How L&D Leaders Can Navigate AI-Driven Change with Ashley Corcoran of The Home Depot
Learning and development is entering a period of foundational change. In this episode of Learning Leader Spotlight, Ashley Corcoran, Director of Learning Design and Development at The Home Depot, discusses how artificial intelligence is reshaping learning functions, workforce capabilities, and business expectations.
With nearly 22 years of experience in L&D at The Home Depot, Ashley brings a unique perspective on enterprise learning at scale. Her team supports approximately 450,000 associates across retail, supply chain, sales, and service functions, making her insights particularly relevant for learning leaders navigating organizational transformation.
From Content Creation to Performance Consulting
One of the strongest messages throughout the conversation is that L&D is moving beyond traditional content production and returning to its roots in performance consulting.
Ashley describes her early experience in technology consulting as formative in shaping how she approaches learning. Rather than starting with a training solution, she focuses on understanding business needs, diagnosing underlying issues, and identifying the most effective intervention. In her view, AI is accelerating the shift toward this model because much of the routine content creation work can now be automated or enhanced through technology.
As a result, the future value of learning professionals will increasingly come from business acumen, problem solving, consulting skills, and the ability to connect workforce capability building to business outcomes.
Performance Consulting Models:
AI as a Major Inflection Point for Learning
Ashley places today’s AI transformation alongside some of the most significant changes in modern learning history.
She points to the rise of e-learning in the 1990s, the growth of mobile and digital learning in the 2000s, and the rapid shift to virtual learning during the COVID era as major milestones. Each expanded how learning could be delivered and consumed.
AI is different because it impacts nearly every aspect of the learning lifecycle. It influences strategy, content creation, deployment, measurement, personalization, and operational efficiency simultaneously. Learning teams are no longer simply adopting new tools. They are rethinking how their work is performed and how value is delivered to the business.
Ashley describes this period as a “blank slate moment,” a rare opportunity to reimagine how learning functions operate from the ground up.
Transforming the Workforce While Transforming L&D
Ashley identifies a unique challenge facing learning leaders today: they must help their organizations navigate change while simultaneously reinventing their own function.
Organizations are looking to L&D to prepare employees for rapidly evolving skill requirements. At the same time, learning teams are redefining roles, modernizing job descriptions, adopting new technologies, and building capabilities that did not exist only a few years ago.
To help navigate this complexity, Ashley frequently asks a clarifying question inspired by Andy Stanley:
“Is this a problem to be solved, or is this a tension to be managed?”
The distinction helps leaders identify where they can create permanent solutions and where they need sustainable strategies for ongoing adaptation.
Following the Business as the Leading Indicator
When discussing the future, Ashley emphasizes that the most important question for learning leaders is not where AI is going, but where the business is going.
Business priorities should serve as the primary guide for capability-building efforts. Learning teams must move at the pace of business transformation to remain relevant and effective.
She also believes organizations will continue to need both learning in the flow of work and intentional skill development. While AI may provide immediate support and just-in-time guidance, employees will still require structured development experiences to build deeper expertise over time.
Adaptability Requires Stability
Adaptability emerged as one of the most important workplace skills discussed during the episode. Ashley agrees that curiosity, resilience, and a willingness to learn are critical in today’s environment.
However, she cautions against expecting constant adaptation without providing employees with stability. She shares the concept of “stagility,” a blend of stability and agility, which emphasizes the importance of remaining anchored in core principles while responding to change.
For her team, the anchor is a clear mission: creating simple, relevant, and effective learning solutions that help solve business needs. That mission remains constant even as technology, processes, and priorities evolve.
Building Future Talent Through Meaningful Work
Ashley also highlights The Home Depot’s internship program as an important source of talent and innovation.
Rather than assigning observation-based projects, the program gives interns meaningful business challenges with direct organizational impact. One recent project focused on AI-generated video, allowing interns to conduct research, gather associate feedback, and influence learning design decisions.
The experience reinforced a lesson Ashley has observed repeatedly: early-career professionals want meaningful work, ownership, coaching, and opportunities to contribute. Curiosity and collaboration remain among the most reliable predictors of long-term success.
She also notes that mentoring often benefits established teams as much as the interns themselves. Fresh perspectives frequently challenge assumptions and encourage teams to reevaluate longstanding practices.
Practical Takeaways for L&D and Business Leaders
- Use a clear team mission as a decision-making filter.
- Focus on business problems before selecting learning solutions.
- Measure AI adoption through outcomes such as quality, efficiency, and business impact.
- Distinguish between solvable problems and ongoing organizational tensions.
- Balance adaptability with clear expectations and stable foundations.
- Invest in consulting, business acumen, and data skills alongside technical expertise.
- Provide interns and early-career talent with meaningful work and ownership.
Resources Mentioned
Closing Reflection
Throughout the conversation, Ashley presents AI not simply as a technology trend, but as a catalyst for rethinking the role of learning in organizations. The future of L&D will require stronger consulting capabilities, deeper business alignment, and greater operational agility.
At the same time, successful learning leaders will provide clarity, purpose, and stability that help their teams and organizations navigate continuous change with confidence.
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