large-scale design conversations. Kara cited an appreciative inquiry summit facilitated by David Cooperrider as a formative experience that significantly influenced her understanding of organizational development.
This exposure broadened her perspective beyond training delivery to include organizational systems, learning culture, employee engagement, and business strategy. It also reinforced the idea that learning functions are most effective when they are connected to broader organizational goals rather than operating in isolation.
Throughout the conversation, the connection between organizational development and learning remained a recurring theme. Learning initiatives have greater impact when they support business transformation, culture change, and workforce capability development.
Learning Trends Shaping the Future
The Consulting Ecosystem and the Value of Partnership
Another prominent theme was the reality of independent consulting. Kara reflected on launching her own business and discovering both the freedom and the challenges that come with self-employment.
Running an independent consulting practice requires professionals to manage client relationships, business development, operations, finance, and project delivery simultaneously. While rewarding, this can become overwhelming.
One reason Kara was drawn to Training Pros was the opportunity to participate in a larger ecosystem of learning professionals. She emphasized that many independent consultants are unaware that partnership models exist that allow them to maintain independence while receiving support in areas such as business development, client acquisition, and administrative operations.
The discussion underscored an important lesson for consultants: success is rarely achieved in complete isolation. Strategic partnerships, professional communities, and trusted networks can significantly enhance both business sustainability and personal effectiveness.
Coaching as a Foundational Professional Skill
Among all the skills Kara developed throughout her career, coaching stood out as the most important.
She described coaching as the discipline of listening rather than immediately providing answers. One of the central challenges, in her view, is resisting the urge to constantly contribute information and instead creating space for others to think through their own challenges.
This skill has proven valuable not only in leadership development but also in client relationships and consulting engagements. By listening deeply and understanding underlying needs, professionals can work collaboratively with stakeholders to identify meaningful solutions.
The conversation suggests that coaching skills are becoming increasingly important across functions. Whether working in learning, leadership, consulting, or management, the ability to facilitate reflection and guide productive conversations can significantly improve outcomes.
AI Is Reshaping Learning and Development
Perhaps the most significant future-focused topic in the discussion was artificial intelligence.
According to Kara, AI is currently the dominant topic in client conversations. Organizations are exploring how to rapidly create learning content, develop workforce capability, and integrate AI tools into everyday work.
At the same time, organizations are grappling with governance questions. Faster content creation introduces new risks around quality, consistency, and effectiveness. The challenge is balancing speed with sound instructional design services.
Kara also suggested that learning may become increasingly embedded within everyday work processes. Rather than existing as a separate organizational function, learning could become a shared responsibility integrated throughout departments and workflows.
While organizations are still determining how to structure this future, the direction appears clear: learning is moving closer to the work itself, supported by AI-enabled tools and more continuous forms of capability development.
The Evolution of Instructional Design
A particularly optimistic aspect of the conversation focused on instructional designers and their future role.
Both Kara and Leigh Anne argued that AI is unlikely to diminish the value of instructional design expertise. Instead, it may elevate it.
As content production becomes faster and more automated, instructional designers can spend more time on higher-value activities such as analysis, problem solving, learning strategy, and experience design. Their expertise in organizing information, selecting appropriate learning methods, and designing meaningful learning pathways becomes even more critical.
The emergence of AI-powered simulations and practice environments was highlighted as an example. Rather than relying solely on classroom exercises or peer role-plays, learners can engage in realistic practice scenarios that provide immediate feedback and build confidence prior to interacting with managers, customers, or colleagues.
The discussion framed instructional designers as strategic advisors who help organizations navigate an expanding range of learning possibilities.
Practical Takeaways for L&D and Business Leaders
Build Coaching Skills Across the Organization
Coaching capabilities extend beyond professional coaches. The ability to listen actively, ask thoughtful questions, and help others work through challenges can strengthen leadership effectiveness, consulting relationships, and team performance.
Organizations may benefit from viewing coaching as a core leadership skill rather than a specialized practice.
Focus on Learning as Part of Work
As AI accelerates content creation and knowledge access, leaders may need to rethink how learning is delivered. Rather than treating learning as a separate activity, organizations can explore ways to integrate development opportunities into daily workflows and business processes.
This shift aligns learning more directly with performance and capability building.
Protect Quality While Increasing Speed
AI tools make learning development faster, but speed alone does not guarantee effectiveness. Organizations should continue investing in instructional design expertise, governance frameworks, and quality standards to ensure learning solutions remain relevant and impactful.
Encourage Continuous Technology Exploration
High-performing consultants and learning professionals stay current with emerging tools and platforms. Kara emphasized the value of professionals who actively experiment with new technologies and can demonstrate practical applications to clients.
Organizations benefit when learning teams maintain a mindset of continuous experimentation and adaptation.
Invest in Relationships, Not Just Deliverables
One of the strongest messages from the conversation was the importance of relationship building. Whether seeking consulting opportunities, managing clients, or supporting business partners, long-term success often stems from genuine curiosity, helpfulness, and trust.
Consultants and internal learning professionals alike can strengthen their effectiveness by focusing on understanding stakeholder challenges before proposing solutions.
Closing Reflection
Kara Kirby’s perspective reflects both the opportunities and challenges facing learning professionals today. While AI is accelerating change across the profession, the conversation reinforces that human-centered capabilities such as coaching, facilitation, relationship building, and strategic thinking remain essential.
The future of learning appears less focused on content production and more focused on enabling performance, solving business problems, and creating meaningful learning experiences. Organizations that combine emerging technologies with strong learning expertise will be best positioned to navigate that future.
Ready to Work with Us?
Does your L&D team have more projects than people? At TrainingPros, we match organizations with experienced consultants who lead with strategy, so you can connect learning decisions to real business goals. We support teams across compliance, customer service, leadership and supervisory development, product knowledge, and sales, as well as information technology, software, and learning platforms. Whether you’re rethinking onboarding, scaling a program, or upgrading the tools behind it, we help you move from reactive delivery to results-driven capability building.
TrainingPros has been named a Top 20 Staffing Company internationally by Training Industry, and recognized as a Champion of Learning by the Association for Talent Development (ATD)—an international honor that reflects our dedication to excellence in corporate learning. These accolades underscore TrainingPros’ unwavering commitment to delivering high-quality, tailored training solutions.
If your projects need instructional design consultants, eLearning developers, or other learning & development consultants for your custom content projects, reach out to one of our industry-expert relationship managers today.
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