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Close your skills gap faster. SkillsAI™ helps businesses & educators map, match, and mobilise talent with the Global Skills Intelligence SkillSuite™.

Book a call today https://www.abodoo.com/scale-growth

30/07/2026

New NBER-cited research puts a number on something we've been saying for a while: adoption isn't the same as impact. 📊

69% of firms are now using AI. But nine in ten report no measurable productivity or employment impact yet. That gap isn't an AI problem - it's a workforce design problem.

Rolling out a tool without mapping the skills underneath it, and without redesigning the jobs around it, produces activity. Not results.

The good news: this is a solvable gap, not a permanent one. The organizations closing it aren't the ones with the most AI access - they're the ones pairing that access with real skills visibility and deliberate job redesign. That's the difference between AI as a line item and AI as a genuine capability shift.

Worth a close read for anyone in HR or workforce strategy right now.
Book a Skills Consultation 👉🏻 https://app.apollo.io/ #/meet/william/30-min

24/07/2026

HR Dive's 2026 Identity of HR survey found the share of HR leaders naming employee training their top priority nearly doubled year-over-year, from 5% to 9%. That might sound like a small number, but the direction matters more than the size. After years of training sitting quietly behind recruitment, retention and cost-cutting, it's climbing back up the list, and AI is a big part of why.

As Vishnu Shankar at Draup put it, this isn't companies replacing workers. It's AI increasing role complexity faster than existing training programs were built for. In other words, the jobs are evolving, and HR leaders are stepping up to make sure people evolve with them rather than get left behind.

That's a genuinely good sign. It means more organizations are choosing to build capability instead of just buying it or bracing for the gap. The ones leaning into that shift now, treating training as core infrastructure rather than a nice-to-have, are the ones setting themselves up to get real value from AI instead of just reacting to it.

Momentum like this is how a whole industry moves forward. Good to see it building. If your team is feeling this shift too, let's talk about what it looks like in practice. Book a Skills Consultation 👇
https://lnkd.in/dEWASfhu

22/07/2026

There's a small group of organizations quietly pulling ahead on workforce development, and the data on what they're doing differently is genuinely encouraging.

New SHRM research on what it calls "Skills Strategists," organizations with a consistent, forward-looking approach to L&D, found they're 2.5x more likely to say their L&D actually closes skills gaps, and more than 5x more likely to report strong engagement and culture. That's a meaningful, provable return on doing skills planning well.

Right now only 4% of organizations plan primarily for long-term skills needs. Which means the opportunity here is enormous: most companies haven't made this shift yet, so the ones who do now get to lead rather than catch up.

The playbook is already proven. It doesn't take a total overhaul, just a shift from planning around next year's skills gaps to building toward where the work is actually heading. The organizations that make that shift early get the engagement, the readiness, and the results to show for it.

If you're a CLO or CHRO thinking about making that shift, this is a strong data point to bring into the room.

Want to talk through what a longer-horizon skills strategy could look like for your organization? Book a Skills Consultation 👉🏻 https://app.apollo.io/ #/meet/william/30-min

21/07/2026

The workers pulling ahead with AI aren't the ones using it the most, they're the ones using it the smartest.

Columbia Business School's Sandra Matz has been studying what separates people who get real value from AI at work from people who quietly lose their edge. The difference isn't access to the tools. It's whether you're still doing the thinking. AI is brilliant at summarising, organising and clearing the small stuff off your desk. What it can't do is build your judgment for you, that only comes from using it yourself.
Wharton's Americus Reed II put it well: AI should remove friction, not replace judgment. Used that way, it doesn't dull your edge, it sharpens it. You spend less time processing and more time actually thinking.

That's the real opportunity for L&D right now. Not choosing between AI fluency and durable human skills like critical thinking and judgment, but building both together. The people, and the organisations, who get this right won't just keep up with AI. They'll outpace everyone who let it do their thinking for them.

Want to talk through what this looks like for your team?
Book a Skills Consultation 👇
https://lnkd.in/dEWASfhu

20/07/2026

Three in ten employers are losing a full working day every week just compensating for skills gaps in their teams. In manufacturing, it's nearly half.

That's not a training problem. That's a lost-productivity problem, and it compounds every single week it goes unaddressed.

Chegg's Frontline Workers Skills Index surveyed 1,000 employers and 1,005 employees across ten frontline-heavy US industries and found 30% of employers now spend more than eight hours a week covering for gaps in their workforce's skills, rising to 46% in manufacturing. Employers linked the gap to more mistakes and rework, rising stress and burnout, heavier workloads, and longer shifts. Nearly half said the stress had them considering quitting altogether.

What stands out most isn't the skills gap itself. It's the perception gap sitting underneath it. 83% of employers say they're confident using AI tools. Only 44% of employees say the same. Employers rank AI and digital capability as the biggest missing skill. Employees rank leadership and communication as theirs. Two groups, looking at the same workforce, diagnosing two different problems.

This is exactly why skills-first thinking matters more than credential-first thinking. When you can't see the actual skills sitting inside your workforce, you can't close the right gap; you guess at it, and you lose a day a week guessing.

Where are you seeing this gap show up in your own team? Mistakes and rework, or people quietly heading for the door?

Book a Skills Consultation 👇
https://link.captivationhub.com/sp/71f5b88054f

01/06/2026

44% of workers' core skills will change within the next five years.

Let that sink in.

Yet many organisations are still relying on learning models built for a world where skills remained relevant for years, not months.

The challenge isn't access to content.

It's that the pace of change has outgrown the pace of learning.

By the time a traditional training programme is designed, approved, launched, and completed, the skills landscape may already have shifted.

The organisations that thrive won't be those with the biggest learning libraries.

They'll be the ones that build continuous learning into the flow of work, use live skills intelligence to identify emerging gaps, and adapt faster than the market changes.

In the age of AI, learning can't be an event.

It has to become an operating system.

How is your organisation adapting to the reality that nearly half of today's core skills will change within five years?

29/05/2026

Why connecting AI tools is now a core L&D skill

Is your team ready?

21/05/2026

Today is the day! 🚀

Our team are excited to be attending and speaking at Learning Live AI Edition with Vanessa Wainwright and Dr Elisa Forestan, together they will be tackling two of the most pressing challenges in workforce strategy right now:

→ How do organisations prove that learning and AI investment actually move the needle on performance?
→ How do you build skills systems intelligent enough to evolve as work itself changes?

Following Vanessa’s exciting announcement yesterday in collaboration with The Learning and Performance Institute, Abodoo is proud to be helping uncover critical insights from 3,575 L&D professionals across 1,874 organisations - revealing significant capability gaps in AI literacy, interoperability, data governance, and workforce intelligence.

We’re looking forward to the conversations, insights, and collaborations happening today in London as we continue building the future of skills-first organisations together. 🤝

20/05/2026

Tomorrow, the Abodoo team will be attending Learning Live: AI Edition in London 🎉

We will be joining the conversation around the future of workforce learning, AI, and skills intelligence - exploring how organisations can better measure the impact of learning and build skills strategies fit for the future of work.

If you’re attending, we’d love to connect. See you there!

19/05/2026

Most organisations are collecting skills data.
Very few are operating with true skills intelligence.

There’s a critical difference.

Skills data is static.
A spreadsheet. A framework. An annual audit.
It tells you what existed at a moment in time.

Skills intelligence is live, connected, and continuously evolving.
It unifies fragmented data across HRIS, LMS, ATS, CRMs, and workforce systems into one real-time skills language that leaders can actually act on.

Why does this matter?

1️⃣ Data reports the past. Intelligence guides the future.
Skills intelligence helps organisations forecast capability gaps, identify emerging skills, and make proactive workforce decisions instead of reacting too late.

2️⃣ Data is fragmented. Intelligence connects everything.
Most organisations have skills information spread across disconnected systems. Skills intelligence creates one shared skills language across the enterprise.

3️⃣ Data creates dashboards. Intelligence drives action.
Real-time skills intelligence powers internal mobility, workforce planning, learning investment, skills matching, and measurable ROI.

The organisations leading workforce transformation right now are not just collecting skills data.
They’re activating skills intelligence.

So the question is:

Are you working with data… or intelligence?

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https://www.abodoo.com/

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